Gusto's Early Hiring Strategy: Prioritizing Skill Set and Growth Mindset for Long-Term Success
This article is a summary of a YouTube video "The First Five Hires Of This $10 Billion Business" by Y Combinator
TLDR Gusto's successful early hiring strategy prioritized skill set and growth mindset over scalability, resulting in long-term returns, and they prioritize people and create a great workplace culture by involving the team in the hiring process.
Gusto's co-founder and CPO shares insights on the first non-founder hire and how they were recruited.
Davey was a key player in creating a great user experience with a unique full-stack mentality, while the company values hiring adaptable individuals with a focus on user experience and problem-solving skills.
Pair programming is a successful software development methodology used for 11 years.
Startup hires experienced tax and payroll expert to build compliance function and advise on product decisions, customer care, and operations.
Steven moved from Minnesota to California for a new job in payroll, with a more relaxed dress code.
Gusto's successful early hiring strategy prioritized skill set and growth mindset over scalability, resulting in long-term returns.
Gusto prioritizes people and creates a great workplace culture by involving the team in the hiring process.
Gusto's "shoes off" culture has remained a significant part of their identity, with a collection of branded socks for big events and milestones leading some to think of them as a sock company.