Be suspicious of any work that is not building product or getting customers.

For most of the early hires you make in a startup, experience doesn't matter very much, and you should go for aptitude.

I think the best thing you can do is be aware that as a first time founder you are likely to be a very bad manager.

For most software startups, this translates to keep growing. For hardware startups, it translates to don't let your ship date slip.

As you grow, the productivity I think, goes down with the square of the number of employees if you don't make an effort.

... fire fast when it's not working. It's better for the company, it's also better for the employee.

One thing that founders always underestimate is how hard it is to recruit.