Sorry, I meant "interviewing" from the perspective of the interviewer. Reliably selecting good people to join your company is often thought of as a difficult task.
He's trying an analogous evaluation of the founder - and giving it more weight than the paper plan. Possibly quite reasonably, but it seems the success of the approach relies heavily on something people seem to find difficult.
Given how hard people find interviewing, I'm not sure it's that obvious to spot great people.