Absolutely agree -- if you combine "fast to fire" (as soon as you've decided) with generous severance, you're probably at the optimal spot. The "HR (outsourced

Absolutely agree -- if you combine "fast to fire" (as soon as you've decided) with generous severance, you're probably at the optimal spot. The "HR (outsourced) exists to handle payroll/benefits compliance; founders and line managers deal with everything else for as long as possible" seems like the only way to make this work, though.