Investing is just essentially an interview loop. It's another type of hiring. The real inspiration behind our model is the hiring experience we have. Sometimes a person looks absolutely perfect on paper, but the moment you start working with them you know you’ve made a mistake. The only way that you can really see the truth is by working with people. 

At the very early stage, most of the decisions that seed investors make is based on the potential of the team quality. When I first look at the teams, there are a few things that I'm looking for. One of them is balance. The skillset balance is important, just as the longevity of the relationship. If two people work together for five years as engineers at Google on the same product, they understand each other's working styles and that's a good indicator of success. I've seen great businesses that have product-market fit, made hundreds of thousands of revenue really quickly, and then the founders sued each other and the company collapsed. So I think the longevity of the relationship is important.

Another important feature is having relevant skills. For instance, AI engineers working on aircraft make sense, but not as much as marketers who want to create a rocketship. The most critical question that you have to ask yourself is do you want to grow old with what you’re building and with the team. You need to have a vision of the future path of working with VCs or angel investors. I don't think founders consider that early enough in their journey.