The interview process at Triplebyte involves a standard procedure where candidates are assessed on their programming output and general knowledge before additional follow-up interviews for specific roles.

At my startup, Triplebyte, we would call candidates at the end of the day to let them know we were impressed and would send offer details the next morning, which shows candidates that we value their time.

Startups should proactively recruit rather than just post jobs and wait for applicants; hiring is a critical strategy that can make or break a startup.

Personal networks are the best place to hire engineers, especially for early-stage startups, as you can assess both skills and compatibility more effectively.

Hiring individuals who are motivated by working on innovative projects rather than titles has been crucial for Bolt's culture and success, fostering a collaborative environment.

When using hiring marketplaces, be proactive in reaching out to candidates, as demand for good engineering talent exceeds supply.

Hard-tech companies often have an easier time recruiting talent because ambitious individuals are attracted to innovative and challenging ideas.

Hiring is a challenging problem in Silicon Valley, but we not only reached our ambitious hiring goal but also focused on bringing in people who could help us improve our definition of quality and fit culturally into the company.

The rise of AI has made recruiting startups viable again, as they can now effectively evaluate candidates using AI-driven assessments from day one.