Hiring your thousandth employee with the care of your first

The first hire at any company gets an absurd amount of attention. Two founders spend a weekend arguing about one person. They think about how they will handle the bad quarter, whether they will be honest when something is going wrong, what they are like at four in the afternoon on a difficult day.

By the thousandth hire, that attention has become a twenty-minute screen, a scorecard with five competencies, and a debrief where four people who each saw a different fragment try to assemble a person out of it.

Nobody decided this. It is what happens when the thing that does not scale is the thing that mattered.

What we are actually building

Nod exists to make the founder's version of that decision available at the thousandth hire, without asking anyone to spend a weekend on it. The evidence of how somebody works becomes something you can produce, review and compare at volume.

We are early, and we are working with a small number of teams who care about this more than they care about filling a seat this month. If that is you, we would like to hear from you.