Investing in people: the most important decision a founder makes

Early on, founders are absorbed by product, funding and customers, and hiring can feel like a side task done in a hurry. Experience says otherwise: the quality of the first team sets the pace of everything after it, and a single early hiring mistake can cost months of effort.

Hire for values before skills

Technical skills can be learned; honesty, curiosity and the ability to work with others are much harder to change. Ask about real situations in interviews: when did the candidate get something wrong, and what did they do? When did they learn something new on their own initiative?

Continuous development is not a luxury

Set aside time and budget for the team to learn, however modest: a short course, a specialist seminar, or a weekly hour where a colleague shares what they have learned. These small investments raise capability, reduce turnover and make the company a place talented people want to join.

Recognition and clarity

People give their best when they know what is expected of them, see the effect of their work and are recognised for it. Make goals clear, talk with your team regularly about their progress, and celebrate wins, however small.

In the end, a product can be copied and a price can be matched, but a close-knit team that learns fast is an advantage that is hard to imitate.