Many people prefer to work in a decentralised environment with no hierarchical rules. This gives them the freedom to move about and complete a range of jobs without being micromanaged by a management. Furthermore, many people prefer to work in smaller groups since it enables for deeper connections to establish among team members, which they like. You can visit growth central website to know more: https://www.linkedin.com/company/growthcentralvc/mycompany/
Naturally, many of the early employees are motivated by the stock options they obtain as part of the start-up. Share options, in my opinion, are not as useful as other things that may be developed as a result of the way start-ups are built, particularly outside of Silicon Valley.
So, if you want to hire people early in a start-up, search for people who are motivated by not having a micromanaging boss, by working in smaller teams and being part of tiny entities rather than a giant business.
Just keep in mind that the initial hire at a start-up is crucial. They can literally ruin your company if you’re not careful, so look for personnel who possess the qualities I just mentioned. When recruiting someone, look for people who are looking for what you have to offer, and be very clear about what you’re giving. https://www.linkedin.com/company/growthcentralvc/mycompany/
You don’t want any vague or misleading promises, and you don’t want buyers to be uncertain about what they’ll get. Don’t make any promises you can’t keep, and don’t promise people they’ll be with your firm in five years if you can’t be confident, you’ll keep them. The firm may fail, and that individual employee may no longer want to work there, so keep it simple and look for those attributes in the people you hire early in the start-up.