Sam Bankman-Fried: preference

Transcript context

…How have you used your insights about pitcher fatigue to allocate talent in your companies? Haha. When it comes to pitchers, in baseball, there's a lot of evidence that they get worse over the course of the game. Partially, because it's hard on the arm. But, it's worth noting that the evidence seems to support the claim that it depends on the pitchers. But in general, you're better off breaking up your outings. It's not just a function of how many innings they pitch that season, but also extremely recently. If you could choose between someone throwing six innings every six days, or throwing three innings every three days, you should use the latter. That's going to get the better pitching on average, and just as many innings out of them—and baseball has since then moved very far in that direction. The average number of pitches thrown by starting pitchers has gone down a lot over the last 5-10 years. How do I use that in my company? There’s a metaphor here except this is with computer work instead of physical arm work. You don't have the same effect where your arm is getting sore, your muscles snap, and you need surgery if you pitch too hard for too long. That doesn't directly translate—but there's an equivalent of this with people getting tired and exhausted. But on the other hand, context is a huge, huge piece of being effective. Having all the context in your mind of what's going on, what you're working on, and what the company is doing makes it easier to operate effectively. For instance, if you could have either two half-time employees or one full-time employee, you're way better off with one full-time employee because they're going to have more context than either of the part-time employees would have—thus be able to work way more efficiently. In general, concentrated work is pretty valuable. If you keep breaking up your work, you're never going to do as great of work as if you truly dove into something. You've talked about how you weigh experience relatively little when you're deciding who to hire. But in a recent Twitter thread, you mentioned that being able to provide mentorship to all the people who you hire is one of the bottlenecks to you being able to scale. Is there a trade-off here where if you don't hire people for experience, you have to give them more mentorship and thus can't scale as fast?…

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