For most of the early hires you make in a startup, experience doesn't matter very much, and you should go for aptitude.

Stay focused and don't try to do too many things at once. Care about execution quality.

You have to save the vision speeches for when the company is winning. When you're not winning, you just have to get momentum back.

Because it's one of these sort of connections between nodes- every pair of people adds communication overhead.

You don't need to make the structure complicated, in fact you shouldn't. All you need is for every employee to know who their manager is.

You have to be decisive. Indecisiveness is a startup killer.

There are 3 things I look for when I hire people. Are they smart? Do they get things done? Do I want to spend a lot of time around them?