Contrary to the belief that deep-tech startups should be purely technical, ElevenLabs prioritized distribution early. Their first 10 hires included 3 people focused on go-to-market and growth, enabling both self-serve and sales-led motions from the start alongside foundational research.

Sending a resume is now an outdated and ineffective way to get noticed by AI startups. The proven strategy is to demonstrate high agency by building a relevant prototype or feature improvement and emailing it directly to the founders. This approach has led to key hires at companies like Suno and Micro One.

Exceptional individuals often publish their thoughts online. By reading their content, you can assess their thinking, expertise, and confluence of ideas, making a traditional interview redundant. This allows you to move decisively when you find a match, as when the speaker hired his Opendoor cofounder on the spot.

Eleven Labs bypasses traditional hiring signals by looking for talent based on demonstrated skill. They hired one of their most brilliant researchers, who was working in a call center, after discovering his incredible open-source text-to-speech model. This underscores the value of looking beyond resumes.

Getting hired at a premier AI lab like Google DeepMind often bypasses traditional applications. Top researchers actively scout and directly contact individuals who produce work that demonstrates excellent "research taste." The key is to independently identify and pursue fruitful research directions, signaling an innate ability to innovate.

Inrix's entire campus recruiting strategy is built around sponsoring university hackathons. Instead of cash, the prize for winning teams is a final-round job interview. This allows the company to bypass resume screening and directly identify and hire top student talent based on demonstrated skill and teamwork.

The Codex team values "agency"—the quality of being a self-starter who proactively builds things. When recruiting, they are far more likely to engage with candidates who share links to their work and ideas than those who simply submit a traditional resume.

Rejecting conventional headhunters and pedigrees, WCM actively sources talent from unique places. They successfully hired a key team member after discovering his insightful investment commentary on Twitter, where he was posting under a fake name, proving that talent can be found anywhere.

Dropbox's founders built their team using a first-principles approach, prioritizing exceptional talent even when candidates lacked traditional pedigrees or direct experience for a role. This strategy of betting on the person's potential over their polished resume proved highly effective for scaling.