Jasmine Diaz

As entrepreneurs, we spend so much time hustling, agonizing, organizing, and pathologizing. The burnout rate for founders is high. When you finally launched your product or service, how did it make you feel?

When we launched our beta (not on PH, but to our beta group), I felt peace. Finally, I could rest my mind on problem-solving based on facts instead of stressing over things that weren t real. I m curious to know how your mental health changed post-launch and what you re doing to keep yourself sane in the meantime.

Have you ever wondered why we still rely on resumes for hiring, even though research shows they aren't the best predictor of job performance?
I've spent my career in casting and matchmaking, which are all about finding and reading talented people. When I started exploring hiring, I expected a more thorough process. Instead, I noticed the industry mainly depends on keyword matching and job titles, despite decades of proof that behavioral and values-based assessments predict success and retention much better.
I'm really curious to hear your thoughts:
Is it just tradition? Do resumes seem more legally solid than structured interviews? Is it because they re quick to scan at scale, even if they don t say much? Or maybe we just haven t yet developed the tools to do it differently on a large scale?
I've been working on Rh yo, a SaaS platform that scores candidates and roles based on fit and values rather than keywords and titles. I don't think resumes will disappear overnight, but I'd love to know what it would take to change the way we do things.

Have you ever regretted a hiring decision? How did you know they were a "bad" hire? Maybe you brought someone on full-time, part-time, or freelance, and things just didn t work out. That happened to me in a non-technical role. I believed hiring someone for marketing and public relations would boost sales, help grow the team, and build our brand. Instead, I ended up with someone who seemed perfect on paper but couldn t execute, which cost me more in both wages and lost revenue.

What I learned is that you need different questions to really understand someone s skills and experience. When I switched from asking traditional or situational questions to using behavioral interview questions, I made better hires.

Most founders have had someone on their team who didn t work out. What was yours? And how did you course correct?