I'm in the early stages of my startup, currently pre-revenue, and I'm struggling to find an experienced full-stack developer. My concern is how to ensure that the developer I choose will be loyal and committed to the project, rather than just someone who takes payment and disappears. I need a co-founder who will invest as much time and energy into the business as I do, and I want to find a balance where they are compensated fairly but also share in the commitment to grow the business. I'm also looking for ways to attract a technical partner who isn't just driven by money, considering I've been in the industry for ten years and can bring a lot to the table, except for product development. Any advice on how to navigate this early phase without getting burned?
3 Answers
Don’t stress too much about them disappearing after you pay them—that’s business. If you want to build trust, you might need to create incentives for sticking around. Consider a vesting schedule for equity; this ensures they earn their shares over time. For example, giving them a chunk of shares after a year, with monthly allotments after that can help keep them invested in the long term. It creates a stake in the success of the business and compensates them fairly for their contributions.
It's worth considering why you think someone would take the money and run. It's pretty common for early-stage startups to offer equity instead of salary, but if you want to pay someone, be upfront about that. What’s key is showing the developer why partnering with you is a better choice than their current role. You should provide an environment where they don't just work for a paycheck but are motivated to see the project succeed. Clearly define the vision and plan to make it happen, so they see the potential.
To attract a committed technical co-founder, consider offering a significant amount of equity. Many experienced developers are looking for co-founder opportunities where they can share the long-term vision without solely focusing on immediate pay. A range of 10-50% equity may be appropriate depending on the level of skill and what each party brings to the table. It's also crucial to clarify your value proposition—what do you bring that complements their skills? This partnership is more about a shared vision than just filling a role.
Exactly! It’s about selling your vision just as much as securing a skill set. If they see the passion and potential, they’re more likely to stick around.