Explore Quotes by Kathryn Minshew

Something I've learned is that when people tell me I can't do something, I immediately wonder why and then think it through. It only makes me more motivated to prove them wrong.

Know your career values: Not your parents' values, not your friends', but what you personally value in work. For me, it's things like moving quickly and scrappily, ownership and authority over my work, and flexibility.

Take the time to match your application to the company and the role you're applying for. Even if it means you're sending out fewer applications overall, I think that can be really powerful.

Get your product in front of actual, living, breathing strangers. Your college roommate's approval does not mean there's market demand.

So many of my rookie mistakes could have been avoided by first-hand exposure to other, more experienced technology entrepreneurs.

For almost the first year of The Muse's life, I would do 5 to 8 networking events a week. And I don't necessarily think that's the right path for everyone, but I realized that as an entrepreneur, one of my strengths was finding the right people who could help us. I didn't come into startups with any network.

When I started my first company, I still had a 40-hour a week job. I was working on my company on nights and weekends before I took the plunge and gave up a salary.

Much-derided chick lit, chick flicks, and chick magazines have left ambitious women in a bind. Why is it that I, a young woman, can read 'GQ,' enjoy 'Fight Club,' and subscribe to 'Thrillist,' while the idea of a guy doing the same with 'Glamour,' '27 Dresses' and 'Daily Candy' is nearly unheard of?

Sure, it's fun to chat with people with interesting backgrounds who seem to have a passion for your company. But a job interview is not a friendly chat. You need to determine whether candidates, can they really do the job. So ask them to prove it.

Keeping a 'CEO blog' or 'founder's blog' can be a great platform for engaging your users in a nontraditional way, reaching people outside of your product pitch and building rapport without selling them anything except a belief in your ideas.

Work-life balance for founders doesn't look like work-life balance for everyone else. Starting a company isn't a nine-to-six job - or a nine-to-nine job, or a nine-to-midnight job.

The idea for The Muse came from my own life, from a product that I wanted but couldn't find anywhere. Sometimes when you see a need for something in your own life and you can't get it, you feel crazy enough to make it happen yourself.

You know, as most entrepreneurs do, that a company is only as good as its people. The hard part is actually building the team that will embody your company's culture and propel you forward.

You don't hire for mediocrity. Instead, you bring people onto your team because you know that they'll make a valuable contribution and turn in amazing work. But, in order to have that expectation, you need to make sure you're fostering an environment that allows them to do so.

Thinking big is only one part of being a successful entrepreneur.

Starting a business isn't for everyone, and it's not what you should do if you aren't sure what else to do. It requires thick skin and the willingness to carry a great deal of stress, sometimes alone. It's more often a life of failure than a life of success, and the majority of successes came after a long road of disappointment, and often shame.

Understanding your employee's perspective can go a long way towards increasing productivity and happiness.

You know, as most entrepreneurs do, that a company is only as good as its people. The hard part is actually building the team that will embody your company culture and propel you forward.

I had been a veteran of pretty challenging job searches, so I knew firsthand how frustrating, confusing, and demoralizing the job search process can be. Even after you get a job, many people join companies and discover in the first couple weeks that they aren't a good match with the personality and values of the company.

Even your most talented employees have room for growth in some area, and you're doing your employee a disservice if the sum of your review is: 'You're great!' No matter how talented the employee, think of ways he could grow towards the position he might want to hold two, five, or 10 years down the line.