Section 3: Team, Talent & Ops
Overview
Your technology won’t scale without the right humans behind it. This section helps founders build early team infrastructure, define hiring priorities, and install lightweight operating systems to support clarity, speed, and culture from Day 1. It’s about building a crew that can survive zero gravity—and zero margin for error.
Part 1: First Principles of Team Building
Founder's Mindset:
Hire for mission obsession over credentials.
Prioritize versatility and velocity over specialization.
Culture is not perks—it’s what gets rewarded and tolerated.
Exercise: "Crew Manifest" Worksheet
What values define this company?
What behaviors are non-negotiable?
What is the profile of an early team member who would thrive here?
Output: A founding team culture blueprint.
Part 2: Org Design for 0–12 Employees
Tool: Zero-to-One Org Map
CEO / Co-founders
Technical Lead(s)
Ops/PM/Program Manager (Fractional)
Part-Time CFO or Bookkeeping
Legal (on-call)
External Partners: Fractional CMO, Advisors, Contractors
Tip: Don’t overbuild your org chart—build a team that maps to milestones.
Template: Org Design by Milestone Table
MilestoneFunction NeededFull-Time or FractionalWho Owns It Now
Part 3: Hiring Systems
Purpose: Install structured, bias-resistant systems to source and select top talent.
Resources:
Hiring Scorecard Template
Role Definition Canvas
First 10 Hire Profiles (Eng, Ops, GTM)
Tool: Early-Stage Hiring Funnel
Define outcomes, not job titles
Outreach with mission-first language
Evaluate on test projects & value alignment
Close with clarity on equity, purpose, and autonomy
Exercise: Write your first three hiring scorecards.
Part 4: Leadership & Performance Systems
Install Lightweight Ops to Avoid Chaos Later
Tools:
Weekly Team Sync Agenda (15-min standup)
90-Day Rock Planning (EOS-style)
OKRs for Technical & Business Goals
Notion/Asana-based Accountability Tracker
Templates:
“Flight Deck” – A one-page ops dashboard
Talent Pulse Check Template (Monthly 1-on-1 guide)
Tip: Don’t just track tasks. Track trust, momentum, and clarity.
Part 5: Working with Fractional Talent
Why It Matters: You don’t need a full-time CMO, CFO, or COO—yet.
Resources:
Guide to Working with Fractional Execs
Contract Templates for Advisors & Experts
How to Scope a Fractional Engagement (Tool)
Use Cases:
Part-Time CTO to unlock SBIR readiness
Fractional CFO for grant and runway planning
External BD lead to pursue dual-use customers
Part 6: Founding Team Legal & Equity Hygiene
Critical Steps:
Formalize IP Assignment (everyone signs)
Issue equity with 4-year vesting, 1-year cliff
Create a Founders’ Agreement (Roles, Exit Terms)
Keep an updated Cap Table in Carta or equivalent