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I just spent a month in Australia. And I want to talk about what it actually did to my brain.

Something happens when you pull yourself out of your routine and put yourself somewhere unfamiliar. You start to wake up a little different. You notice things you’d ignored before. You think in ways you haven’t in a while.
And in the AI age, I think that matters more than most people are giving it credit for.

AI is taking on more and more of the pure execution like writing that ad copy, pulling that sales lead list, designing that beautiful exec dashboard. But original thinking (that AI can challenge and poke and prod from 18 viewpoints and translate into 80 languages)…

That comes from a brain that isn’t on autopilot.

Stepping outside your comfort zone in one part of your life tends to make you bolder in other parts.

The person who tries AI-assisted graphic design for the first time, even though they’ve always said they’re not a creative, is more likely to sign up for a camping trip that scares them a little. The person who hikes a waterfall on a random Tuesday comes back to their desk more willing to take on something they’ve been avoiding.

I really think these things are connected.

Your personal life and your work life, as much as we try to separate them, feed off each other constantly. I don’t think we talk about that enough.

Especially right now, the people who thrive are going to be the ones who keep finding new ways to think.

(Also, yes, I climbed to the top of the Sydney Harbour Bridge, fed a wallaby, hiked a waterfall, and drove a speedboat. I’m now back in NYC ready to deliver the best work of my career.)

Let's stay focused on Gaza, and the rest of occupied Palestine. israeli apartheid soldiers, including European citizens/double nationals-continue to slaughter Palestinian civilians.
❞

~ Francesca Albanese, UN Special Rapporteur ~


YOU CAN BUY BOMBS AND YOU CAN BUY POLITICIANS, BUT YOU CANNOT BUY THE TRUTH.

YOU CANNOT BUY OUR COMPASSION AND YOU CANNOT BUY OUR LOVE.
❞

~ GRACE TAME ~


I WOULD RATHER DIE THAN BE FORCED TO WORSHIP apartheid israel. ❞

~ Carrie Prejean Boller ~


You can buy up all of the social media platforms and manipulate all of the algorithms but the people of the world will never forget what it looks like when a mother carries her child's remains in a grocery bag.
❞

~ Abby Martin ~

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All rights and credits are reserved to the respective owner(s).

My views are personal and don’t represent any organization that I’m affiliated with.
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My top business book tier list. What did I miss?

agree?

I’ll choose remote work > higher salary.

It’s really simple.

More rest, less stress.

I’ve been remote ever since COVID but up until that point, I prioritized $.

Now, I prioritize my mental health, peace of mind, and well being.

WFH has personally made me:

✔️ Richer
✔️ Happier
✔️ Healthier
✔️ More Productive

It’s about flexibility and choice.

Give people an OPTION to choose what works for them.

And here’s the thing.

When you feel good, you deliver higher-quality work, and can think and operate better.

That’s why I’ll always champion companies that enable teams to operate at the next level without being tied to an office.

Tango is one of the products I genuinely love because they are transforming how remote teams learn, lead, and share information.

They truly created a people-first product that’s perfect for training, documenting SOPs, and eliminating context-switching.

Because people thrive when you meet them where they are (not the other way around).

Do you agree?

#TangoPartner

My team always tells me off for these types of posts, but age or arrogance, I do not care anymore.

I have interviewed 1,000 of the best founders over the past 10 years. None has impressed me as much as Nik Storonsky at Revolut. He scaled Revolut from nothing to $9.3BN in revenue this year.

I have gone over my episode with Nik to condense my biggest lessons from the discussion.

🚀 6 Lessons on Building a $75BN Company:

1.⁠ ⁠Build a "Self-Guided Missile" Team
Nik classifies talent into four tiers: Excellent, Strong, Average, and Below Average.

The Goal: Hire "Excellent" people who act like self-guided missiles—they select the goal themselves and reach it without intervention.

The Filter: Strong people need to be shown the goal but reach it alone; average people require weekly iteration.

The Rule: If someone isn't delivering within the first three months, they likely never will. "When there's doubt, there's no doubt".

2.⁠ ⁠Radical KPI-Led Leadership
Revolut is one of the most KPI-driven companies in the world.

Cascading Goals: They set 5–6 company-level goals per year, then quantify and cascade them down to the department, team, and individual levels.

Quantifiable Success: Every person and team is judged quarterly based on hard metrics, skills, and cultural values.

3.⁠ ⁠High-Velocity Product Betting
Revolut manages innovation like a venture portfolio.

Parallel Bets: They often run 20+ product bets in parallel with small, independent teams of ~10 people.

The 20% Rule: Out of 27 recent bets, roughly 5–6 became massive hits, 5–6 failed, and the rest fell in the middle.

Scaling: They only add resources to products that show immediate "up and to the right" growth in the first few months.

4.⁠ ⁠Embrace the Work-Life "Imbalance"
Nik challenges the conventional wisdom of a balanced life.

The Secret to Success: He argues that a disbalanced life is what actually allows you to achieve audacious goals.

Focused Sacrifice: The more imbalanced and focused you are on your objectives—sacrificing other areas—the higher your probability of success.

5.⁠ ⁠CEOs as Resource Allocators
The best CEOs "squeeze a lot of IRR out of very little resource".

Brainpower > Capital: Throwing money at a problem is a sign of the "wrong people." Real power comes from forcing yourself to find the most cost-effective and efficient solution.

Efficiency: Despite their scale, Nik remains highly cost-conscious, viewing people and marketing as the only significant overheads worth investing in.

6.⁠ ⁠The "Bar Raiser" Hiring Strategy
Nik admits he was "terrible" at hiring for roles he hadn't worked in before (e.g., Compliance, HR).

Market Intelligence: Before hiring for a new function, he now interviews the entire market to learn how the job is done.

Competency First: You cannot assess who is "good" until you have first acquired enough knowledge to evaluate their specific skills.

#founder #funding #business #investing #vc #venturecapital #entrepreneur #startup

Growth is not about correcting the past. It is about honoring it by choosing better today.

We've built hiring systems that strip away humanity.

Then we wonder why trust is broken from day one.

It’s because we have normalized
the unacceptable:

❌ Posting ghost jobs to signal growth
→ while real people wait for an email that never comes

❌ Automated rejections
→ after someone spent hours filling out a complicated application form

❌ Six rounds of interviews
→ because no one trusts anyone else's judgement

❌ Ghosting people after the final rounds
→ because giving feedback is not a priority

❌ "Not enough experience"
→ when they could learn the job in a month

The hiring managers feel this too.

They're drowning in reqs.
Pressured by systems they didn't design.
Told to move fast while also de-risking every hire.

People are not numbers.

Every resume represents someone's hopes.
Their rent. Their kids' futures.
Their career turning point.

To the hiring managers doing their best within broken systems:

Thank you. It matters more than you know.

♻️ Repost if you believe hiring should be more human
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