Raphael Danilo

Loved this launch so much! Wife and friends were mindblown when they saw it

check out Goodland, i was active there until recently and had great experience

Beautiful. Well done brother

Such an important insight. Do you find this to be true for VC-backed B2B startups as well (<200 employees)?

@WizLikeWizard i’m obsessed with this drop 🤯

@sashaorloff is the man with a plan

All that to say, lf you’re an awesome 🇫🇷 founder thinking of building an AI/ML company and looking for an investor who’s been there, you know where to find me :)

- The fundraising gap / arbitrage rapidly closing for top French founders with international ambitions

- Taboo around failure that historically slowed us down from starting ambitious companies hasn’t disappeared but a lot less true today.

- « Unfair » experience with constraints around GDPR, privacy, security, and broader regulatory risks are now a tailwind in building enterprise-grade AI products

- Alumni from late stage or public AI/ML players (HuggingFace, Dataiku and co) created a dense ecosystem for starting the next gen of great AI companies - founders, angels, early hires and benchmarks for VCs

- World-class, math-heavy education system will continue to yield many of the greatest technical and AI talents of our time

Beyond today’s headline about the $100M Seed round raised by Mistral 🇫🇷, I think many are missing why the French startup ecosystem will be a major source of breakthrough AI startups in the next 3-5 years. 1/5 🧵

With every hiring cycle, you learn what works, what doesn’t, and level up the team's game. From there, the rate at which Excellent Hiring compounds is simply awesome.

3. Continuously iterating as a team - Watch the game tape. Calibrate as a team on what "good" looks like. See what the best recruiters do differently. Then go share these secrets with the team. Let them copy them and give it their own twist.

2. Training interviewers - 83% of candidates say an unimpressive interview can change their mind about the job/employer. - Discover candidates' motivators early in the process, and make selling to them everyone's responsibility. - Train interviewers on how to reduce their biases

1. Structuring interview processes - Define competencies. Assign areas of focus to interviewers. - Enable all interviewers (even new ones) to run great interviews. Create banks of high-signal questions that get high-signal answers.