For early employees you want people that have somewhat of a risk-taking attitude.

Experience matters for some roles and not others.

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.

If you have several ideas that all seem pretty good, work on the one that you think about, when you're not trying to think about work.

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

It's better to have a few users love your product than for a lot of users to sort of like it.

Momentum and growth are the lifeblood of startups. This is probably in the top three secrets of executing well.