1 How do I identify if a market has a fast growth rate now and also for the next ten years?

Group of answer choices

Trust your instincts

Ask older people

Read about trends

Look at surveys

2 How do you deal with burnout while still being productive and remaining productive?

Group of answer choices

Meditation

Address the challenges

Go on vacation

Just stop working

3 If you don't get the _______ and the _______ right, none of the rest is going to save you.

Group of answer choices

people - idea

client - people

idea - product

product - people

4 This is the number one cause of early death for startups at Y-Combinator:

Group of answer choices

Cofounders burnouts

Cofounders hiring friends

Cofounders trusting their instincts

Cofounders blowouts

5 This is true about cofounders:

Group of answer choices

It's better to have no cofounder than to have a bad cofounder

It's better to have a bad cofounder than to be a solo founder

It's better to have no history with someone you choose as a cofounder

Most successful startups have cofounders chosen at random

6 These are true about what you should be looking for in a cofounder, except:

Group of answer choices

Relentlessly resourceful, creative and ready for anything

Soft on people and great managers

Unflappable, tough, and quick to act

Someone that behaves like James Bond

7 These are all true about the number of cofounders, except:

Group of answer choices

Two or three seems about perfect

One is obviously not great

Four is works everytime

Five is really bad

8 You should try to have no employees, or just a very small number for as long as you possibly can.

Group of answer choices

True

False

9 These are all true about hiring for your startup, except:

Group of answer choices

At the beginning , only hire when you desperately need to

Later, hire fast and scale up the company

You should be proud of how much you can get done with a small number of employees

Having a high number of employees sounds like a little joke

10 These are all true about hiring a startup first 5-10 employees, except:

Group of answer choices

You should spend at least 50% of your time hiring during "hiring season"

Founders always underestimate how hard it is to recruit

Hiring a mediocre employee among your first five hires can kill the startup

It might take a year to recruit someone

11 This is true about the best source of candidates:

Group of answer choices

LinkedIn

People who you already know

People who your family and friends know

A well-known head hunter company

12 How important is experience when hiring?

Group of answer choices

Extremely important

Not important at all

For most early hires aptitude and belief are more important than experience

If the hiring will be responsible for a small part of your organization experience matters a lot

13 When you get a 'yes' for 3 of the questions below, it means you likely won't regret hiring (mark all 3):

Group of answer choices

Is the candidate smart?

Does the candidate gets things done?

Do I want to spend a lot of time around this person?

Is the candidate a thinker?

14 These are great ways to know a great candidate from a mediocre one, except:

Group of answer choices

Someone you have worked in the past, and don't even need to interview

Work with someone on a project for a day or two before hiring

Ask specifics about projects the candidate has worked on in the past

Ask brainteasers to truly know the candidate

15 These are the types of questions to ask a candidate's references, except:

Group of answer choices

Was the candidate a good employee at your company?

Is the candidate in the top five percent of people you've ever worked with?

What specifically did they do?

Would you hire them again?

Why aren't you trying to hire them again?

16 These are all wrong, except:

Group of answer choices

Good communication skills have an inversed correlation with hires that work out

You want people who are maniacally determined

For early employees you want someone with a risk-avoidance attitude

You have to be friends with employee, but you don't have to enjoy working with everybody

17 These are all right, except:

Group of answer choices

You should aim to give about ten percent of the company to the first ten employees

Employees offered equity must take four years to be fully vested

Founders are usually too generous with equity to employees and very stingy with equity to investors

You have to make sure your employees are happy and feel valued

Autonomy, mastery, and purpose are among the things that motivate people to do great work

Have vesting on the equity of founders is super important

Cofounders working remotely in different locations might work, though is not common

Everything at a startup gets modeled after the founders

Good CEOs know what needs to be done, and get it done

Time management is one of the hardest things to master as a CEO of a startup

Growth and momentum are what a startup lives on, and you always have to focus on maintain these

18 As a founder you have to .... except:

Group of answer choices

Let your team take credit for all the good stuff that happens

Take responsibility for the bad stuff

Continue to give people small areas of responsibility

Micromanage

19 These are all true about firing people, except:

Group of answer choices

The best part of running a company

Fire fast when it's not working

Fire people who are creating office politics

Fire people who are persistently negative