Startup Hiring and Management

Early hiring and people systems that do not collapse the team's speed. Focus: first hires, clear roles, structured interviews, lightweight management cadence, and separation when needed.

When to Use

• Planning first 1-10 hires and sequencing roles
• Writing role scorecards and interview plans
• Designing an interview loop and evaluating candidates consistently
• Offers, compensation and equity basics (conceptual; align with counsel/accounting)
• Onboarding and delegation habits
• Installing a management cadence (1:1s, goals, feedback)
• Performance improvement plans (PIPs) and termination process

When NOT to Use

• Deep legal employment advice -> startup-legal-basics
• Org design at scale (50+ people) without additional context