Anton Osika: belief

Transcript context

…18. Okay. Wow. I love that you... It sounded like you're about to say, "Oh, we have a hundred people now." No, 18. Okay, so you went from 15 to 18. Okay, great. So what do you look for when you're hiring people? The way I saw you describe it on Twitter is you look for cracked engineers, the best crack team in Europe, things like that. I guess just specifically what are you looking for when you're hiring? I think the most important thing is that people care a lot and they're not just like, "Oh, I'm here for a job. I'm here for being just a passenger on this journey," but everyone should really care about the product, the users and care a ton about the team, how the team works together and that you're always contributing to making the team work more productively together and that care or preferably obsession gets you a very long way and then you do often want to have absolute superpower in some dimension to be able to understand and do as many possible things as possible, have this generalist brain that quickly learns any skill but be super, super good in one dimension. And for us that's mostly cramming as much out of AI, out of the large language models and understanding the entire parameter space of what you can change to make our product perform better. So, how do you actually test for these things? Some of these things describe, I think everyone's looking for, they care about the user, they want to collaborate well. Because you have 18 people building in a company that's growing more than a million ARR every week. That's an absurd scale and the people you have found are clearly world-class and I think a lot of people are going to want to hire the type of people you're hiring. So when you're actually interviewing, how do you suss out some of these things like their AI cramming skills, their team building collaboration, what do you actually do?…

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