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14 results for “creator recruitment”
Topic2 mentions across episodes
recruitment
Which of those do you see most underdeveloped, in early teams, and how do you help them level up? I I would say the one that is most underdeveloped is recruiting. Because great founders are gonna raise capital, and great founders are gonna sell. If t
28:30 / 29:33
from transcript28:30 – 29:33
that you have no prior experience with. So, you know, if all of a sudden you gotta go hire seven developers now if you get a if your first if your CTO is an absolute killer, then that CTO is gonna have a pipeline of candidates. Right? Hopefully. But
29:09 / 30:19
from transcript29:09 – 30:19
Otherwise, you end up looking like every other recruiter and venture firm in the valley, which is, like, go find the fanciest logos because you have no context on their business. And all you wanna do is hire the person that's gone from x to y at thes
49:17 / 50:31
from transcript49:17 – 50:31
...on using recruitment firms versus running the process in house? I think the recruitment firm so first off, I'd say in a lot of cases, your investors have recruitment firms that can be, that can be really helpful. I I think there's a couple of things
4:31 / 5:31
from transcript4:31 – 5:31
It's fascinating. Yeah. What else was unique about Travis's ways of recruiting talent? Oh, there was a lot. I mean, that's why I'm so fortunate to, like I mean, Uber was basically my first job, and I had no experience. Right? But I was able to, you k
17:13 / 18:15
from transcript17:13 – 18:15
for years. I've implemented some of their papers in my work. Like, that's a really unique outreach right there. Hey. I love what you released. And it it's very personal. It's very customizable. Problem is that's one person. You know, you've and proba
14:57 / 16:00
from transcript14:57 – 16:00
not every founder is aware of all the talent out there or what they need. You know, you need a good partner, whether it's a cofounder, whether it's a recruiter, whether it's your VC. You need someone to bounce these ideas off that can help you think
15:41 / 16:47
from transcript15:41 – 16:47
a really high end candidate is gonna say, well, what is it gonna be like when I come work for you? You're gonna be even less responsive. You're gonna give me even less attention. You're gonna be eve because now I'm in the building, you're gonna be on
46:15 / 47:57
from transcript46:15 – 47:57
And, you know, like everyone else is like, we want a talent dense company. And I think that's almost become trite at this point. What I credit the Cursor founders a lot with is that they just arrived there from first principles of, like, we just need
44:15 / 45:20
from transcript44:15 – 45:20
I mean, so much, so much respect and admiration for my leadership team because, well, they are doing a lot of their direct recruiting. Like me, them, we have contracts with a bunch of outside recruiters and, like, this has been the case in everywhere
20:57 / 22:05
from transcript20:57 – 22:05
context rich understanding of his business. So first, I had to be an effective extension of his team as an adviser, which then earned me the right to help him with things like hiring sales leaders and talent recruiting. And that, like, embedding your
48:41 / 49:51
from transcript48:41 – 49:51
especially initially less so about the idea because it you know, precede or at seed stage, you could pivot. Right? And you don't want to hire people that will not stay with you throughout a pivot. And I think we've done a great job hiring people that
18:55 / 20:41
from transcript18:55 – 20:41
What have you seen successful founders do to make sure that when recruiting, they're able to win the best candidates out there? So it's one thing to be patient and spend the time to identify them. You also have to hold out an attractive proposition t
24:27 / 25:47
from transcript24:27 – 25:47
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