If you wouldn’t work with someone for 10 years, don’t work with them for a single day. Let’s get real about company culture—it exists whether you define it or not. It’s in every interaction, every value, every action your team takes. And it starts with YOU, the founder. You have to be careful about the culture you’re building inside your walls. One common mistake founders make: hiring people you don’t fully trust or genuinely want to work with just because they dazzled you with their resume or they seem well-connected. Maybe they’re good on paper, but they’re not good for YOU. I’ve seen this over and over—founders overlooking their gut instinct, tempted by what someone could bring to the table, even if their internal bullshit detector says, “This doesn’t feel right.” Ask yourself: 🤔 Do I trust this person? 🤔 Am I excited to be working with this person? 🤔 Is there a growing excitement among the rest of the team about this person? Simple questions, but it’s easy for founders to skip them—and end up wishing they hadn’t. The truth? If you wouldn’t want to work with someone for the rest of your life, don’t bring them on board at all. Your culture depends on it. Check out the latest episode of The 0 to $30 Million Blueprint to learn what to look for when making your startup’s first hires. 👇
Steli Efti love this and it's so true. I wrote a post today about it as well.. wild how many times you see this movie.
NovaVente
4w
Powerful advice. It is important to trust your instincts and prioritize the right fit for a thriving company culture! Thanks!
> hiring people you don’t fully trust or genuinely want to work with just because they dazzled you with their resume or they seem well-connected what if it's out of a founder's ego though? say, it's them causing friction, not the person getting hired?
Rob Green
2w
To me, culture is the default mindset with which we interact with each other. Another way I've heard this is, "Culture is what happens when the CEO leaves the room." The same goes for IC roles - If your gut tells you something is off with the leadership, don't ignore it.
Becoming an outstanding person should be the priority than, not losing humbleness meanwhile is the real deal
Paulo Flores
2w
Your gut instinct is often your best hiring tool. A resume might look great, but if you don’t trust or feel excited about working with someone, it’s a red flag.
Building a strong company culture is crucial. Trust and excitement in team dynamics can lead to lasting success. What elements do you value most when hiring?
Building a solid company culture starts with trust and genuine connection. Those vibes matter, don’t underestimate 'em
I ghostwrite educational email courses for SaaS companies. Recovering tech nerd. RWTH graduate (Ph.D.).
4wThis really works both ways. As someone who switched between different roles and industries, I learned to trust that gut feeling during interviews too. When something feels off about the company culture or the team dynamic, it usually is. Even if the role looks perfect on paper. Those first impressions during interviews rarely lie.