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For most software startups, this translates to keep growing. For hardware startups, it translates to don't let your ship date slip.

Sam Altman

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Sam Altman
Age: 39
Born: 1985
Born: April 22
Entrepreneur
Chicago
Illinois
Samuel H. Altman
Samuel Altman
Software
Ships
Translates
Growing
Hardware
Keep
Slip
Slips
Translate
Ship
Date

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I think as a rough estimate, you should aim to give about 10% of the company to the first 10 employees.
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The single word that matters most I think to keep the company productive as it grows is alignment.
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Most of the best hires that I've made in my entire life have never done that thing before.
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Every company has a rocky beginning.
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A single mediocre hire in the first five will often in fact kill a startup.
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We talk to a team they've gotten new things done, that's the best predictor we have that a company will be successful.
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You need this sort of a tailwind to make a startup successful.
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Remember that the idea will expand, and become more ambitious as you go.
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The startups that do well are the ones that are working all the time.
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Another way of looking at this, is that the best companies are almost always mission oriented.
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As you grow, it feels hopelessly corporate but it really is worth putting in place these compensation bands.
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To get the very best people- they have a lot of great options, and so it can easily take a year to recruit someone.
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You have to let your team get all the credit for all the good stuff that happens, and you take responsibility for the bad stuff.
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A board member of mine used to say sales fix everything in a startup, and that is really true.
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Founders are usually very stingy with equity to employees and very generous with equity to investors. I think this is totally backwards.
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Founders need to figure out what the message of the company is going to be.
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Obsess about the quality of the product.
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In general though, if you look at the track record of pivots, they don't become big companies.
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Most founders have not managed people before, and they certainly haven't managed managers.
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You don't need to make the structure complicated, in fact you shouldn't. All you need is for every employee to know who their manager is.
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