วีดีโอ

Very good interview

I think all CEOs of software companies (Brian included) should take a look at the Team Topologies book. Lots of problems resolved...

This is what i needed ...!!!!

Good insights

Such an honest, refreshing talk. So much truth, and so many insights. Brian is one of the best leaders of the generation.

what a smokeshow

I really like this man I would love to have a quick talk. Is it possible or he's a really famous individual?

00:10 The team you build is the company you build 01:58 Hire ambitious and talented undiscovered individuals 05:30 Attracting Talent for small startups 07:19 Utilize Gene Pool Engineering for effective hiring 11:01 Recruiters drive inputs effectively, but not always gold 12:54 Creating leverage on the team to achieve better results. 16:41 Hire potential founders early 18:24 Encourage hiring founders and make company exciting to retain talent 21:44 Assessing candidates' superpowers and motivations for problem-solving 23:15 Confidence is a key indicator of potential success in talents. 26:41 Filtering based on ability to positively manipulate the world 28:25 References should be about finding killers for your team 31:42 Hiring for a startup requires a cult-like approach with shared contrarian views. 33:24 Recruiting is often not given enough time allocation by CEOs. 36:59 Challenge employees constantly and hire for new capabilities. 38:44 Hire people with egos for success Crafted by onhires.com

00:09 Importance of Simplicity in Building a Company 02:19 Ramp's focus is on saving time and money for customers. 06:38 Ramp has a high bar for talent with diverse backgrounds 08:41 Measuring productivity and efficiency of employees is crucial for success. 13:05 Importance of developing good taste in craft and hiring 15:16 Key to hiring super ICs: Identifying unique spikes in skills. 19:03 Billy Beane's innovative approach to team management 20:59 Finding and sponsoring great people with extraordinary abilities 24:51 Look for extraordinary talents in unique places 26:43 Early hires should have distinct and particular views. 30:18 Selection based on good lineage can lead astray 32:16 Focus on simplicity and specificity in hiring criteria 35:45 Look for strong yeses during interviews 37:34 Hire based on referrals for better insight 40:57 Implement algorithms to optimize hiring and organizational growth. 42:57 Early hiring of a recruiter was strategic for experimentation and growth 46:48 Focus on hiring smart, capable people and continue to stretch them 48:42 Hiring Super ICs at Ramp involves finding and stretching talented individuals. 52:27 Focused on hiring unique and determined individuals Crafted by onhires.com

00:09 Building a team of impactful individuals 02:08 Differentiating between productive work and poison activity is crucial for startup growth. 04:05 Focus on increasing positive elements and eliminating negativity to fuel growth. 05:54 Constantly reiterate to new and busy employees. 07:29 Identifying force multipliers through effective behavior management 09:15 Identifying and promoting employees who go beyond their roles to contribute to the company's growth. 11:00 Setting high standards for hiring 12:43 Building a strong team is crucial for startup success

My wife and I just got from another airbnb stay in Zurich. Once again impressed by how it has positively changed our travel experience. For that, thank you Brian for founding Airbnb. Keep up the great work. Great conversation full of ideas

people like him make the world a worse place for everyone else

Thanks for sharing.

The "most important lesson" Rabois learned from Peter Thiel was not to hire people over 30?! Really? Note he didn't just say to hire "inexperienced" talent, or people who are "new to tech" - he used a specific age. Because in tech and VC, getting older is not allowed. Except for...Rabois? He's allowed to be 55, not an issue. He also later says in this speech that like anything else you get better with time and "reps;" basically, that experience matters and is valuable. But then he goes on to say that you shouldn't have people who know anything about a core subject in which your product operates because experience isn't a "value creator" but instead is a "value protector?!" There were plenty of other things in here that were problematic too, but the "don't hire over 30" was the most overtly discriminatory and illegal. Founders, do not listen to Rabois's advice to illegally* discriminate against people over 30. Art of Hiring/Ramp: can you please not give this dude the microphone again? We have to stop giving people like this a platform to spout off this harmful stuff. *you can't discriminate against anyone 40+ in the US by federal law.

"Be the mall cop." Awesome way to think.

"The art of hiring is knowing when not to hire" Really great advice!

👏👏👏

We need to stop giving people like this a microphone. Rabois is insisting we shouldn't hire people above the age of 30! This is not only unethical but also illegal. This is ageism

Might just be me but I can't get the transcript link to work

Good interview, but many companies have in-house creative teams, definitely not the first CEO to do this

I listened to this twice. First time I didn‘t have time to watch and just let it run as a podcast. I thought it was pretty good with lots of good advice. When I came home I thought I may have missed some things and started to watch the video. And now I am not so sure. The gestures etc. do not seem to match the words and are kind of overexaggerated. Including the visuals I am not really buying in. Kinda weird.

i really want to follow you and see your videos but i just noticed you are to old i only follow people under 30 years old, sorry 🤮

Learned so much from this one! Phenomenal advice!

Keep up the content!

He’s got a menacing vibe

What a waste. 45 minutes of ego tripping hot air

It is Goooold.

Ageist

Crazy good!

Discrimination based on age is illegal, oh and I’m pretty sure Chesky is over 30 so I hope founders tell him they don’t want his money.

Ageism at its finest. Gross.

You need people who are intense. Most people don't have the intensity. You can easily translate that to another line of business

👀

Founder Mode is the biggest sack of 💩. PG has fallen in love with his own ego sadly (despite seminal and revered essays). Founder Mode will now excuse a lot of BS behaviour by founders (who are terrible) - but use it to absolve themselves. But what chesky describes here is nonetheless true (PG elided most of the detail found here)

Chapters: 0:00 Intro 5:50 Understanding the Founder Mode Concept and Its Impact on Airbnb 11:52 The Importance of Leadership Presence and Attention to Detail 17:04 Conducting Deep Dives and Audits for Enhanced Company Efficiency 23:37 The Role of Thorough Reference Checks in the Hiring Process 30:22 Strategies for Hiring in Areas Beyond Personal Expertise 37:01 Using Reverse Psychology to Attract Top Talent with Job Offers 44:26 Managing Conflicting Advice from Board Members Generated by Flowsend

Very interesting. Anymore video from this event?

Why does Keith shake the entire time?

Awesome video!

I saw this talk live at Y Combinator and it was amazing. Thanks for enlightening us Brian

Amen brother. Say it louder.

Phenomenal video.