“We only hire the best”

We Hire the Best, Just Like Everyone Else

One of the most common pieces of advice you’ll get as a startup is this: Only hire the best. The quality of the people that work at your company will be one of the biggest factors in your success – or failure. I’ve heard this advice over and over

Terence Tao: AI companies are harming mathematics | New Scientist

archived 9 Sep 2026 16:47:49 UTC

Terence Tao: AI companies are harming mathematics | New Scientist

AI firms are making new mathematical discoveries at a rapid pace, but not sticking around to help unpick the new proofs. That is not the way to advance our understanding, says mathematician Terence Tao

How to Hire a Great Marketing Person - Noah Kagan

I got this question asked and figured others might be curious on how I do it. The challenge about marketing output is that it’s not always numbers based and the ROI isn’t immediate. With that being said I think it can be and here’s how I would solve how to find and how to know […]

What do the best interviewers share? We analyzed thousands to find out.

What do top technical interviewers have in common? We analyzed thousands of interviews to uncover the answer.

Inside Automattic’s remote hiring process

How can Automattic consistently hire the best people without ever having a single voice conversation? Let’s face it, hiring is tough. When you ask startup founders what their biggest challenge is, …

How to Hire

Most companies approach hiring with faulty assumptions and poor practices. They believe talent is fixed rather than contextual. They fail to create real partnerships between internal recruiters and hiring managers. And they rely too much on salary surveys and rigid compensation formulas. The author shares what she learned about making and keeping great hires during her 14 years as the chief talent officer at Netflix. The process requires probing beneath the surface of people and their résumés; engaging managers in every aspect of hiring; ensuring that recruiters deeply understand the business and are not viewed as support staff; adopting a mindset in which you’re always recruiting; and coming up with compensation that suits the performance you need and the future you aspire to. These lessons may be especially relevant to fast-growing tech-based firms, whose rapid innovation means a continual need for new talent. But organizations of all types can benefit from taking a fresh look at their hiring and compensation practices.

AI Has Ruined the Job Market

Maybe flawed people were better than brute algorithms.

Mathematicians warn of AI threats to profession as industry encroaches

International Mathematical Union endorses warning about tech industry influence.

Palantir’s billionaire CEO says only two kinds of people will succeed in the AI era: trade workers — ‘or you’re neurodivergent’ | Fortune

Billionaire Alex Karp tells Gen Z to skip elite college degrees, as one-fifth of Fortune 500 companies recruit more neurodivergent talent by 2027.

Knowledge Collapse

AI companies are racing to mechanize mathematics. Where does that leave human understanding?

When benchmarks go bad - what I learned from measuring performance wrong - Holly Cummins

The world of performance analysis is littered with flawed claims, cognitive biases, dangerous intuitions, and beguiling fallacies. Sadly…

The LA Times Owner's Trump Turn Is Even Worse Than You Think | Parker Molloy's The Present Age

The Los Angeles Times is giving us a masterclass in how wealthy ownership can dismantle editorial independence from within. According to Oli

Google Employees Internally Share Memes About How Its AI Sucks

Google’s CEO says 75% of the company’s code is AI-generated. The people who write that code say the AI they’re using is overhyped.