To summarize, when hiring someone with competing offers from big tech, move quickly with your offer, follow up personally, and highlight how big companies often shut down projects, leading to wasted effort.

For early hires, working closely with candidates before hiring helps ensure they are a good fit for the team.

Present full and transparent offers to candidates, including all compensation details, to avoid creating an uncomfortable experience during negotiations.

Understand the biases of those giving you career advice, especially from big companies, which may have ulterior motives in attracting talent.

Don't be overly cautious when hiring. Use the hiring process as a way to evaluate potential team members, even if it feels inefficient at first.

If you can, connect candidates with someone from your network who has experienced project cancellations at big companies to illustrate the potential frustrations they might face there.

If you're struggling to source candidates, be less aggressive in screening them out early in the process to increase your chances of finding qualified applicants.

Treat recruiting like a product, where candidates are your customers. Be actively involved in the process to show your commitment to potential hires.

It's important to consider the candidate experience during interviews, as a positive experience increases the likelihood of accepting an offer and improves performance.