eladgil

16 ms·

121.
by eladgil 15y ago
Totally! If it was a bubble, PagerDuty would be paying their users a monthly amount to "get big even faster"
122.
by eladgil 15y ago
I mean: When I was working at other people's startups, I never thought "boy, the founders have way more equity then me, I should slack off or not work as hard because of that". I always tried to do my best at whatever job I had, and would w
123.
by eladgil 15y ago
Hmm, I am not sure I agree with the second part of your statement for a few reasons. E.g. 1. Relative utility of the upside. It is not the absolute value of the outcome that matters per person, but rather the relative value. http://en.wi
124.
Risks, Rewards, Stress: Early Employees & Founders(blog.eladgil.com)
44 points by eladgil 15y ago|13 comments
125.
by eladgil 15y ago
I 100% agree with this. I think the first thing to do to see is if there is a compatible work style, as well as follow through, ethics, etc. To your point that is why I think it is optimal to work with someone on something before deciding
126.
by eladgil 15y ago
Congrats to the folks from Cove! I am guessing their are lots of Facebook companies yet to come.
127.
How To Choose Your Co-Founder(blog.eladgil.com)
72 points by eladgil 15y ago|6 comments
128.
Why Now? What Wave Are You Riding?(blog.eladgil.com)
4 points by eladgil 15y ago|0 comments
129.
by eladgil 15y ago
Fab.com is one site that is already heading down this route. I think this will be part of the evolution of the socially-curated web in 2012...
130.
US Gambling Goes Online?(joshhannah.com)
4 points by eladgil 15y ago|0 comments
131.
by eladgil 15y ago
I think TripAdvisor experimented with this back in the day. E.g. they changed the size of the text entry box and saw that: (a) smaller text boxes got them a larger number of lower quality reviews. (b) larger text entry boxes got them a sm
132.
How Pinterest Will Transform the Web in 2012(blog.eladgil.com)
33 points by eladgil 15y ago|35 comments
133.
5 Questions To Ask Yourself About Your Company For 2012(blog.eladgil.com)
7 points by eladgil 15y ago|0 comments
134.
How To Choose A Board Member(blog.eladgil.com)
57 points by eladgil 15y ago|8 comments
135.
How To Reply To Angel Investor Intros(blog.eladgil.com)
7 points by eladgil 15y ago|1 comments
136.
Holy Crap The NYC Startup Scene(blog.eladgil.com)
7 points by eladgil 15y ago|0 comments
137.
by eladgil 15y ago
True point!
138.
Why Fewer Companies Are Successfully Raising Series A Rounds(blog.eladgil.com)
11 points by eladgil 15y ago|6 comments
139.
by eladgil 15y ago
Asking people what they think of themselves is just 1 input. It is not a binary decision. Rather, you need to get as many data points as possible on whether the person is very productive or not and then make a call on whether to hire them
140.
by eladgil 15y ago
Apologies if my tone set up the wrong impression - I think the environment, manager, motivations etc. are all crucial, and some people are very productive in some settings but not others. That said, I also think there are many people who ju
141.
by eladgil 15y ago
I 100% agree with you :) I think the way I wrote the post may have stated the GSD side too strongly. I totally agree you need really sharp people who are a good culture fit who also GSD. Thanks for reading the post.
142.
by eladgil 15y ago
No. What I am saying is intelligence and experience are crucial (intelligence more then experience in my book). Also crucial is the ability to get shit done and culture fit. I want candidates with all these things. If someone is very very
143.
by eladgil 15y ago
Yeah, we would put the coding exercise at the end: http://blog.eladgil.com/2011/06/our-10-step-engineering-hiri... It was also a burden on our team to spend all this time with a candidate, so this would often be our last step. We would ne
144.
by eladgil 15y ago
I 100% agree with this. Sometimes it is the wrong manager or the wrong environment which makes a productive person less so. In this case the person and their manager either need to work it out, or the person may need to leave the team, gr
145.
by eladgil 15y ago
We would only do the half day test with a subset of the candidates. A lot of people actually welcomed it - we would explain it was a way for them to also get to know us, see what we were like to work with etc. A lot of people about to make
146.
by eladgil 15y ago
This is a fair point - you should definitely tailor your hiring approach to your needs. But for all the types of people you mention, I think you would want people who are very productive and able to GSD for their areas. Do you think this i
147.
by eladgil 15y ago
Do you raise this in the context of asking people to self-asses their productivity or something else?
148.
by eladgil 15y ago
Good points. We all have moments where we exhibit some or all of these traits. This is not about an individual moment (or e.g. working for a terrible, demotivating manager, or on a crappy project). But I do think there are some people who
149.
by eladgil 15y ago
Maybe I did not state things very well. This isn't just about short term projects. Some things will take many months of work to complete (e.g. v1 of some key scalable infrastructure). It is not about doing short fast sprints - it is about
150.
by eladgil 15y ago
What are the key things in your experience that let you know if someone is good or not as a long term fit with your company? Our test was not primarily just code quality. When we brought people in we would look at: 1. Approach. Did they us

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