Proactive recruitment means reaching out to potential candidates, similar to how you wouldn't just wait for customers to find your product; you need to actively engage your network. I believe in proactively reaching out to potential candidates on platforms like LinkedIn, meetups, and GitHub to find strong fits for your company.

Recruiting should focus on individuals who are committed to the mission of the company, not just on their role as employees.

Hiring should be your top priority when necessary, and you must be prepared for a lengthy recruitment process to attract the best talent, as they often have many options.

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.

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

When hiring, think of the process as a funnel with three parts: sourcing, screening, and closing.

Involve your team and investors in the hiring process after making an offer to help close candidates who may be hesitant about leaving larger companies.

Investing in relationships with potential hires pays off; candidates who are familiar with your team and culture are hired 35% faster than those meeting you for the first time.

If you're struggling to source candidates, be less aggressive in screening them out early in the process to increase your chances of finding qualified applicants.