The Key Mistakes in Hiring that Startup Founders Should Avoid

In other words, if it's gonna take 200 hours and you spend it, you need to spend 20 hours a week to get it done that quarter. If you spend 10 hours a week, it's gonna take you 2 quarters, and a quarter is an eternity in a, in a startup. That's one thing. The second mistake, which I've fallen into myself sometimes, is you start to get in that conversation where you compromise a principle you have. In our case, that principle is we look for long-term company builders. We look for other people who've been 5, 6, 7, 8 years and been promoted and built other companies. And longevity matters a lot. And then every now and then have a leader and kind of, we get involved in this discussion and we get, we convince each other that like it's okay to actually hire someone who's moved around a lot more, which again, that might be fine for some, but for us that was not part of our hiring principles. And so we bend the principle and 99% of the time you regret it. You should have just stuck to your original principles.

Yeah. Hiring is hard and firing boldly to get the right team in place is probably the hardest thing leaders have to do.