Sending a resume is now an outdated and ineffective way to get noticed by AI startups.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.

Exit 5's Head of Community secured his job by sending a YouTube video outlining his top five ideas for the role before his interview. This pre-interview effort demonstrated his value and initiative, making him a standout candidate despite lacking direct experience.

Lifetime's CCO, Nick Berglund, kickstarted his career by taking a street team shift for a beer brand. He proactively introduced himself to a table of creatives from the agency Fallon, which led to an internship and a full-time role. This demonstrates that creating career opportunities often happens outside of formal application processes.

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.

Guidara deliberately avoided hiring people with extensive fine-dining experience. Newcomers are less beholden to industry norms and more likely to ask "why," challenging long-held assumptions. This 'intelligent naivety' can be a superpower for innovation, preventing stagnation.

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.

Don't default to hiring people who have "done the job before," even at another startup. Unconventional hires from different backgrounds (e.g., archaeologists in customer success) can create unique creativity. The priority should be finding the right fit for your company's specific stage and needs, not just checking an experience box.

To get hired at a coveted company like Bending Spoons, don't just be polite and professional. Go the extra mile with a surprising or creative gesture, like bringing a bottle of liquor to an interview. This makes a memorable impression and shows personality beyond a polished CV.