For early hires, working closely with candidates before hiring helps ensure they are a good fit for the team.

Hiring for remote work involves assessing candidates through practical projects rather than just interviews to gauge their self-management skills.

The core problem in interviews is the tension between measuring quick problem-solving skills and the ability to handle larger projects over time. Many of the best programmers have numerous job options, making it challenging for companies that require a trial employment period to attract them.

It's more important to work with someone you like and trust than to find a co-founder with the perfect skill set. If you have a strong working relationship, you can hire to fill any skill gaps later.

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

Personal networks are the best place to hire engineers, especially for early-stage startups, as you can assess both skills and compatibility more effectively.

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.

It's important to avoid rushing into hiring after showing a prototype; focus on building the product first before expanding the team. Hiring engineers too early can slow down your startup's launch because it takes time to find the right talent, especially when you're working in a chaotic environment.

When hiring, consider the specific needs of your project and look for candidates who have relevant experience in that area, even if they aren't crypto-native.