How to Scale: Lessons from Stripe CEO | Patrick Collison

[@olivergilpin]

4:15 - obsess over the first 10 hires, since they will replicate themselves 10x over as they build their own departments

[@pyqio]

Eliseo Kameron may I ask you who asked and then who cares? I mean, good for you to have done something illegal with a piece of software found on Google - as if it was a secure source to find software -.

[@david0aloha]

@@pyqio I care

[@thyagarajesh]

I don't know him directly, but Patrick comes across as a smart and sharp tech entrepreneur. These are the kind of individuals who are defining and redefining the core DNA of silicon valley. Good to know that he also move in here from Boston!.

[@olivergilpin]

2:20 - Use the competitive advantage of time horizons

[@olivergilpin]

1:15 - it’s in some ways easier to solve a hard problem than an easy problem. Great people want hard problems

[@andy_ppp]

I love nice and happy people, they are amazing to work with! Love that 👌🏻

[@Bill0102]

I'm in complete admiration of this. I came across something similar, and it left me in awe. "The Hidden Empire: Inside the Private Worlds of Elite CEOs" by Adam Skylight

[@olivergilpin]

3:41 - do what you can to work with people before deciding one way or another to commit to them joining the company

[@hl236]

Excellent tip

[@olivergilpin]

23:09 - Company vs Team Don’t have team members instantly join the team. That will avoid bad hiring to fix short term problems from the team

[@olivergilpin]

Even up to 3 months!

[@BiancaAguglia]

Great interview. Patrick has an inspiring mindset

[@olivergilpin]

9:30 - hiring founders can be suitable. More often than it seems, they aren’t interested in being a founder themselves, but instead being a founder is a proxy to: - Being able to work on hard problems - being part of what builds the core structure of the company - working with great people Therefore you can hire founders, since their goal optimisation of the above is likely already fulfilled.

[@fosibodu]

This guy chucked out his irish accent and acquired American. Sounds like 60% American, 40% irish.

[@adamblakley3780]

He didn't chuck it out, go live and work in Silicon Valley for a decade and we'll analyze your accent when you get back. Accents are fluid and subject to change, it has nothing what-so-ever to do with turning your back on your native country, which I assume you're implying.

[@itsyounmesweetie]

It sounds more like he's trying to hold onto his original accent and has aquired a strange mix. But, yeah, good for him! Wish more people would adapt like that. Like when Southern accented Americans move to non Southern accented areas. They don't live around that accent anymore so why not adapt?

[@colors6692]

He is from the UK😏

[@vimalcurio]

Really?

[@vimalcurio]

@@adamblakley3780 ikr

[@olivergilpin]

10:20 If your company doesn’t have a clear and obvious end point for your product, then it is to a degree vanity on the part of the founder to expect people to have so much interest in their company. Note: this may not be so applicable for non tech companies where the direction is more clear

[@olivergilpin]

On the topic of equity: 13:40 - be extremely generous with employees, and a lot less generous with investors

[@olivergilpin]

Also prefers to avoid paying at the very top of the salary range, and instead provide equity - as a method of improving longevity at the company

[@zink5664]

What you think you are going to be a startup legend

[@reefreshedinc]

8 Years later .. Interview more valuable then ever.

[@cryptographicchar2813]

Richard Hendriks

[@pelckarol]

14:30, based on current valuation they gave 1 billion dollars or more to each of the first 10 employees (soon might be worth 2-3b each). Edit: Based on Forbes list with 490 new billionaires this year, they compensation plan has created over 2% of the new billionaires globally.

[@bossgd100]

woaw

[@HashimAziz1]

Who is the interviewer?

[@olivergilpin]

4:50 If you want to scale fast, hire people who can hit the ground running and already know what they’re going to do

[@olivergilpin]

7:15 - you want them to be good, and also known to be good, thus allowing them to hire in their network

[@Zamicol]

lol, "Light cone" Let's throw a little bit of SR physics in there. 10:00

[@vozestoica8436]

Brillant

[@ExitStrategyNYC]

...Patrick is also spelled wrong...

[@lightningdb]

Jonathan Wegener But they got the other words right!

[@vimalcurio]

Corrected

[@CharlesZhanger]

Stripe is spelled wrong.

[@ExitStrategyNYC]

Charles Zhang

[@rheagalsim7497]

2 years later and it’s still not fixed..

[@vimalcurio]

@@rheagalsim7497 it fixed now

[@fleXcope]

Spellcheck courtesy of Microsoft...

[@izakmizrahi8569]

Mostly regurgitates Larry Page words. Dresses like a Googler too.

[@bsemailaccount615]

Anyone know the Bezos quote he references in about 2.40?

[@BiancaAguglia]

The quote is, “If everything you do needs to work on a three-year time horizon, then you’re competing against a lot of people, but if you’re willing to invest on a seven-year time horizon, you’re now competing against a fraction of those people, because very few companies are willing to do that. Just by lengthening the time horizon, you can engage in endeavors that you could never otherwise pursue. At Amazon we like things to work in five to seven years. We’re willing to plant seeds, let them grow-and we’re very stubborn.” 😁

[@olivergilpin]

Bianca A. - There's art to data science thanks!

[@conformist]

Partick :-D

[@FinalPattern11]

'Ahhh ahh, ehhh, ehhh, ahhhhhhhh, ehhh, ehhh, ehhhhhhh, ahhhhhh...

[@tenniswithric]

ben thomson what’s up? Figuring out how to be a billionaire?