Recognizing the benefits of founders having colleagues, we decided to invest in batches, which has become a core part of YC's approach. At Y Combinator, we treat founders like family and prioritize their interests, fostering a strong sense of community even among over 2,000 alumni.

The quality and quantity of technical talent on the founding team is a major factor in determining whether someone is selected for an interview at Y Combinator. Having at least one technical founder significantly improves your odds of getting into Y Combinator, as teams with technical talent have five times better chances than those without.

In early-stage investing, the ability to evaluate founders effectively is a significant advantage, and this skill has been crucial to Y Combinator's success.

In the early days of YC, I observed social cues during interviews, such as how well co-founders got along and their level of commitment.

Successful interviewees at Y Combinator demonstrate mastery of their business, showing they understand their numbers, risks, and have a clear plan for the future.

At YC, we followed the principle of treating founders like family, which was easier in the early days when there were fewer founders to manage.

My co-founders are excellent at judging technical ideas, but I'm the one who assesses character, which has been crucial for Y Combinator's success.

Being authentic during the Y Combinator interview is crucial; avoid acting like you're in a pitch competition and instead engage in a natural conversation with the interviewers.

Many successful applicants to Y Combinator were not first-time applicants; getting comfortable with taking risks and applying even when you think you might not succeed is crucial for growth. Persistence shows character and can lead to success, so don't be afraid to pursue opportunities even if the odds seem low.