Startups prioritize problem-solving skills and contributions to open source over formal qualifications when hiring.

Behavioral interviewing is essential for early-stage startups, as it helps you understand candidates' past experiences and how they align with your company's needs.

Many employers actively seek candidates with startup experience, as it demonstrates self-starting abilities and initiative.

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

In early-stage startups, it's important to run structured interviews even if you can't standardize the process due to the small number of candidates.

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.

The core problem in interviews is the tension between measuring quick problem-solving skills and the ability to handle larger projects over time. Many of the best programmers have numerous job options, making it challenging for companies that require a trial employment period to attract them.

In later-stage startups, I prioritize authenticity in candidates during interviews, as it’s important to work with genuine people.

For junior candidates, emphasize the mentorship opportunities available at your startup, especially if you have experienced engineers on your team.