From Solo to Small Team
At some point, the founder can no longer do everything. Building a team is a crucial (and challenging) phase.
Early Hires
Order matters. First hires typically:
- Cover the founder's weakest area
- Take over administrative or delivery work
- Serve as growth multipliers
Employees vs Contractors
| Employee | Contractor |
|---|---|
| W-2 in US | 1099 in US |
| Benefits obligations | No benefits required |
| More control | More limited control |
| Long-term commitment | Project-based |
Misclassifying workers creates legal risk. When in doubt, consult a lawyer or accountant.
Finding Talent
- Personal network (best for early hires)
- Industry-specific job boards
- Community (Oromo, Ethiopian, immigrant-focused groups)
- Universities for interns
Interviewing Well
- Ask behavioral questions ("Tell me about a time when...")
- Test skills with a relevant task
- Check references
- Cultural fit matters (but beware bias)
Compensation
- Market research: levels.fyi, Glassdoor
- Mix of salary + benefits + equity (if applicable)
- Clear written offer letter
Culture from Day One
Write down:
- Mission and values
- Expected conduct
- Communication norms
- Accountability model
Early Team Mistakes
- Hiring too fast
- Tolerating underperformance
- Unclear roles and expectations
- Avoiding hard conversations
When to Fire
Better to let someone go sooner than later. Be respectful, documented, and legal. A mismatched hire usually hurts the team more than the hire.
Key takeaway: Build the team deliberately: cover your weaknesses, hire well, clarify expectations, and address mismatches early.