Prioritise hiring ambitious, junior problem-solvers who thrive in dynamic environments and can build high-performing teams, over "corporate" profiles

Three interviews beyond skills set the best candidates apart: problem-solving, bar raiser for values & achievements, and people mgmt. & hiring for leadership

Assign each role in the organisation to a role owner who defines the required skills and talent bar and designs the interview process

Develop a standardised approach to every step of the recruiting process that will allow you to maintain a high talent bar as you scale

Build a sales-like recruitment team with cash-based performance bonuses based on quarterly quotas and scale it as your hiring needs grow