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  • Field note

    What I learned about hiring (and firing) scaling to 150

    Hiring does not get easier as you scale, and firing fast is a fantasy for most founders — so build a company that hires slow instead. The mechanics that worked at 150 people: network downloads instead of "who do you know", mining interviews for names, one owner per hiring decision, 3 to 4 months of severance as policy, and quarterly skip levels.

    João de Paula