The second part of how to hire: try not to.

You also want to fire people who a) create office politics, and b) who are persistently negative.

If you compromise and hire someone mediocre you will always regret it.

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

A small communication breakdown is enough for everyone to be working on slightly different things. And then you loose focus.

Momentum and growth are the lifeblood of startups. This is probably in the top three secrets of executing well.

You can't be focussed without really great communication