Thread by @shiyankoh

Human Capital. Sourcing, sorting, winning and retaining great talent is at the top of every founder's to-do list,

We spent some time with @meghanared and @digmonster uncovering hard won lessons from @nerdwallet @zynga @loom @framer

1/ Mission matters - In the early stages, people are joining because they believe in the vision of the future that you are articulating; too often founders jump straight into recruiting/interview mode before the candidate has even opted-into a process

2/Don't try to shortcut the upfront work of scoping the role - what do you envision this person doing? Early conversations are much more interactive in articulating this and getting buy-in than one might expect

3/Sourcing is a grind for everyone, and there are no easy answers. Pre-Series A, almost all recruiting is network based, so spend time harvesting your team's network, as well as that of advisors and investors to get your JDs distributed

4/ Leverage social media to tell your story proactively and consistently - building employer brand is a long process and cannot happen overnight.

5/Interviewing is important, but is often done badly - be clear what you're looking for in the process, and be able to tie what you're asking to what you're looking for!

6/HR - By the time you hit 40-50 people, you should invest in building a robust HR function, to handle the core compliance/legal, but also to be proactive about setting out leveling and compensation, employee relations issues, new manager training etc

Or as #CharlieMunger suggests:

1) Don’t sell anything you wouldn’t buy yourself.
2) Don’t work for anyone you don’t respect and admire. 3) Work only with people you enjoy.

Challenge is communicating that your startup fulfils these conditions to candidates!