If someone is difficult to talk to, if someone cannot communicate clearly, it's a real problem in terms of their likelihood to work out.

You want an idea that not many other people are working on, and it's okay if it doesn't sound big at first.

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

A lot of people treat choosing their cofounder with even less importance than they put on hiring. Don't do this.

Great execution is at least 10 times more important and a 100 times harder than a good idea.

In the early days of a startup, people's compensation is whatever you negotiate with a founder and it's all over the place.

I believe in fighting with investors to reduce the amount of equity they get and then being as generous as you possibly can with employees.