To sustain motivation in a startup, it's crucial to identify what else you can be passionate about beyond just the problem at hand. The things you care about the most might be the same as everyone else's, so consider not letting passion be your primary decision-making factor.

Hiring should prioritize passion for the mission and the ability to connect with the company's goals over traditional qualifications.

In a startup, it's important to prioritize cultural fit and enthusiasm for the product over just technical expertise when hiring.

Hiring your first employees is critical. It's important to prioritize speed and be open to unconventional talent, as you may find unexpected gems who can significantly contribute to your startup.

I once had to convince my co-founders to fund a startup because I believed in the founders' passion and scrappiness, even if the idea wasn't great at first. In early-stage evaluations, I look for founders who demonstrate hustle and a strong passion for their ideas, as the idea often evolves over time.

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.

To succeed, startups need to focus on hiring the right team and ensuring they are productive and aligned with the company's direction.

While hiring employees can increase productivity, you don't get the same emotional support from them as you do from a co-founder, who is equally invested in the startup's success.

Startups should focus on creating a product that employees love and that helps them understand their market value, rather than trying to cater to both employees and employers simultaneously.