Founders often find it challenging to hire because they have high standards for candidates, which can make the process feel daunting.

Great candidates are attracted to challenging problems, so it's important to be transparent about the difficulties they will face in the role.

When recruiting, many employers use university prestige as a proxy for talent, which can lead to overlooking highly capable individuals who don't fit that mold.

The real challenge is not just adopting our business model, but improving the student experience and outcomes over 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.

A candidate's motivation and depth of thinking can be assessed during interviews, which is crucial for hiring decisions.

Many students experience impostor syndrome, feeling unconfident about applying for jobs as software engineers, which leads to procrastination.

Many successful applicants to Y Combinator were not first-time applicants; getting comfortable with taking risks and applying even when you think you might not succeed is crucial for growth. Persistence shows character and can lead to success, so don't be afraid to pursue opportunities even if the odds seem low.

The biggest roadblock to inclusive hiring is the misconception that companies must first reflect diverse demographics before they can create an inclusive culture.