Hiring a professional recruiter early on can significantly improve the quality of hires and cultural fit within the company.

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.

I focus on motivation fit in the early stages of hiring, as it is key to making the best hires and avoiding the worst ones.

In the early days, hiring must focus on candidates who can contribute immediately, rather than those who may take longer to ramp up.

It's better to work with someone on a quick project before hiring them, as this gives you a better sense of their capabilities than a traditional interview.

It's crucial to reference candidates with people who have worked with them to gain insights into their work style and effectiveness.

Don't be overly cautious when hiring. Use the hiring process as a way to evaluate potential team members, even if it feels inefficient at first.

The cost of making a bad early hire is high; many startups never recover from a poor first hire, so take the time to ensure that new hires align with your company's culture and mission.

Hiring should focus on finding the right fit for the role, and while tests are important, personal judgment will always play a role.