Working at Google was a great experience, but I never wanted to be an employee forever; I always felt the pull to be a founder.

The talent market is competitive, but Google is fortunate to attract top talent and has a strong track record of employees starting successful companies.

I look for founders who have known each other for a while and are solving a problem they personally face, as being a domain expert is crucial for success.

After leaving Google, I wanted to create a company that replicated the early, exciting environment of Google, focusing on building a great workplace.

When evaluating co-founders, it's essential to have a diverse range of strengths, including at least one technical founder and someone dedicated to the business side, like fundraising.

Leaving Google wasn't about starting a company; it was about personal growth and experiencing new things, which eventually led me to work with early-stage teams.

I decided to stop working on my startup and joined Google to learn skills that would help me succeed as an entrepreneur.

I applied to Y Combinator as a single founder and was advised by Paul Graham to find a co-founder within three weeks, which felt like a daunting task.

If you find someone who excels in multiple areas, make them a co-founder, but only if you've known them for a while.