Thoughts on building a startup team | DailyBlink78
It’s always tough building a startup team especially when you are graduating from a non-premier institute in India. The difference is in the like-minded people that you find yourself around in a premier institute. It’s comparatively easy than finding someone like-minded in a non-premier institute. Everyone is dealing with their universe, you cannot literally force someone to join you on a journey.
Especially when the journey of building a startup is always in beta. The idea matures and expands with time, also becomes more ambitious as you go. It's like a treasure hunt, you look for the hint and go along with the best decision you can make at that moment. And you definitely need a team to execute an idea.
“Great execution is at least 10 times more important and a 100 times harder than a good idea…”
— Sam Altman
What is working for us?
You cannot literally find someone and make them onboard. Though we are not following any culture code as of now to join a new fueler in the team. We start off by working with them, working on projects, taking their insights, opinions and suggestions to make it better and based on that we make the final call if we are onboarding a new fueler.
“A single mediocre hire in the first five will often in fact kill a startup.”
— Sam Altman
The question is not about money, we believe we cannot, however, measure the actual impact of a product, based on which someone can be paid. The passion for the work can be seen in the work itself. That eventually brings out the best form of results for both the stakeholders.
Things you cannot do?
You cannot be emotional about the decision that you need to make for the company.
In the end it’s all about the value we bring into the table through our works. Once you are diverted from this, it might cost your productivity and I’m not sure if that is good enough for the whole team members.
Ending with few thoughts on building a successful team from Sam Altman”
“At the beginning, you should only hire when you have a desperate need to.”
“Later, you should learn to hire fast and scale up the company, but in the early days the goal should be not to hire. Not to hire.”
“The cost of getting an early hire wrong is really high.”
“One thing that founders always underestimate is how hard it is to recruit.”
“You think you have this great idea that everyone’s going to come join, but that’s not how it works.”
“One of the pieces of advice that we give at YC is: try to work together on a project rather than just doing an interview.”
“If someone is difficult to talk to, if someone cannot communicate clearly, it’s a real problem in terms of their likelihood to work out.”
“You need unstoppable people. You want people that are just going to get it done.”
“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.”
“You also want to fire people who a) create office politics, and b) who are persistently negative.”
What would come to your mind when you think of innovation in a video conferencing app?
So, I come across this application today: Miro
Miro is the online collaborative whiteboard platform. According to them it’s a platform for modern work, enabling collocated, distributed, and remote teams to communicate and collaborate across formats, tools, channels, and time zones — without the constraints of physical location, meeting space, and whiteboard
Different templates to make your jobs easier:
Tweet that helped me find this today:
