To truly assess a candidate's agency, look for a continuous pattern of initiative and follow-through throughout their entire life, not just a single impressive example. Whether in school, personal projects, or previous jobs, consistent agency is a stronger signal than one standout achievement.

Instead of traditional hiring, acquiring small teams or solo founders of relevant projects is a better way to find talent. The act of independently building and shipping a product in the same problem space is a stronger signal of conviction, skill, and mission-alignment than interviews can assess.

Paul Marshall argues that university credentials often fail to identify "high agency"—the critical trait of being self-driven. To find these individuals, he looks for deep commitment and achievement in hobbies or entrepreneurial side projects, as these demonstrate genuine curiosity and initiative outside a structured curriculum.

When building a team for a novel venture, prioritize curious qualities over pure credentials. Look for collaborators who are passionate, resilient, and 'iconoclastic'—comfortable challenging the status quo. Also seek out people with diverse outside interests, as they can draw unique connections and avoid narrow thinking.

Early-stage startups thrive on rapid iteration. Seek hires who can 'get shit done at an incredible clip' and make decisions at '100 miles per hour,' even if some are wrong. These individuals, often 'rough around the edges,' are more valuable than candidates with perfect paper pedigrees from large tech companies.

The ideal early startup employee has an extreme bias for action and high agency. They identify problems and execute solutions without needing approvals, and they aren't afraid to fail. This contrasts sharply with candidates from structured environments like consulting, who are often more calculated and risk-averse.

In a rapidly changing environment like an AI startup, raw competence is insufficient. The most valuable trait is "extreme ownership"—the proactive drive to see a problem through from start to finish, regardless of formal roles or responsibilities.

The most promising junior candidates are those who demonstrate self-learning by creating things they weren't asked to do, like a weekend app project. This signal of intrinsic motivation is more valuable than perfectly completed assignments.

When hiring, focus on what a person has created, not their stated attributes or background. A great "invention" (a project, a piece of writing, code) is the strongest signal of a great "inventor." This shifts the focus from potential to proven output, as Charlie Munger advised.