At the early stage of your startup, it's important to think about culture because the first 20 employees will shape the company's cultural DNA and influence future hiring and training.

The culture of a startup is modeled after the founders' actions; if you want a hardworking culture, you must demonstrate that commitment yourself.

I recommend asking candidates about their interests during interviews to gauge their passion and ensure they align with the company's mission.

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

Company culture is vital for long-term success, even if it doesn't seem like an immediate risk. As The Muse grew from 12 to over 80 employees, I realized that establishing core values and ensuring alignment during hiring is essential for maintaining a strong culture. The culture screen of asking if you'd want to get a beer with someone can overlook incredible candidates who are different from you.

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

Discuss the opportunity cost of working at a startup versus a large tech company, emphasizing the unique experiences and growth opportunities available.

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

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.