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GSV Bootcamp: Week 4 Credly Update
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What is more important- your startup plan or early hires? How are they integrated?
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Why is it important to be able to sell your vision both internally and to new hires? And why is it important to hire people who believe in your vision? Why is it not good enough to simply say "Who is an A player?"
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What are the risks and pitfalls of bringing experienced people/big titles from big companies?
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How should you think about incenting people to stay with equity?
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Where can you find people to bring on to your team?
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How early should you think about culture at your startup?
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Does everyone need a co-founder? How do you find one?
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Why is it as important to 'get the wrong people off the bus as it is to get the right people on the bus'?
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