Instead of just sending a resume, prove your value upfront by delivering something tangible and useful. This could be a report on a website bug, an analysis of API documentation, or a suggested performance improvement. This 'helping' act immediately shifts the dynamic from applicant to proactive contributor.

The guest secured his role at an AI-first company without prior professional AI experience. The key was a hands-on side project he built. Being able to discuss the practical challenges, pivots, and solutions of his project in interviews proved his capabilities far more effectively than a resume could.

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.

Early in her career, Daren Kagan wanted to be a sportscaster on a show that didn't have one. She pitched the news director to let her do it for free on her days off for one month. By creating the role and de-risking the decision for her boss, she built a year and a half of experience that was crucial for her career.

Sending a resume is now an outdated and ineffective way to get noticed by AI startups.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

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.

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.