All very good and valid points. But I assume you advise founder not to write their own legal contracts or do their own accounts and audits? To take qualified professional help, or at least advice!? Yet whilst admitting your people are your number one priority and key to success, you don’t mention the use of a professional search company. Why is that? I can guess, because there are so many bad recruiters out there. But also so many bad lawyers and bad accountants, due diligence is always required. but the right search firm is more valuable than a good lawyer or accountant.
Good point! You’re right—just like with legal or financial stuff, it pays to bring in experts when it’s critical. And yes, a great search firm can absolutely be a game-changer, especially if they really “get” your business and culture.
But here’s the catch: unlike with legal contracts or accounting, a founder’s direct involvement in hiring goes beyond technical expertise. It’s about building the DNA of the team, the vibe, the mission. Early-stage startups especially need founders in the trenches, not just delegating.
So, while a stellar recruiter can be hugely valuable, they should be working alongside the founder—not replacing them.
100% The founder or a member of the founding team have to lead on the early hires at least. For my part, trying to avoid a pitch, we only work directly with the founders for exactly the reasons you mention. The founders have to to be the face of the process
All very good and valid points. But I assume you advise founder not to write their own legal contracts or do their own accounts and audits? To take qualified professional help, or at least advice!? Yet whilst admitting your people are your number one priority and key to success, you don’t mention the use of a professional search company. Why is that? I can guess, because there are so many bad recruiters out there. But also so many bad lawyers and bad accountants, due diligence is always required. but the right search firm is more valuable than a good lawyer or accountant.
Good point! You’re right—just like with legal or financial stuff, it pays to bring in experts when it’s critical. And yes, a great search firm can absolutely be a game-changer, especially if they really “get” your business and culture.
But here’s the catch: unlike with legal contracts or accounting, a founder’s direct involvement in hiring goes beyond technical expertise. It’s about building the DNA of the team, the vibe, the mission. Early-stage startups especially need founders in the trenches, not just delegating.
So, while a stellar recruiter can be hugely valuable, they should be working alongside the founder—not replacing them.
100% The founder or a member of the founding team have to lead on the early hires at least. For my part, trying to avoid a pitch, we only work directly with the founders for exactly the reasons you mention. The founders have to to be the face of the process