As you grow, it feels hopelessly corporate but it really is worth putting in place these compensation bands.

These all sounded really bad, but they turned out to be good. If they had sounded really good, there would have been too many people working on them.

I think as a rough estimate, you should aim to give about 10% of the company to the first 10 employees.

In the beginning of a company, there is no management and this actually works really well.

To get the very best people- they have a lot of great options, and so it can easily take a year to recruit someone.

In the early days of a startup, people's compensation is whatever you negotiate with a founder and it's all over the place.

Most good founders that I know at any given time have a set of small overarching goals for the company that everybody in the company knows.