What's up guys? Welcome back to build. And today I want to talk about the one thing that separates companies that scale from companies that stall. And that is how we recruit.

I was thinking about this today because I was unbottlenecking or deb bottlenecking, whatever the word is, a couple of roles that we have in the company that were lagging. And I was, I stepped back and I was kind of

reflecting as to like, why are those roles lagging versus other roles moving really quickly?

And if you take a step back and you look at why you're able to find some people easily

and why you're not able to find some people easily, it usually comes down to this one thing,

which is that you don't understand the difference

between hiring and recruiting high-level talent versus easy-to-find talent.

Okay, it's not the same game.

It's not even the same sport.

I can tell you this because in my first company, for example, it was fully remote, super

remote, flexible hours.

There was really no, like, you come in, you do,

I didn't know what I was doing, to be honest. And so this was not good for my customers, to be

clear. But I didn't have any guidelines around how anything was doing. It's just like, oh, it's a

remote role that pays the same as an in-person role. Finding people is like the easiest thing in the

world. And I didn't need highly skilled people. And so I didn't need highly skilled people.

It was a remote, flexible role.

And I'm paying the same as they paid it for an in-person job.

I mean, I would get thousands of applicants, right?

Then, fast forward, I'm starting a company where, okay, people are going to have set hours.

Okay, they're going to have, sometimes they're going to fly places.

Okay, now they have to have, sometimes they're going to fly places, okay, now they have to

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