If I was at a bigger company, trying to hire incredible "full stack" employees, here's what I'd do:
1. Go to communities like @IndieHackers, @megamaker.
2. Find indie creators earning $5k-12k/month from their projects.
3. Offer them a salary that's 2-3x their current revenue.
1. Go to communities like @IndieHackers, @megamaker.
2. Find indie creators earning $5k-12k/month from their projects.
3. Offer them a salary that's 2-3x their current revenue.
Mosts indie creators have an annual revenue goal in mind ($120k, $200k, $300k).
Many of these indie makers would be unbelievable employees, but aren't currently looking at job postings.
Make them an offer that helps them achieve their financial + freedom goals to entice them!
Many of these indie makers would be unbelievable employees, but aren't currently looking at job postings.
Make them an offer that helps them achieve their financial + freedom goals to entice them!
Hiring managers are missing out on incredible people who, by "working in public, have proved what they're capable of.
You don't even need to schedule a call to "get to know them!"
Just DM them & make them an offer: "Hey, if we paid you $200k/year, would you come work for us?"
You don't even need to schedule a call to "get to know them!"
Just DM them & make them an offer: "Hey, if we paid you $200k/year, would you come work for us?"
I don't buy this narrative that indie hackers don't have good team skills or "wouldn't make good employees."
Sure, they're escaping something (bad bosses, bad pay, boring work), but you (as an employer) can create a positive environment that encourages autonomy, creativity, etc.
Sure, they're escaping something (bad bosses, bad pay, boring work), but you (as an employer) can create a positive environment that encourages autonomy, creativity, etc.
As an example:
In 2017, I was making about $190k/year as an indie creator.
But I was stressed. Three launches didn't work out. I had some personal issues going on.
At the time, I would have gladly taken a $250k/year salary, *especially* if it was a great company.
In 2017, I was making about $190k/year as an indie creator.
But I was stressed. Three launches didn't work out. I had some personal issues going on.
At the time, I would have gladly taken a $250k/year salary, *especially* if it was a great company.
From a Jobs to be Done perspective:
"Indie creators are hiring 'start my own business' for certain jobs in their lives: financial margin, creative freedom, respect, flexibility."
As an employer, you can offer those benefits and get those kinds of employees.
"Indie creators are hiring 'start my own business' for certain jobs in their lives: financial margin, creative freedom, respect, flexibility."
As an employer, you can offer those benefits and get those kinds of employees.
A good bootstrapper is worth 5-10 employees.*
*(if you incentivize them correctly)
*(if you incentivize them correctly)
In the @megamaker community, 61% of indie makers say they'd take the job. 
I honestly feel like entrepreneurial employees are worth 5x a regular employee. They're worth pursuing.
(In my career, I've hired a handful, and they've all been incredible)
Even if they don't stay forever, many will stay 5+ years and contribute at a high level.
(In my career, I've hired a handful, and they've all been incredible)
Even if they don't stay forever, many will stay 5+ years and contribute at a high level.
Employers who are "afraid entrepreneurial employees will just leave" should turn it around:
"How can we create a work environment that will encourage (even our most entrepreneurial) employees to stick around and contribute at a high level?"
"How can we create a work environment that will encourage (even our most entrepreneurial) employees to stick around and contribute at a high level?"
https://twitter.com/angrigoryan__/status/1405241398400593931
BTW – by “bigger company” I'm not really thinking of FAANG or massive enterprises, but teams that are 20-50 people.
(Heck, if the culture was right, I think even a company with 1,000 people could be ok.)
But once you get to true enterprise-level (10,000, 10,000) that's hard.
(Heck, if the culture was right, I think even a company with 1,000 people could be ok.)
But once you get to true enterprise-level (10,000, 10,000) that's hard.
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