Founders

probably a YMMV situation but what do y’all think makes more sense for a pre-PMF company with < 5 employees:

1. hire slowly, only the perfect technical & culture fits
2. bring on whoever to progress the company even if you’re compromising (ie doesn’t care about product, remote vs in-person, not communicative)

context: we really need more hands on deck because we have a lot of things to ship (thankfully validated & asked for by customers), but it’s hard to find an in-person, web3-native/interested, product/customer-minded founding engineer in SF 😅

we definitely think they exist - just would take a lot of time..

I think the only stickler is in-person. The founding dev you're looking for has way more leverage and offers that you have to compete with. Devs like working async too. But look slowly and you will find someone. 

source: i hired a lot of founding engineers for 3+ seed/series a startups

Gamer, educator, dev translator | building tabletop.xyz | Writings, memes, thoughts, and mints in /nerdery | lead /tabletop /gaming /sobriety

LOL, right yep, totally for a friend 😂

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did y’all end up hiring remote folks knowing that tradeoff and did it turn out well? looking back would you have preferred waiting for someone in-person?

Went through this a year ago.
Hire carefully, remote opens up far more high value candidates despite the productivity challenges.