Not a day goes by where I don't get an email (or a call) that says: "Hi Michael, congratulations on your recent funding. My firm specializes in helping young companies round out their management teams...." You get the idea.
a) I know who I want to work for me; if I don't, I'm screwed.
b) A startup can't afford to pay 15% of one's salary to a recruiter.
c) I don't want some unknown quantity who interviews well, to later pee in my pool.
d) I don't want someone working for me that thinks it's cool to work for me know that I have funding and some blog coverage.
e) I don't want to "round out my management team" if I just raised a seed round 3 months ago. Doing so would be rounding around the bowl.
Fact is, early stage startups need to keep as lean as possible until things are validated. You need leadership, business acumen, product, and development - that's it. Hopefully you can get multiples in a small handful of bodies.
Cc:Betty is 4 full-time guys. We manage to get a release out each week, of quality stuff, no drama, pure execution. That's the way things ought to be at an early stage. I wish I would have done it this way last time around.
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