Dream Team #92

Jason Kirby
Oct 1, 2024

Hi,

In this week's edition, I share my take on hiring for early-stage businesses.
 Also; 

📸 - Social Snapshot- AI is watching

đź“Š - VCs should stay in their lane

🎙️ - Episode 56: Funding Alcohol Innovation

🆓 - Startup resource- Term Sheet Negotiation Playbook

Welcome to issue #92! 

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Techstars is on the lookout for startup teams tackling big challenges — teams driven by an intrinsic motivation to create solutions that address real-world problems.

Their Spring term applications are now open. If you’re building something you believe in and think could be the next big thing, apply now.

Applications will be open until November 20. Learn more and apply at apply.techstars.com. 

Techstars Logo

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WhatsApp Image 2024-10-01 at 14.54.52

Has this happened to you? A real-life blooper shared by Alex Bilzerian on X
Also:
✨ Is "god mode" the next thing after founder mode? ICYMI: Sam Altman's latest post on AI

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Episode 56: Demystifying the Debt Sandwich

EP Art (2)

Last week, I spoke with Ari Newman of Massive.vc. He shared more on why SAFEs aren't so safe, plus, learn more about his journey from entrepreneur to investor. 

Watch Now

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Data Corner

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VCs should stick to VC

According to this report from Pitchbook, venture capitalists should stick to their lane. According to them, "VCs that stick to their domain expertise when investing in startups have generated better outcomes."

Their analysis (powered by AI) showed that startups with lead investors who have strong domain expertise are 1.2x more likely to achieve a successful exit than those backed by generalist VCs.

This expertise is especially crucial in the early stages when finding product-market fit and in highly technical fields like pharma and HealthTech.

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Talking Talent

I've been hiring lately (the team has nearly doubled in the past few months) so I wanted to talk talent.

Building a strong team is one of the trickier parts of scaling your business. It’s not just about filling seats; it’s about making sure you have the right people in the right seats at the right time.

Trust me, the hires that make sense when you’re a scrappy five-person team don’t necessarily fit when you’re suddenly responsible for managing 50 people. You may feel pressure to hire when fundraising to show investors what you're doing with cash/show growth, but is it the right time for you?

this is fine talent

1. Hire for the Future, Not Just the Now

In the early days, you’ll have people wearing multiple hats (and maybe a few other accessories). But as you scale, you’ll need specialists—people who can go deep in their area. Growing your product? Hire engineers who can handle complexity at scale. Trying to expand your market? You’ll want a marketing guru who understands data-driven strategies. The trick here is to think ahead—hire for where your business is going, not just where you are right now. Remember that 5-year plan you've been flashing at investors? Bring in talent with that in mind.

2. Culture > Résumé

Here’s a hot take: don’t get too obsessed with résumés. I’ve made some of my best hires by focusing on culture fit rather than the perfect background. Skills can be learned, but if someone doesn’t vibe with your team, it’ll kill morale fast. You want people who’ll thrive in the chaos, love the mission, and are ready to grow with you. Your company culture is your secret weapon—don’t compromise it for a shiny CV.

3. Invest in Leadership Early

As founders, we often want to handle everything. But as you scale, you’ll need people who can take things off your plate. Don’t wait too long to bring in senior talent—it’s been a game-changer. Having the right leaders in place means you can focus on strategy and fundraising instead of micromanaging every department. Your job is to steer the ship, not pull every rope.

4. Keep Your Talent Happy

Attracting top talent is one thing, but keeping them is another. Competitive salaries and equity are important, but creating an environment where people feel valued, heard, and challenged will keep them around longer. Build a culture that encourages growth, open communication, and, yes, even a little fun. You don’t want it to feel like an endless grind.

In the end, growing successfully comes down to building a team that’s equipped for growth. Hire for your future needs, prioritize culture, invest in leadership, and keep your people happy. Do that, and you’ll build a team that not only scales with you but thrives with you.

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Happy with Fundraising Demystified?

đź‘Ť or đź‘Ž

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Free Fundraising Resources

This week, we share our playbook for setting up your data room to make you investor-ready.

đź“– - Playbook for Setting Up and Sharing Your Data Room - Download it Here

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Let's stay in touch:
Jason Kirby

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