Chris Koerner

Can you give me an example?

So like things like cash flow management, hiring principles around like probation and notice periods, a lot of legal structuring and deals.

Things with like a well-established president.

Well-established presidents where like nothing has fundamentally changed in the world that makes that invalid.

Yeah.

I think if it's an old problem, I look to an example of someone within the last decade that solved it in an interesting way.

And I'm more likely to copy that.

Like in hiring.

Traditionally, companies will spend hours and weeks or days hiring, going from round to round to round, person to person to person.

And if you look at Y Combinator, arguably the greatest startup incubator in the world, they have seven minute interviews.

And they said they would make it five minutes, but it just felt rude.

Right.

And in their interviews, they really know in the first three minutes if it's a fit or not.

And then the interview is done.

Like they're either in or they're not.

I approach hiring the same way.

I would much rather take like a law of large numbers approach to it and give five people 30 days to show what their skills are as opposed to spending 30 days going all in on one person.

Because in my experience, that one person that I spent 30 days on is not any more likely to succeed than those other five people that I might be testing.

Okay.

Okay.