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

I believe that leaders should focus on competence and passion when hiring, as these traits are essential for success.

Hiring should focus on finding the right fit for the role, and while tests are important, personal judgment will always play a role.

Building a strong team is essential, and understanding what motivates potential hires beyond money can help attract talent.

In the early stages of hiring, be cautious about adding people when you don't have product-market fit, as each new hire can add momentum in the wrong direction; once you find product-market fit, you should hire rapidly to build energy behind your direction.

A candidate's motivation and depth of thinking can be assessed during interviews, which is crucial for hiring decisions.

In the early days, hiring must focus on candidates who can contribute immediately, rather than those who may take longer to ramp up.

Hiring for raw intelligence and ambition is more important than hiring for expertise, especially in early-stage companies.

It's essential to be disciplined about hiring; I prioritize finding candidates who align with our values, even if it means waiting longer to fill a position.