Excerpt from a YouTube discussion advising founders on hiring: investors and board members can actively help in recruiting, sourcing, and evaluating candidates (including assessing interviews). Brian Chesky’s suggested heuristic — meet the five best people in a role (e.g., CFO) to gain pattern recognition — is highlighted as practical guidance for founders who lack prior networks.
But how do you add? How do you help make sure the founder doesn't screw that one up? So one thing a good investor, good board member can do is help assess an interview and it can be early in the funnel or later in the funnel. That's definitely one thing to look for in investors is when you're adding to your team can they help you recruit source close and evaluate? Second thing is I think one thing I learned from actually Brian Chesky had a great idea about this is go meet the five best people at something. So if you're going to hire a CFO for example almost no new founder has ever met a cfo. You always got to at least interview five, not even interview. Just go have coffee. Have coffee with like the five best people. That's better than most because then you can do a little pattern recognition. Okay well what's in common? Why does everybody think these are the five best.
