I like this concept, you're right that brains and resilience aren't always the same. Some really smart people need stability and can't handle rapid change. How

I like this concept, you're right that brains and resilience aren't always the same. Some really smart people need stability and can't handle rapid change. However, I do think culture-fit (which is way more important than personality) is as important of a criteria, even more so for early stage start-ups. When you're building an organization, you have a vision not only for what you want that org to achieve, but what you want it to look like. In an early stage company, even one person that goes against that culture could represent 25% of the company. Their mere presence serves to undermine what you want to build, and as they say... the one rotten apple rots the rest. I'm not saying these are bad people, a culture-mismatch at one org is a culture-fit at another org, but this is an important criteria. I recognize also that this really drags down the recruiting process. There are some ways to get around it (e.g., trial work weeks, part-time contractor positions), but these have been discussed on HN before and are not immediately relevant. Just more food for thought.