I'm delighted someone’s finally written this all down in one place. So many founders I speak to are waiting on the cheque before they move but it’s belief that builds the team, not the bank account.
Totally. I think the best leaders spend much of the recruitment process talking to the vision & mission (ie selling & alignment) even to the point of putting off recruit as their inner voice is saying "this is not for me". Vs junior or inexperienced hirers are in interview mode most of the time
"Replace top-down control with clear context and high autonomy."
It's not just a playbook for a mission-driven, money-strapped early-stage startup. It's a playbook for any company that wants to keep talent.
One would wonder why there are so few companies following W.L.Gore or Valve, and why these stand against almost everything that the VC landscape is built on.
Having said that, though, running a company built around radical autonomy and radical transparency, these can take you only thus far.
Anyway, sadly, I don't expect this part to become the mainstream move for startups. At the end of the day, there will be pressure for revenues per employee, and all the aspirational culture will go down the drain.
I'm delighted someone’s finally written this all down in one place. So many founders I speak to are waiting on the cheque before they move but it’s belief that builds the team, not the bank account.
According to First Round Capital, founders who build community before product are 2x more likely to attract early hires: https://review.firstround.com/the-importance-of-community-in-early-stage-startups
Thanks for sharing. The firstround link is broken just so you know
At the end of the day, it's all about the people. Hiring slow is so important to get the right people on your bus.
💯 - well said 😁
This is about how you use storytelling to drive your product and attract talent, funding, and customers.
Totally. I think the best leaders spend much of the recruitment process talking to the vision & mission (ie selling & alignment) even to the point of putting off recruit as their inner voice is saying "this is not for me". Vs junior or inexperienced hirers are in interview mode most of the time
Hiring’s really about seeing who can handle the chaos you’re creating. 😀
Build first, hire later, lead always… what a great line!
Glad you like the piece & thanks for sharing your wisdom 🌟
"Replace top-down control with clear context and high autonomy."
It's not just a playbook for a mission-driven, money-strapped early-stage startup. It's a playbook for any company that wants to keep talent.
One would wonder why there are so few companies following W.L.Gore or Valve, and why these stand against almost everything that the VC landscape is built on.
(Actually, no, one wouldn't wonder if one pays attention: https://www.pcgamer.com/gaming-industry/multi-billionaire-gabe-newell-says-the-whole-startup-culture-of-pitching-vcs-for-capital-makes-no-business-sense-a-great-way-of-destroying-money-and-wasting-peoples-time/)
Having said that, though, running a company built around radical autonomy and radical transparency, these can take you only thus far.
Anyway, sadly, I don't expect this part to become the mainstream move for startups. At the end of the day, there will be pressure for revenues per employee, and all the aspirational culture will go down the drain.
Brilliant edition