Yogi Goel, cofounder and CEO of Maxima AI, breaks down how he hires outlier talent, people who think like future founders and thrive when the plan changes fast. We get practical on what to look for beyond pedigree, how to assess it without relying on easy resume signals, and how culture scales when your team doubles.

Yogi also shares what Maxima AI is building, an agentic platform for enterprise accounting that automates day to day operations and month end work, and why the best teams win by pairing speed with real ownership.

Key takeaways

• Outlier candidates often look “non standard” on paper, the signal is founder mentality, fast thinking, grit, and a point to prove

• Hiring gets easier when it is always on, keep a living bench of great people long before you have a headcount

• Use long form conversations to assess how someone thinks, not just what they have done, ask for their life story and listen for the choices they highlight

• Train the specifics, but set a baseline for domain aptitude, then coach the narrow parts once the fundamentals are there

• Culture scales through leaders and through what you reward and penalize, not through posters and slogans

Timestamped highlights

00:39 What Maxima AI does and the real value of agentic accounting

01:38 Defining an outlier candidate as a future founder, and why school matters less than you think

07:34 The conveyor belt approach to recruiting, building an inventory of great people before you need them

11:35 Where to draw the line on training, test for general aptitude, coach the specifics

14:20 How diverse teams disagree productively, bring evidence, run small bets, then double down or pivot

18:25 Scaling culture with values driven leaders, and the simple rule of reward versus penalty

A line worth keeping

“Culture is two things, what you reward and what you penalize.”

Pro tips you can steal

• Keep a short list of the best people you have ever met for each function, update it constantly

• Ask candidates for their journey from day zero, then pay attention to what they choose to emphasize

• When the team disagrees, grab quick evidence, customer texts, small pulse checks, then place a small bet that will not kill the company

• Expect great people to want autonomy and scope, manage like a mentor, not a hovercraft

Call to action

If this episode helped you rethink hiring, share it with a founder or engineering leader who is building a team right now. Follow the show for more conversations on people, impact, and technology, and connect with Yogi Goel on LinkedIn by searching his name and Maxima AI.