I think it makes a lot of sense to pay extra attention that the first hires have a passion for the mission. Passion could be driven by just a great product but

I think it makes a lot of sense to pay extra attention that the first hires have a passion for the mission. Passion could be driven by just a great product but also good equity package (with some flexibility of selling equity before an exit, IMO important for early employees. Maybe your former colleague could get passionate about your company under such terms? If not, but the person is fairly senior and has excellent skills, I'd still consider hiring them but make it clear that's a different role and not the pillar shaping the company but rather a person laying a good technical foundation. That way you can hire another person that is more committed to the company but could benefit from that technical foundation. But otherwise, I'd pass. I've been working at startups for 10+ years and while I understand the negative association with 'passion' and saw that as excuse for bad compensation as well, I'm gonna assume you're not just looking for cheap labor but truly people who can grow with the company and and benefit from it success. In that case it would be a shame to hire a person for which it's just another job. (There are plenty of jobs if that's what one is looking for.)