I wouldn't look at it that way. Perhaps it shows that you were able to verify the candidate's technical chops, but it also shows that you didn't do a good job assessing the candidate's motivations and career goals.

If you're hiring your third employee, it's probably safe for me to assume that your company is relatively young. Google, obviously, is a big, established company.

While you almost certainly cannot compete with Google compensation-wise, there are plenty of things startups like yours can offer that a big company like Google simply cannot. Playing up these intangibles, and identifying candidates who are truly interested in those intangibles, is something you can't afford not to do with early hires.

Put simply: you need to look for candidates who are excited about becoming Employee #3 at a young company, not candidates who are excited about getting a great job at any company.