Hi. My name is Jack Groetzinger, and I'm going to be talking about how to recruit a co-founder and a team for your startup. I am going to give a first give of a quick overview of what we're going to talk about. We are going to start out by talking about the sorts of focus you might be looking for your startup, and then we'll dive right into tactics and approaches you can use to get inbound interest in your company. We'll talk a little bit about how to get people excited for your startup, and then we'll talk about the screening process how to figure out if someone is a good match and someone you should make an offer to. We’ll then cover how you make an offer, and will wrap up by covering a few specific issues: one is technical hiring, which can be a little different from more general recruiting, and finally we’ll talk about specifically what you should do when you're looking for a co-founder. Many of the things we're going to be talking about are applicable to finding a co-founder and finding employees. But there are a few specific issues that are relevant when you're looking for a co-founder to be part of your startup. So we’ll talk about that.
Want to give a quick background of myself. I am the co-founder of SeatGeek. We are a search engine for sports and concert tickets based in New York City. This is my first startup, and for all three we built a team. So I have some experience with this. At SeatGeek we have seventeen folks and we have an incredible team. And I just want to talk about some things that we've done that I think have helped us get there. That is sort of the overall thesis for this one thing that's worth keeping in mind is that recruiting is a lot of work. Some people think you can raise money and spend a few weeks building a team and then move on to more interesting things. That's totally not the case. Recruiting is something that you're always doing. I as a co-founder probably spend regularly thirty percent of my time trying to find new people...