Jake Huber

Scaled 3 unicorns🦄 & teams from 0→250+ | 125+ founders read my newsletter to scale their teams smarter 📈🧠

At Uber, I scaled my team from 0→50 people <1yr.

Now I help Seed & Series A+ startup founders scale their teams. Here's how ↓

I learned how to scale teams the hard way.

At Uber, I grew our team from 0→50 in under a year. 

At Industrious, we launched 10 locations and I built a 30-person team. 

At Veho, we 4×’d headcount (70→285) and increased weekly inbound applicants +495% in 6 months. 

Those wins all had one thing in common: a great recruiter embedded with the team—and simple, repeatable systems.

Before that, my first startup failed. I didn’t know how to hire, train, or manage yet. If I could go back, I’d tell “Past Jake” to stop duct-taping recruiting and bring in real help—without signing up for agency commissions or a full-time hire too early.

That’s why I built Venture Scaler.

🚀 Venture Scaler = A Startup-Friendly Way to Hire

We place an expert, senior recruiter (ex-Uber/Dropbox/Spotify, etc.) directly on your team—fractionally. Hourly. Month-to-month. No commissions. No long-term contracts. We run the full search like your in-house recruiter so you can stay focused on building product and talking to customers.

How It Works (It’s simple on purpose):

1. Perfect-Fit Profile Guarantee: We align on 5–10 candidate profiles before outreach so we don’t waste cycles.

2. End-to-End Execution: Sourcing, screening, coordination, and candidate experience handled.

3. Tight Comms: Weekly check-ins + async updates so you always know pipeline, blockers, and next steps.

4. Flex Up/Down: Add hours when you’re sprinting; pause when you’re not hiring.

Why founders pick us:

4× Faster to Hire: UpSmith’s first sales hire closed in 5 weeks after a 5-month stall.

~90% Cost Savings vs Agencies: Honey Homes saved ~$230k in two months of hiring.

Scale at Speed: At Veho we 4×’d the team and built an engine for inbound talent.

If you’re Seed or Series A, need to make a few critical hires, and don’t want to overbuild headcount or pay 25% fees, this model was built for you.

💬 Hiring right now? DM me here or visit venturescaler.com. I’m happy to share my hiring playbooks (the same ones we used at Uber/Veho) or dig into your roles and recommend a plan.

Learn more: https://venturescaler.com

=====

P.S. Outside of work and scaling startups:
👯‍♀️ I’m a girl dad x2
🏕 A backpacker/camper
🎭 Trained at UCB in improv comedy
💍 Secretly proposed to my wife using Uber: https://youtu.be/uRi_B5CxWZ8

Startup Mentor

“Jake is an incredible sounding board that provides tactical tips, resources and introductions to help navigate crisis’ and challenges. He has an innate ability to level with you on any subject. During my three months with Jake I looked forward to every call as we hashed through 5-10 topics at a time spanning from affiliate & growth strategies to recruiting and mindset.”

~April Dominguez, CEO & Founder of Handsome

First Round Fast Track by First Round Capital matches seasoned startup leaders with early-stage founders and team members within a unique mentorship community. First Round Capital is a seed-stage venture capital firm focused on building a community of technology entrepreneurs and companies.

I wasted 3 weeks interviewing a candidate only to have them reject my offer over salary 🤦

And it wasn’t even a small amount. We were worlds apart.

I never made that mistake again.

Here's how you can avoid it:

Have the compensation conversation EARLY.

I'm talking first call with the recruiter or hiring manager. Get it out of the way upfront.

Why this works:

- Saves everyone's time if there's a huge mismatch
- Shows candidates you value transparency
- Allows you to gauge interest/excitement level
- Gives you time to get creative on comp if needed

My go-to script:

"I like to have an open conversation about compensation expectations early on. What I'd hate is to go through this whole process only to realize we're worlds apart on comp. So what are your expectations in terms of base salary?"

Then be prepared to share your budgeted range as well.

Pro tip: Frame it as "aligning expectations" rather than "negotiating." You're just making sure you're in the same ballpark.

What's your take - should comp be discussed early or saved for the offer stage?

Drop a comment with your view. Curious to hear different perspectives on this!

___

🤝 Need hiring help? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

Scaled teams from 0→250+ at 3 unicorns🦄 | Early Uber | Startup Founder & Operator

Recruiting agencies are bleeding startups dry.

Most charge 25% of first-year salary as commission.

Hire 4 people at $100K each? That’s $100K in fees.

Congrats—you just gave away Employee #5's salary to an agency.

Founders at Seed and Series A can’t afford that kind of burn. And you also don’t need a full-time recruiter yet.

That’s where a fractional recruiter comes in to save your runway.

Here’s why our model at 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 works better for early-stage teams:

1. A-player recruiters hire A-players
↳ Our team comes from Uber, Dropbox, Spotify. You’re not just renting offshore juniors, you’re renting experts with playbooks.

2. Keep your runway
↳ We helped our client (Honey Homes) hire 13 people in 2 months and saved them $230K vs agencies. That’s basically 2-3 hires “for free.”

3. Flex with your needs
↳ Ramp up during a hiring sprint, scale down when roles are filled. Our model is month-to-month and low risk.

4. Pay for time, not commissions
↳ Hourly recruiting means you only pay for the hours worked. No hidden fees.

Pro tip: Every dollar you don’t spend on recruiter commissions is a dollar you can reinvest into growth.

At your current stage, does paying 25% per hire actually make sense?

👉 DM me if you want to explore the “anti-agency” way of hiring.

“We kept losing our top candidates right before the finish line.”

That’s how a founder started our first call.

They were running a 6-round interview process.

Each candidate met seven different people across three weeks. By the end, the team was exhausted, and the best candidates had already accepted other offers.

Classic startup trap: thinking more interviews = better hiring decisions.

It’s actually the opposite.

Our fractional recruiter stepped in and ran a quick audit.

We realized every stage overlapped and half the interviews asked the same questions.

Here’s what we changed:

1. Consolidated six rounds into three, each with a clear focus area.

2. Built an interview scorecard so decisions were based on evidence, not “gut feel.”

3. Trained the team on closing tactics—how to sell the opportunity throughout the process, not just at the end.

The next three offers? All accepted.
Same team. Same talent market. Completely different results.

The founder told me afterward:

“I can’t believe we made hiring feel like a second full-time job—for the candidates.”

That’s the difference structure makes. A fractional recruiter turns chaos into momentum.

How long is your interview process right now?

DM me and I’ll tell you exactly where most startups lose candidates before they even realize it.

“Our People team is literally just me... and I’m drowning.”

That’s what a Series A Head of People told us on our intro call.

She was managing everything: recruiting, onboarding, payroll, benefits... everything.

Oh, and she still had five open roles to fill across engineering, ops, and GTM.

Her calendar looked like a Tetris game that never ended.

Every founder’s dream—“we’ll hire HR early”—had turned into one person juggling 12 jobs.

So we plugged in a fractional recruiter to take the hiring load off her plate.

Here’s what happened next:

Week 1: We built a sourcing plan for all five roles, complete with target company lists and outreach templates.

Week 2: We handled all outbound sourcing, first-round screens, and scheduling—freeing her to focus on onboarding and culture work.

Week 3: We delivered qualified candidate slates for every role and prepped hiring managers for final interviews.

By the end of the first month, two offers were out, one already accepted, and (most importantly) she finally got her calendar back.

When we wrapped, she told me:

“I finally got to do the strategic part of my job instead of living in my inbox.”

That’s the power of a fractional recruiting team—you don’t need to scale your HR headcount to scale your hiring.

If your People team is wearing every hat right now, you don’t need another HR generalist.

You need backup.

DM me and I’ll show you how we give teams like yours their time (and sanity) back in week one.

Recruiting agencies are terrible for startups.

🤩 What startups want:
→ Interviews with high-fit talent
→ Flexible month-to-month plans
→ Transparent, affordable pricing
→ Expert recruiters with startup exp.

😿 What startups get:
→ Most candidates are poor fit
→ Exclusivity, binding contracts
→ Expensive commissions per head
→ Offshore recruiters with low exp.

That's why we created Venture Scaler—the exact recruiting service that we, as founders, would actually want to work with.

Our recruiters worked at high-growth startups like Uber, Dropbox, Lime & Spotify

We've hired hundreds of people for dozens of clients.

Our recruiting team all has a median 7+ years of experience.

Whether you're hiring for the first time or trying to scale your team—we can help.
___

👉 Need help with hiring? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

graphical user interface, text, application, chat or text message

Is it just me, or does hiring feels like a second job when you already have a FT job, lol?

If you’re a department leader, you know the loop:

- You’re trying to hit goals.
- Unblock your team.
- Ship product.
- Close deals.

And now you’re also expected to be a recruiter, coordinator, and full time inbox monitor.

I’ve been there.

Earlier in my career, I owned hiring while running a team and it was exhausting.

Not because I didn’t care.

Because recruiting expands to fill every empty crack in your day.

Here’s what the “hiring manager black hole” looks like from the inside:

- You finally get a slate of candidates.
- Then your calendar explodes.
- You tell yourself you’ll send feedback tonight.
- Tonight turns into tomorrow.
- Tomorrow turns into “can we push to next week?”

Meanwhile the candidate thinks you’re not interested, or the company is disorganized.

...And they move on.

The painful part: you didn’t lose them because you’re a bad leader.

You lost them because nobody owned the process end to end.

A simple fix that respects your time:

1. Set a 24 hour feedback rule: Not because it’s fun, because it keeps momentum.

2. Batch interviews into 2-3 days a week, or a specific block each day: No constant context switching.

3. Schedule debriefs in advance and assign an owner: Decision time should not be a scavenger hunt.

4. Give one person full ownership of scheduling, follow ups, and pipeline hygiene: So you can focus on evaluating and closing.

This is exactly where a fractional recruiter helps.

At Venture Scaler, we run the machine so hiring managers can stay in their lane: leading their team and making great decisions, not chasing calendars.

If you’re a hiring manager, what part feels most like the second job: scheduling, feedback, or selling the role?

DM me if you want to take this recruiting work off your team's plate.

We helped Veho scale their team 4X from 70→285 people & increase their applicant pipeline by 500% in 6 months.

When we started working with Ita, they were already at 70 people and didn’t have any internal recruiters. Not even a HR/People Ops person.

(Honestly, they should have had one like 40 people ago)

We placed two of our expert recruiters to work with his team to hire across multiple depts including Ops, Eng & Product.

One of our recruiters worked directly with their Head of Driver team, and the other worked directly with their CTO.

It was like they were part of their team, acting like the in-house recruiters they needed so badly.

And the Veho team loved it.

This is the origin story of the “rent-a-recruiter” model we use today.

But the thing I’m most proud of is this:

We were able to help Veho “replace” us. 

We hired their VP of People Ops and multiple full-time internal recruiters.

I’m so proud that we got to be a small part of their growth story during those early years.

___

👉 Need help with hiring? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

Does your growing startup need a r̶e̶c̶r̶u̶i̶t̶e̶r̶ Erin?

The founders who work with us—they get it.

They get how we’re different and a better fit for them:

- Startup-friendly flexible terms
- Expert recruiters (like Erin)
- Zero commissions

Our client results speak for themselves:

- 6x more applicants
- 90% cost savings
- 4x faster hires

And not only that, they talk about us with their founder friends.

Fun fact: Marisa came from a referral from another one of our clients!

___

👉 Need help with hiring? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

graphical user interface, text, application

Have you felt this pain before? Needing somebody in the seat so badly, but not finding the right hire after months of searching.

Maybe you're in a similar situation as Wyatt?

He was getting good intros from his investors and network.

But Wyatt was still struggling to find the right person for his first sales hire.

He wasn’t getting the right fit.

And he had a small team without an internal recruiter to support him.

And that's where Venture Scaler came in...

We matched Wyatt up with an expert recruiter and got tight on exactly the right profile for the person he needed in the role.

We started scouting and outbound sourcing immediately (which they weren’t able to do much of before) and started setting up interviews within the week.

We helped Wyatt find his “dream hire” in less than 6 weeks.

👉 Struggling to find the right candidates? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

“I’m doing payroll at night... and recruiting during lunch.”

That’s what a Series A People lead told me on a call recently.

She was the People team of one.

Hiring. Onboarding. Benefits. Payroll changes. Manager questions. Policy stuff.
Plus six open roles that the business needed yesterday.

And the scary part wasn't the open reqs.

It was the slow creep toward burnout.

Because when your only People leader is spread that thin, two things happen:

1. Hiring becomes reactive.
2. And retention becomes an afterthought.

So we plugged in one of our fractional recruiters to take sourcing and screening completely off her plate.

Here’s what we did in the first two weeks:

1️⃣ Built role scorecards with each hiring manager so everyone agreed on the persona up front.

2️⃣ Created targeted sourcing lists per role, not “spray and pray.”

3️⃣ Ran all outbound outreach, first-round screens, and candidate comms.

4️⃣ Delivered weekly shortlists with clear signal, not resume piles.

Suddenly she wasn’t living in her inbox trying to keep candidates warm.

She was back doing the work that actually protects the company:
Onboarding, manager coaching, culture, and keeping great people from leaving.

Her message after Week 2:

“I forgot what it felt like to close my laptop at 5.”

That’s the point of fractional recruiting.

You don’t need to hire a full-time recruiter to get full-time recruiting coverage.
You just need the right support at the right moment.

If your People leader is drowning right now, what’s it costing you?

DM me and I’ll show you how we plug in fast without adding long-term headcount.

I've wasted $300k on bad hires. Here are 5 red flags I now look for:

1. Frequent job changes without growth 

Occasional moves are fine (esp with all the layoffs the last 2yrs), but a pattern of short stints is concerning. It often signals performance issues or missing quotas in sales roles.

2. Misalignment with company stage

Someone who's only worked at large enterprises may struggle in an early-stage startup environment. Look for relevant experience.

3. Lack of preparation

Did they research your company? Do they have thoughtful questions? Preparation shows genuine interest and initiative.

4. Rudeness or poor communication

How candidates treat everyone in the process, from recruiters to interviewers, is telling. Rudeness is a major red flag.

5. Misalignment with mission/values

Can they articulate why they want to join your company specifically? Passionate, aligned candidates will stand out.

What other red flags do you look for when hiring? Share your thoughts in the comments!

🤝 Need hiring help? DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

Forget signing bonuses - here's how we got 95% of candidates to say "Yes"

Simple: We celebrated the job offer (don't sleep on this).

It's the final push that cements a candidate's decision to join your startup.

3 ways to do it right:

1. Personal emails from the interview team

Have everyone who interviewed the candidate send a quick note saying how excited they are. Shows the candidate is already part of the team.

2. Virtual meet & greet

Set up a casual video call for the candidate to meet more of the team. Builds excitement and connection before day 1.

3. Personalized welcome package

Send company swag, a handwritten note, or small gift to their home. Makes them feel valued from the start.

The goal? Create so much excitement that backing out becomes unthinkable.

Remember: Your job isn't done when they accept the offer. Keep the momentum going until their first day.

What creative ways have you celebrated new hires? Share yours below!
___

👉 Need help with hiring? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

Exited my eCommerce brand | Co-Founder at Workspace6.io & MediaSpace | Helping B2B startups understand brand psychology to boost sales

I started a B2C brand with $188 at 17. Grew it to 8-figures in sales and sold for 7-figures.     Then I co-founded a 1,000 member private community for 7-9 figure operators. Combined member revenue is over $13bn.     Now I run Redux Payments, where we use AI to recover failed payments and fix involuntary churn for B2C subscription businesses.     This is the problem I’m obsessed with solving. I write about what I find, what works, and what doesn’t. I’m always down to nerd out if you want to jam!     ————————————————————————      Now building:    Redux Payments (reduxpayments.com) - Stop losing revenue to failed payments. We slash involuntary churn and grow ARR by 8%+ for subscription businesses by using AI to recover failed payments.————————————————————————      You can reach me via email: philip (at) reduxpayments.com

Philip Pages - workspace6

100+ Stripe audits and I missed this. 

Last week I spoke with a former J.P. Morgan payments consultant.

A B2C subscription company hired him after Capital One stopped approving all their transactions.

In Stripe, their chargeback rate was under 1%. Nothing looked wrong.

But something was very wrong...

He showed me a hidden number in Stripe that was 8x higher than the chargeback rate.

"This is what issuers are actually looking at."
__

He called it the claim rate.

Chargebacks + Early Fraud Warnings.

Here's what I didn't know:

When a customer tells their bank "I don't recognize this charge," the bank files an Early Fraud Warning with Visa.

No chargeback, no notification. The merchant sees nothing.

But Visa counts it. The issuer counts it. And they use it to approve future transactions.

This company had 5–7% of transactions flagged as EFWs. 

They had no clue.
__

Capital One saw the real number (8% including EFWs, not the 1% in Stripe) and shut off all approvals.

The merchant crossed a threshold they didn't know existed, based on a metric they never checked.
__

HOW TO CHECK YOURS

Go to Stripe Dashboard → Payments Analytics → Disputes.

EFWs show up there and in payment logs.

It's visible but buried deep enough that in 100+ audits, I never looked until last week.

If I missed this, most B2C subscription companies are too.

Go check yours.

Philip Pages

CEO @ Redux Payments | Stop losing money to credit card failures | Exited Founder

We're signing $50M/year companies. We're competing with teams 10x our size. And we're winning.   

Redux Payments has a core team of 9. Engineers, machine learning, go-to-market. 

Everyone owns something end-to-end. No one is riding coattails.

I'd rather have 9 people who are absolute killers than 90 who are just filling seats. 

Here's what I've learned building this way:

1/ Small teams move faster. 
There's nowhere to hide. Every person either contributes or the whole thing breaks. That pressure is a feature, not a bug.

2/ Ownership isn’t for everyone. 
Some people thrive when they’re accountable for the result. Others don’t. We've had to let people go who couldn't keep up with the pace. It sucks, but carrying dead weight on a team this small will sink you.

3/ Care shows up in the details 
Last week, a customer hit a bug. Our engineers shipped a fix the same day. That’s what happens when everyone actually cares about the customer. You don't get that at a 200-person company where the ticket sits in a queue for 3 sprints.

I’ve watched incumbents with massive teams get slow, bureaucratic, and complacent. In this new era, a small, hungry team that moves fast will run circles around them every time.

9 killers > 90 coasters

Last month, an iOS app doing $2.1M/MRR on Stripe came to us struggling with trials not converting. What I found was almost too obvious.

Trial starts looked great. Meta was performing. But nothing was converting to paid.

Their team was blaming the product, the onboarding, the pricing.

Then I pulled the card-level data.
__

Stripe doesn't surface this by default. You have to pull it from the API and I only know to look because I've audited over 100 Stripe accounts.

Credit cards? Normal failure rates.
Debit cards? Fine.
Prepaid cards? 95% failure rate.

Prepaid cards were 10% of their card mix but 25% of all payment failures. One in four failed payments was a card that was never going to convert.

Their Head of Growth told me: "We had no idea prepaid was even a category we could filter by"
__

A user sees the ad. Downloads the app. Signs up for a free trial with Apple Cash or a prepaid card with $2 on it. The $0 auth goes through. Trial count goes up.

7 days later, the real charge hits. There's no money on the card. It fails. It will keep failing.

No retry strategy in the world is going to put money on an empty prepaid card.
__

HOW TO CHECK YOURS

Pull your charges from the Stripe API or Sigma. 

Filter by card.funding = prepaid. Compare trial-to-paid conversion against credit and debit.

If prepaid is a growing % of your trial mix, you have a problem you're not measuring.

The fix isn't complicated. 

Detect prepaid cards at trial signup. Block them, require a micro-charge to validate funds, or route them into a separate cohort so your metrics stay clean.

You might find that 25% of your "growth" isn't real.

I personally tested Headspace’s payment recovery flow and, honestly, expected way more.

I signed up for a 7-day trial ($12.99) using a card with only $1 to see how they'd handle failed payment retries.

June 26th: First charge failed.

They sent a "your last payment didn't go through" email and began retries:

June 27th, 8:03am
June 28th, 8:19am
June 29th, 9:03am

After three attempts in three days, they cancelled the subscription.

PROBLEMS:

Retries all around the same timeframe tell me they're fixed "dumb" retries.

If these were spread out with seemingly randomized date/time patterns, that would tell me that they're using an intelligent model that's adapting the retries. 

But there’s no intelligent modeling here, no adaptation for paydays, month-end cycles, or specific bank error codes. 

Compare to Hulu. When their transaction fails, they retried me 13X over a 50-day window. 

That's 7 weeks of recovery opportunities Headspace abandons after 72 hours.

*Backend Recovery Logic Rating* = D 

Looking at their recovery emails, I really liked their copy: “Is this really goodbye?”, but their strategy behind it is flawed. 

They trigger an email with every single retry. 

Every email slightly increases chances of voluntary churn, so their goal should be the opposite: Recover as many transactions as possible behind the scenes so the customer never even knows there was a problem. 

*Recovery Email Strategy Rating* = C+ 

Overall, for their web based failed payment recovery I'd give Headspace a C. 

It’s wild to see a company of this scale leaving so much money on the table. It proves that even for the giants backend recovery is rarely on the radar. 

There is a massive amount of "found" revenue waiting for any brand willing to move past basic retry logic and actually upgrade their stack to solve it.

Head of Growth: "failed payments were $419K. Stripe's recovering 28%."

CFO: "WTF. that’s not what my numbers say. what does that 28% include?"

Head of Growth: "subscriptions that failed and got retried. it's right there in the recovery dashboard."

CFO: "does it include trial-to-paid failures?"

Head of Growth: "...what do you mean?"

CFO: "go to your Stripe revenue recovery page. hover over the info icon next to 'failed payments.'"

Head of Growth: "it says... 'excludes failures on the first payment after a trial.'"

CFO: "meaning every free trial that tried to convert to paid and failed? not in that number."

Head of Growth: "how many trials failed last month?"

CFO: "I pulled it. $550K. just from trials."

Head of Growth: "that's more than our entire subscription failure volume."

CFO: "and zero of it shows in your recovery dashboard. zero of it hits your 28% rate."

Head of Growth: "so the real number isn't $412K..."

CFO: "it's close to a million. and your recovery rate on trials? under 8%."
Head of Growth: "8%?? how is that possible?"

CFO: "prepaid cards. users with $2 in their wallet signing up for a free week. 10% of your card mix. 25% of all failures. 95% never convert."

Head of Growth: "and Stripe retries them the same way as everything else?"
CFO: "four attempts. same generic logic. gives up. no one notices because it's not even on the dashboard."

Head of Growth: "so our churn graph looks stable..."

CFO: "while the trial funnel bleeds out before we ever collect a dollar."

Head of Growth: "how long has this been happening?"

CFO: "$1.4 million in invisible trial failures. last 3 months alone."

Head of Growth: "this is priority one."

CFO: "now we're talking."

Work from home is a scam and anyone who says they're more productive at home is lying. 

These are the 2 worst things 2 years of it cost me:

1) Mentally lost track of the competition. 

Seeing people show up day in and day out and grind toward a goal is a visual reminder of the effort it takes to actually build something real. 

If other people are doing it, you’ve gotta do even more. 
That pressure’s non-existent sitting alone at home. 


2) It killed serendipity. 

I never would’ve met my Redux Payments co-founder if we hadn’t been at the same Austin WeWork.

Years back, we were both working on opposite sides of the floor, doing our own thing. 
And every day like clockwork people would start heading home at 5pm.  
But he stuck around past 7, 8, 9:00, until the overhead motion detection lights went out and the cleaning crews started making their rounds. 
We didn't talk for weeks, maybe months. Until one day we started talking about AI or something. And just kept talking. 

We recognized the same thing in each other: the willingness to grind, work long hours, and get shit done.

That kind of thing doesn’t happen when you’re burning the midnight oil alone at home. 


It’s an anecdote of one, terrible I know. But I’ve never heard of a notable figure making it into the history books by doing anything in complete isolation. 

So yeah. I’m back at my old WeWork, working around people again. And a month in, it’s already a game changer.

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