Lecture 11: Company Culture and Building a Team, Part II
Link: How to Start a Startup
(You can find notes to the other lectures here.)
Patrick Collison (@patrickc)
John Collison (@collision)
Ben Silbermann (@8en)
Run a company based on what you celebrate. (Ben Silbermann)
The amount of things you can personally be involved in diminishes exponentially. (Patrick Collison)
When you’re hiring the first ten people you’re actually hiring the first one hundred people because the first ten will bring ten along with them. (Patrick Collison)
Culture isn’t like architecture. It is a lot more like gardening. (Ben Silbermann)
Really great people who are good at many disciplines and extraordinary at one tend to build really great products. (Ben Silbermann)
No batch of ten people will has as much influence on the company as the first ten people. (John Collison)
Hiring is a bit like being a value investor. You’re looking for undervalued human capital. (Patrick Collison)
There is no wrong place to find people. (Ben Silbermann)
Really great people want to do stuff that is hard. They want to solve big problems. (Ben Silbermann)
When recruiting be transparent about why you think it is a great opportunity. (Ben Silbermann)
Work with people as much as you can prior to hiring them. (Patrick Collison)
Quickly give people feedback in particular feedback on how to adapt to the culture. (John Collison)
The more feedback you give them the better they’ll do. (John Collison)
Your company either fails very quickly or all of your problems become about managing growth. (Patrick Collison)
People don’t come out of the womb being good at leadership. (John Collison)
Give as many people a shot as possible. (Ben Silbermann)
The farther along your company is the larger your expectations get. (Ben Silbermann)
If (success) were guaranteed it would be boring. (Patrick Collison)
At the early stage finding people who are passionate about your product can be a great way to find people. (John Collison)
