When hiring for your startup, look for candidates who demonstrate flexibility in their ideas and are willing to consider different paths, treating the startup as a problem-solving mission rather than just a job.

Many employers actively seek candidates with startup experience, as it demonstrates self-starting abilities and initiative.

Look for startups that pursue ambitious or unconventional ideas; these often attract top talent and can lead to significant innovations.

As a startup founder, allow yourself to consider that you might have picked the wrong person for a role. Sometimes, the right fit for an employee might be elsewhere, and acknowledging this can benefit both parties.

Highlight the potential for rapid career progression in startups, where individuals can rise quickly compared to traditional corporate environments.

Startups should prioritize finding the right team members, as this is crucial for long-term success, even if it means taking more time in the hiring process.

Join a startup that is already a 'rocket ship'—a company that is gaining traction and success—because the best talent is drawn to ventures that are already proving to be successful. Good people will wait to join a startup until they see it's on a breakout trajectory.

Hiring someone just because they are available can be a mistake; it’s important to ensure that the hire aligns with the startup's current needs and stage.

When hiring, I look for candidates with high pain tolerance and the ability to be generalists, especially in the early stages of a startup.