You have 650+ responses already, so I accept mine will be in the `/dev/null` of history. As somebody who has worked at startups, including a Y-Combinator start

You have 650+ responses already, so I accept mine will be in the `/dev/null` of history. As somebody who has worked at startups, including a Y-Combinator startup. The I have experienced three primary hiring issues that are so common they are worth noting. 1. People presume startups are inherently less stable than larger corporations. Risk aversion and the presumption that larger organizations are more stable in all cases, causes the candidate pool to drop. Helping people understand that competency is always in demand, would certainly help open up the talent pool. 2. Intentionally conflated salary figures have led to disillusionment with expected income. As many people already mentioned prior; how much are people really making? I have encountered several people who believe they absolutely deserve $250-350k, despite not having any requisite skills. Why? Often because recruiters have told them that is what they deserve... or because companies offering (often intentionally over-evaluated) shares, lie. 3. An unrealistic expectation of the number of hours they must work. Sure, there are some poor companies which believe hours-worked = value-added... but how many good ones? My experience has been that candidates expect they will have 60+ hr/week of work. Really? That's just not the case at companies with non-trivial intellectual property. Want to convince more skilled developers to join the startup world? Dis-spell these myths.