Sholto Douglas

For the people who are like just assuming that the other end of the job board is like just like super legible and mechanical.

This is not how it works.

And in fact, like people are looking for the sort of different way, different kind of person who's agentic and putting stuff out there.

Wait, doesn't that seem stupid?

Yeah, yeah, yeah.

But the bias is what you want, right?

You want to bias somebody who's got great taste.

Your interview process should be able to disambiguate that as well.

One man's bias is another man's taste, you know?

Yeah.

I mean, another part that I forgot to mention is you were mentioning going in on weekends and on Christmas break and you get to like the only people in the office are Jeff Dean and Sergey Brin or something.

You just get to pay a program with them.

It's just, it's interesting to me that people, I don't want to pick on your company in particular, but like people at any big company, they've gone there because they've gone through a very selective process.

That's like they had to compete in high school, they had to compete in college.

But it almost seems like they get there and then they take it easy.

When in fact, this is a time to put the pedal to the metal, go in and pair program with Sergey Brin on the weekends or whatever, you know what I mean?

Yeah.

I mean, just one example that sticks out in my mind of this sort of like

The other side says no, and you can still get the yes on the other end.

Basically, every single high profile of guests I've gotten so far, I think maybe with one or two exceptions, I've sat down for a week and I've just come up with a list of sample questions that's, you know, like try to really come up with really smart questions to send to them.