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1/ recruiting for a startup is really, really tough. for young founders who may not have built teams or managed people yet in their career, it can be even harder 
2/ you will rarely meet the perfect candidate for a role *because* they are actively on the market, although sometimes the universe can be pretty magical and surprise us 
3/ instead, i encourage founders to proactively build relationships with potential candidates to make them fall in love with the product, the opportunity, and the team over time. be patient, but persistent 
4/ now this sounds pretty hard to do, but with a few tricks, itâs not as difficult as you might think. here are a few that iâve learned from working with founders at @basecasevc:
5/ first, optimize for excellence. never pass up on the opportunity to meet an amazing candidate just because they don't fit a current opening. if you're not hiring for a role today, you may very well be tomorrow.
6/ kyle from @bigeyedata actively tries to meet folks who are in the top 5% of what they do, regardless of whether they fit an open position
7/ second, ask for feedback. identify a few âdream candidatesâ and reach out to get their feedback on the role. ask who they would hire. then ask if they can introduce you to those people 
9/ third, tap into relevant communities. find out who is writing about the problem youâre working on and who is reading & talking about those posts. reach out to ask their thoughts on the problem, the space, or the technology.
10/ @g_xing from @supergraindata did this masterfully with a popular thread on the problem they're solving
11/ at @basecasevc, weâre executing on this every day in partnership with our founders. there are few things i enjoy more than successfully placing a candidate at a portfolio company 
12/ if youâre a founder who could use some help recruiting for your startup, weâd love to chat. if you've found success with these or other recruiting strategies, please share your stories below 
