This is a YouTube video titled "https://www.youtube.com/watch?v=oSFodNqVTN0" containing a discussion between two speakers about the challenges startups face when scaling, particularly maintaining connection to their original mission and values. The conversation focuses on the importance of early hires and preserving company culture during growth. The speakers are not identified as Ben Morton.
So I think again, one of the challenges that many startups have as they really start to scale rapidly, can sometimes be losing sight or losing the connection with the original mission and purpose and values. And why, why you started the business. Right. So as you potentially look to scale internationally, how do you keep that, that focus on the hyper local activities and the, and the relationships? Right. Because there's got to be a danger that you lose the essence of Love to Visit. Right.
Have you seen the movie, the founder, the McDonald's? Yeah, that was a. I watched that movie not long ago. It's that feeling of losing who they are when they were changing the menus and it wasn't. But yeah, for Love to Visit, there's no silver bullet with it. There's no silver bullet for us. It's been putting in the time and the energy, you know, to show people around us what that is, repeating it over and over again, taking people under our wings so that they feel for the platform the way that we feel. Because as we scale, you're right, you know, we're not going to be able to speak to everybody on the team one on one. We do know that and it's scary, but because we've surrounded ourselves with incredible people, we know that that's going to be the future as well. And I think Alice Fed and I were talking about this a couple of weeks back. The first 10 hires for a starter are crucial. Crucial because those are the people who are with you from day one. I think a huge proportion of what we did was, was luck. I will say that it was. We are so lucky to have the first people that we hired with us because they, you know, they had no reason to join us. I mean, like, there was no platform. We hadn't, there was no line of code written for the platform. And they just, they believed in the obsession and the passion that we had. They could see what it was that we wanted to do. So maybe, you know, partly it's because of how much they could see in us as founders, but also, gosh, a lot of luck. We're very, very lucky with those first 10 hires for.
