Providing timely feedback on performance and cultural adaptation is crucial for new employees to thrive in the company.

OKRs are not a performance evaluation tool; they are meant to guide and measure progress rather than serve as a basis for annual reviews.

I had a coach who helped me improve as a CEO, and we conduct aggressive 360 reviews every year to gather honest feedback.

Ignoring HR in the early stages can lead to problems later; establishing a clear structure and performance feedback is vital as the company grows.

When firing employees, it's important to be transparent and give them opportunities to correct their performance.

When giving feedback, focus on specific behaviors that can be improved rather than making broad negative statements about someone's abilities, as this approach is more constructive and less demotivating.

We don't do performance improvement plans because they create a false sense of legal protection; instead, we prefer to offer generous severance packages.

Implementing a formal process for evaluating raises helps maintain fairness and ensures that all employees are assessed based on their contributions, not just their ability to ask for a raise.

The evaluation process is continuous; it's not enough to just build a dataset and run it once. Ongoing evaluations are necessary to maintain quality in production systems.