You’re exceptional. We vouch for you, enabling you to cut through the noise.

Each week, we make handpicked introductions between individuals with ‘founder-energy’ aka ⚡ dynamism and founders of fast-growth startups

From thousands of profiles, only the best are invited to our exclusive dynamism network— exited YC CTOs, founding engineers from Unicorns like Brex, Scale AI and Retool and Quant PhDs who've crushed Presidents Club.

Invite only or apply via a mutual connection here

Our founders are backed by almost half of tier-1 funds

Our network of early stage builders is impressive

📢 What people say about ⚡dynamism

• "Your network is epic. Fun collaborating with you. Grateful for what you do for ecosystem” - James, Partner at a16z
• "This looks just as awesome as I heard it was!" – Anna, Partner at NFX
• "What an awesome night! Thanks for organizing this." – Selin, YC founder hiring
• "Straight out of a movie." – Tamir, YC alum exploring opportunities
• "Dynamism was a gamechanger in helping me find next gig.” - MIT Maths PhD and Presidents Club at SaaS Unicorn
• " I'm looking forward to it!! Can't wait [to do joint event]” Christopher, Founder Xoogler network (Googles global alumni network)

"The secret of my success is that we have gone to exceptional lengths to hire the best people in the world." - Steve Jobs, Apple

"The vast majority of founders don’t spend nearly enough time hiring…you should probably be spending between a third and a half of your time hiring " - Sam Altman, Open AI

“In the long run, your human capital is your main base of competition.” - Bill Gates, Microsoft

"I'd rather interview 50 people and not hire anyone than hire the wrong person." - Jeff Bezos, Amazon

"Hire great people…this is 90% of the solution, as hiring wrong can cost you so much." - Elon Musk, SpaceX and Tesla

"I will only hire someone to work directly for me if I would work for that person." - Mark Zuckerberg, Facebook

Helpful notes on hiring and work

How to hire by Sam Altman

“The vast majority of founders don’t spend nearly enough time hiring. After you figure out your vision and get product-market fit, you should probably be spending between a third and a half of your time hiring. It sounds crazy, and there will always be a ton of other work, but it’s the highest-leverage thing you can do, and great companies always, always have great people.“

How to hire the best people you’ve every worked by Marc Andreessen

“First, drive. I define drive as self-motivation—people who will walk right through brick walls, on their own power, without having to be asked, to achieve whatever goal is in front of them. People with drive push and push and push and push and push until they succeed. Second criterion: curiosity. Curiosity is a proxy for, do you love what you do? Anyone who loves what they do is inherently intensely curious about their field, their profession, their craft. They read about it, study it, talk to other people about it... immerse themselves in it, continuously. And work like hell to stay current in it. Not because they have to. But because they love to.“

Founder Mode by Paul Graham

“In effect there are two different ways to run a company: founder mode and manager mode. Till now most people even in Silicon Valley have implicitly assumed that scaling a startup meant switching to manager mode. But we can infer the existence of another mode from the dismay of founders who've tried it, and the success of their attempts to escape from it.“

Zero to One, Foundations (Ch.9) by Peter Theil "The single greatest task for any founder or CEO is to recruit the right people. No company has a culture; every company is different, and the CEO is the one most responsible for the difference. At PayPal, we hired people who were extremely smart, independent, and had intense personalities. That made them independent-minded and sometimes difficult to manage, but that was okay because their work was exceptional.”