At our first board meeting, we declared that everyone was a vice president, but the board pointed out that none of us deserved that title yet.

It's important to take the time to draft a job description for your next board member, outlining the necessary background and skills to guide your recruitment process.

It's important to draft a job description for board members that outlines the skills and background needed for the role.

This decision to eliminate titles set a precedent for hiring, ensuring we select people who genuinely want to be part of the team.

When selecting a board of directors, aim for individuals who can help you rather than those you have to manage; I chose board members with unique expertise that aligned with my needs at VMware.

When hiring, focus on how a VP of Marketing can improve the quality of your VP of Engineering; this nonlinear thinking is essential.

When recruiting board members, find people who love your mission and are aligned with the company's goals, rather than just seeking big names.

When interviewing potential board members, focus on understanding how your problems are different rather than being impressed by their past.

Diversity in hiring should be prioritized from the start to prevent a homogeneous culture that can hinder growth and innovation. As the company grows, early employees may want to take on roles like VP of Engineering, but you need to proactively discuss their career paths to retain them and maintain company culture.