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I pretty much agree with you, but the stronger counter-argument would be that having those things makes recruiting a lot easier. Top-talent engineers are going
by dcolkitt 6y ago
I pretty much agree with you, but the stronger counter-argument would be that having those things makes recruiting a lot easier.
Top-talent engineers are going to be a lot more reticent to join a startup where the systems are constantly on-fire and held together by duct tape. The first few hires set the standards and corporate culture, so this can have a real impact on the company's long-term viability.
- deleted 6y ago[deleted]
- timr 6y agoYou're talking about two different scales: if you're at the stage where you're choosing between selling and building on a daily basis, worrying about your recruiting pipeline is a second-order problem (if not a third-order problem). Once you, as a founder, have the luxury of hiring (presumably because you've done step one correctly), your time is then a choice between selling and recruiting, and in the early stages of that, recruiting isn't going to be much more than trying to convince good people you already know to join your team. These people aren't going to say no based on your CI system. Having made the mistake myself (multiple times), OP is 100% correct, and it's one of those messages that can't have any nuance, or people won't do it right. It's a treacherous vortex of failure for programmers-turned-founders: coding is much easier and more familiar than selling, so you find all sorts of reasons to write code when you should be talking to customers.
- wolco2 6y agoOr could attract those who like to find fault / rip apart your processes and impose order. That person might be what you need..