“Hire slow, fire fast” almost killed my startup.<\/p>\n
I had 3 weeks of runway left to launch.<\/p>\n
Traditional wisdom said take 8 weeks to find the perfect and expensive senior developer .<\/p>\n
I ignored it.<\/p>\n
Hired 3 hungry junior developers in 10 days. Cost: $45K total.<\/p>\n
They rewrote our entire MVP in 5 weeks.<\/p>\n
Revenue is up in the next year.<\/p>\n
Here’s what “hire slow” really means:<\/p>\n
You’re scared of making mistakes. So you overthink every resume. Interview 20 people. Check references twice. Wait for the “perfect” candidate.<\/p>\n
Meanwhile, opportunities die.<\/p>\n
Your competitor ships faster. Your runway burns. Your team gets demoralized waiting for reinforcements.<\/p>\n
“Fire fast” makes sense. Bad hires poison culture quickly.<\/p>\n
But “hire slow”? That’s risk-averse advice from people who never burned through their last $50K.<\/p>\n
Speed with systems beats perfection with paralysis.<\/p>\n
Clear job descriptions. Quick screening calls. Trial projects over endless interviews. Hire for hunger, not just experience.<\/p>\n
In a world where AI handles routine tasks, adaptability trumps years of doing things the old way.<\/p>\n
What’s riskier: hiring someone imperfect quickly, or missing your market window while searching for unicorns?<\/p>\n
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\nWriting at the intersection of AI, capital, and the future of the human job market – sharing mylife lessons, reflections, and honest takes from the founder-investor’s seat.<\/p>\n","protected":false},"excerpt":{"rendered":"
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