some of my notes from the Art of Hiring event earlier today: @rabois - don't hire anyone over the age of 30 - recruiters are probably ineffective but still important b/c they drive hiring momentum - it takes 3-30 mins to evaluate someone (probably 3 though) - undiscovered talent is mispriced. interns can be MVPs on teams - people who positively manipulate the world around them are great hires @bchesky - goal is to have smallest team possible (i.e. be the Navy SEALs... not the Navy) - be careful of B players. The old saying "A players hire A players B players hire C players" should go like "A players hire A players....and B players hire LOTS of C players b/c they are so bad" - be in the details. so much so that people complain. and then be in even more details. - when hiring someone, they are guilty until proven innocent. someone should be selling their case on why to join. @eglyman - looks for "aliens" and/or exceptional candidates with little competition - ranks candidates "strong no, no, yes, strong yes". won't hire people who have all yeses. - recommended to read great books on this like: Wooden on Leadership, Insanely Simple: The Obsession That Drives Apple's Success, High Output Management, and The Score Takes Care of Itself @mike_sheb - be a broken record. constantly repeat why you are here (mission, goals, etc.) - sweat the small stuff - ask candidates if they are in the phase of their lives where they can work like an olympian to help screen people out.