Steven

I love this point you were making about the key thing that you've discovered is that the game is more ideas, not trying to find a perfect idea.

I love this point you were making about the key thing that you've discovered is that the game is more ideas, not trying to find a perfect idea.

More ideas, more feedback. You increase your failure rate, you get more feedback. It does kind of go contrary to what people think when they're building a business. They think the game is to have the perfect idea.

More ideas, more feedback. You increase your failure rate, you get more feedback. It does kind of go contrary to what people think when they're building a business. They think the game is to have the perfect idea.

Because eventually you learn something, right? You learn that you're not that good at guessing.

Because eventually you learn something, right? You learn that you're not that good at guessing.

Maximize your rate of learning. Let's go back to those early days. You're in that office. When you think about the people in that photo that were part of the first sort of 20, how important in hindsight is hiring? I think it's everything. I think it's everything.

Maximize your rate of learning. Let's go back to those early days. You're in that office. When you think about the people in that photo that were part of the first sort of 20, how important in hindsight is hiring? I think it's everything. I think it's everything.

Especially for a company that's aspiring to be creative. Absolutely. In everything that it's doing. On this point of hiring, Did you make any hiring mistakes in those early days?

Especially for a company that's aspiring to be creative. Absolutely. In everything that it's doing. On this point of hiring, Did you make any hiring mistakes in those early days?

And what were those mistakes? Not necessarily people, but the frameworks were off or the way that you've hired these people. What caused the mistakes?

And what were those mistakes? Not necessarily people, but the frameworks were off or the way that you've hired these people. What caused the mistakes?

What are the other factors? If you were to make a perfect Snapchat employee now, What would their personality be, their psychology, their attributes?

What are the other factors? If you were to make a perfect Snapchat employee now, What would their personality be, their psychology, their attributes?

I just want to pause on that point of kind. Do you make a distinction between someone being nice and being kind? Because in your environment, you also mentioned that you do these critique sessions and you're giving people critical feedback. And if a culture gets a little bit too kind, then isn't that going to inhibit innovation and feedback?

I just want to pause on that point of kind. Do you make a distinction between someone being nice and being kind? Because in your environment, you also mentioned that you do these critique sessions and you're giving people critical feedback. And if a culture gets a little bit too kind, then isn't that going to inhibit innovation and feedback?

Leadership values, you said there's three of them.

Leadership values, you said there's three of them.

And as we proceed with these leadership principles, are you saying that in order to become a leader at Snapchat, you need these three things? Or are you saying everybody at Snapchat needs these three things?

And as we proceed with these leadership principles, are you saying that in order to become a leader at Snapchat, you need these three things? Or are you saying everybody at Snapchat needs these three things?