Chris Kusaba (formerly at Mytra) joins the show to talk about how smaller talent teams can compete in markets where brand recognition is uneven and the demand for AI and robotics talent is rising fast. Chris brings experience from Tesla and now leads recruiting at a high growth robotics and AI company. He shares how to win attention from top candidates, how to widen the funnel when you operate in a niche space, and how to build a team that can scale even when you cannot match big tech compensation.

Key Takeaways

Clear and focused messaging is the only way to stand out in saturated markets where candidates are overwhelmed with inbound from AI and robotics companies. Chris explains how he repurposes commercial decks to help candidates understand the mission and the industry impact.

Referrals become a force multiplier when the market is narrow. Chris outlines how a structured, hands on referral program helps widen the pool and bring in talent that may never have applied on their own.

Hiring managers need a mindset shift when talent pools are thin. Looking for potential rather than that perfect unicorn opens the path to stronger long term teams.

When competing with big tech, the edge comes from scope, visibility, and impact. Chris explains why earlier career candidates choose startups for the ownership they gain and the chance to work on entire products rather than tiny slices.

Strong documentation and transparent communication are essential in preventing single points of failure. This becomes vital in technical companies where knowledge loss can slow delivery for months.

Timestamped Highlights

01:21 Chris explains how the company built its robotics and software stack from the ground up and how that focus shapes their approach to talent.

02:32 Why inbound alone is never enough for niche technical roles and how intentional referral programs change the equation.

04:55 How to differentiate your outreach when every candidate in AI and robotics is flooded with messages.

07:45 The reality of the purple squirrel problem and how to balance ideal skills with real world potential.

11:03 What actually works when going head to head with big tech for the same candidates and why scope matters more than perks.

15:44 How the team reduces risk around knowledge loss and keeps information accessible across the org.

19:10 The art of moving fast without cutting corners and how to build a process that supports both speed and diligence.

A standout moment from Chris

Younger talent wants real ownership. They want access to leadership and the chance to shape something meaningful. That is often the deciding factor when they are choosing between a startup and a larger brand.

Pro Tips

Use your commercial storytelling to recruit. If your customer pitch explains your impact clearly, it can also help top candidates understand why your company exists and why their work would matter.

Widen the funnel with intention. A smaller market means you must look for technical curiosity and growth capacity rather than waiting for that single perfect profile to appear.

Call to Action

If this conversation helps you think differently about talent, team building, or competing for high demand roles, follow the show and share this episode with someone who would benefit from it. New episodes are coming and I would love to have you with us as we continue this new direction.