This is a common problem among ex-founders. Founders, almost by their nature, will take unconventional paths to get where they are. Many are highly talented and

This is a common problem among ex-founders. Founders, almost by their nature, will take unconventional paths to get where they are. Many are highly talented and fast learners and can be great employees. But to medium and large companies which have trained their processes to find conventional and stable people, these founders look like red flags. It's a shame because typically the self-starter high ownership type of person that companies love and think are hard to find are the exact traits these founders have. For founders, the reality is that part of their skillset is not transferrable into a more structured company. Working with bureaucracy, interviews, communication, working with large groups of people, high amounts of structure, planning, and risk mitigation are not skills that overlap with starting a company and going from 0 to 1. If you're a founder type who wants to take a break and work at a more established company, you should be prepared to make this transition. All is not lost though - if you plan to start another company someday, be a sponge for how a larger company works - it will pay dividends later when you need to create this yourself.