Lecture 11 - Hiring and Culture, Part 2 (Patrick and John Collison, Ben Silbermann)
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- čas přidán 27. 10. 2014
- Lecture Transcript: tech.genius.com/Patrick-collis...
Stripe and Pinterest - two companies well known for their strong cultures. The founders - John Collison, Patrick Collison, and Ben Silberman - take Q&A from Sam in part 2 of Hiring and Culture.
See the readings at startupclass.samaltman.com/courses/lec11/
Discuss this lecture: startupclass.co/courses/how-t...
This video is under Creative Commons license: creativecommons.org/licenses/b...
It is rare to see 3 billionaires in the same room, let alone all of them giving you free golden nuggets that are their advice
Who is watching in 2050
Is the goal of this talk to explain how to hire low-skill or underestimated people who will work for you 80 hours/week? When people say that "it is a bad sign that employees are joining for experience, and not for achieving the goal" that immediately makes me interested in asking "Do you have proper life-work balance for employees in your company?" This unhealthy trend I see so often these days, as companies are actively hiring code cowboys for $ and burning them out instead of hiring people for $$$ who can do job nicely in long run. Treat your best people accordingly to their skills, or burn in bug-fixing hell.
This entire course being free is nuts. Like, how much did you pay these people?
That red head guy does not communicate clearly...
I love Ben Silberman's philosophy. Simple rules that make complete rational sense.
I found this lectures in 2023 and it's so awesome
That reddit shirt- Sam is wearing- so awesome.
Fantastic lecture, these guys provide some very useful insights.
the irish /american accent combo got me googling the founder - turns out Patrick is irish
The important feature is the hiring process. In order to get a good result you need to ask questions : if you had a question in your area who would you ask ? Where does it work ? Is the person is in the right place (for the job) ? Work with them. Ask for recommendation. After 30 days, make sure the person knows the basic of the company (architecture, manager and etc). For example, when i go to interview the HR asked me different types of questions in order to get to know me better. I really like it, because i start to know about me after having thought about questions like that (What would you choose: a company, a customer or you).
Thanks for sharing - culture is trending, and for good reason.
Concerning the second question about risk/reward ratio, I think the fact of culture has a vast impact on it. I mean you'll hire people with the same values who want to solve the problem and know what they are doing. Investing time has the same and even more deeply risks as investing money!
Fantastic lecture
Finished, it's great
I am looking at putting together my companies network and actually start building a database of team players and associating my the network capita that is needed to start hiring the first essential teams that are needed to scale up your business and start receiving revenue through the developed revenue streams that you have in place
Brilliant guys with sharp minds. But it is so hard to believe they are leading a group of people :)
// Great Course :)
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