Hire people you know will quit. I never understood why hiring managers/founders view candidates wanting to be future founders one day as a bad thing. @tryramp ($44B valuation) deliberately hires future founders. Their CEO, @eglyman, says: I think the energy that founders bring is a determination, the desire to go build something new, push the norms, and try to take things faster. Having these kinds of people in your company who are restless, I think, is really valuable. The company became a breeding ground for founders. - @jsarihan, Co-Founder @crosbylegal ($400M valuation) - @austinh___, Co-Founder @unifygtm ($40M Series B) - @Pavel_Asparagus, Co-Founder, @SilnaHealth ($27M total funding) - @hkimia, Co-Founder, @trynationgraph ($18M Series A) Ramp isn’t hurting because of their departures but absolutely benefited from their contributions. To me, that’s the point. We’re trying to take a similar path at @PlaykitUGC (and certainly have future founders already). These people have the traits we want to hire for: ambition, agency, willingness to figure it out, etc. So, we intentionally ask candidates where they want their careers to go. If it’s being a founder, we want to help develop the skills they’ll need for when the time comes. The ambition that will make someone quit is also what makes them so valuable to you. Find it and reward it. PS - credit to @rjnapolitano for the image idea!