Lenny Rachitsky: uncertainty

Transcript context

…We're on our way. Sounds like we're close. The other stat I have here is that the fastest growing cities for startups. Here's what I have, I don't know if you know this, but Boulder, Shenzhen, and Las Vegas. They're everywhere. One of the, it's like stat we kind of came up with a little bit last year that I'm just personally deeply obsessed with is founding teams in which the co-founders are in multiple countries. So we kind of nickname this. Again, it's like giving things a good title, headlines. Cross-Border Founders. Wow. More than 20% of multi-founder teams have at least one founder from another country. That is astounding to me, that the internet could bring people together like that. And I think that's going to provide more perspectives, more solutions will be local and global. Just all perspectives are great. And again, I think the Atlas team itself represents this. We were very intentional of how we built the Atlas team. It's majority women and we have more diversity to hire, but we're just very intentional to make it a team that had diverse perspectives. You've been on teams that don't have diverse perspectives of any type. They are so much worse. There's no real science necessary here. We just enforce that. We had the opportunity to build this team that way. And it was really important to me that it represented a world we wanted things to look like and to represent. And it just had to be very intentional about it because I've made mistakes in my career previously where my startup was all men when we sold to box one of them. And on each hire it was harder and harder and harder to hire someone of a different background. Just naturally folks didn't want to join that type of team. And that was the last time I've ever going to make that mistake, which is that early the candidate poll must match where you want the team to go. It's not a down funnel problem, it is an up funnel problem. And where you have to just make sure that for each role you're comfortable with the distribution of people and backgrounds in your candidate pool and go from there. And I think that is one of the reasons why that 10 person group is so effective, is it has just a lot of diversity and perspective.…

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