| (I work at YC) I'm glad you brought this up! It would be very easy for us to expand the YC batch by being less selective in the companies we accept. However, we wouldn't knowingly do this because it would run directly against our own financial incentives, and also degrade the quality of the experience for founders. The hard thing is to increase the batch size while also keeping the quality of companies the same or better. To do that, we need to attract more great applications every batch. That's what we need to do. For a lot of people, it's hard to imagine how that would be possible, but actually YC still funds only a modest percentage of all the successful companies started every year, so there is a lot of room to grow. It seems that we're doing it. By every metric we can measure, the YC companies we fund today seem more successful on average than in previous years. They're more likely to raise a Series A, more likely to make $1M / year in revenue, more likely to be worth $1B, etc. Many people outside YC for years have thought that because we are growing, we must be becoming less selective. But actually within YC, we're more concerned about the opposite: that we risk becoming too selective and need to constantly fight against that. |
You need to illustrate the path from tech employee -> founder for more people in some sort of go to resource. Why should an intelligent, capable person drop their $300k TC career when it looks like their chances of failing are 90%, and an opportunity cost of at least $1M, even if one gets into YC? What is one in for: hours, health insurance, managing employees, difficulty competing against entrenched companies, etc?
Unless you want to specifically filter out all candidates with a hint of risk-averseness or something else not explicit...