Regarding the problem of losing in-house skills and experience, how about the notion of continuous hiring, in other words add another tech worker about every 3-

Regarding the problem of losing in-house skills and experience, how about the notion of continuous hiring, in other words add another tech worker about every 3-4 months? Then you have a rolling system where there's enough overlap that when employee #6 leaves, employee #9 or #10 can take up the slack pretty quickly. I suppose it's not easy to "time" your hires because it's so hard to find the right fit, but if you can hire a reasonably good fit within a 2-3 week recruitment window then you can space them out. The other advantage is that the earlier employees gradually get more staff to train and delegate the work to, so they will feel actively involved in relieving themselves of the 60-80 hour/week pressure and meanwhile their equity is continuing to build up. I'm not a start-up founder (yet), so this may be fundamentally flawed thinking. Any comments?