Steve Pokras

So I'm looking for traits.

I am looking for a high passion for motivation, deep curiosity.

I'm looking for energy.

I'm looking for smarts and curiosity.

I want people who are going to look and figure out what the problems are that they need to solve because I can't even tell them ahead of time.

And then flexibility.

I want them to be able to adjust to whatever pivot that we're going to take because there's a lot of mindset that's going to go into this.

And so we, it's funny.

So Nathan asked me to put up our scorecard for our recruitment process.

And I thought this is really actually pretty evident in the way that we think about hiring talent.

We firmly believe that scorecards are stupid.

I think that scorecards make you feel like the choice that you made makes you feel better about the choice you made.

It only reifies your existing values and your existing choices.

I realize there's a lot of DEI concerns and thoughts that go into this process.

And if you're scaling a larger company, it's

You know, it's important to make sure those checks and balances are in place.

But for me, it's about hiring for values.

So we have an extensive recruiting process where we have

Eight to ten people interview every person that comes on board.

To me, spending that amount of time, I think it was just Todd from Penda who just said, 30 minutes with a candidate is not going to tell you if they're a good candidate or not.