When starting a new venture, your team is often small due to timing, budget, or uncertainty. Growing a team from a small starting point takes careful thought about both the current needs and the future. When only a handful of people are on the team, each hire has a dramatic increase in the communication costs and cognitive load of relationships. There is a combinatorial jump as N goes from 2 through 6 that is unavoidable.
On a small team, each member has to cover a wider spectrum of topics, even if the depth of understanding or time commitment of each topic is small. Someone needs to do all the little administrative tasks but they do not all sum to an amount of work that represents a full position. And that is often the case for many other topics. You do not need specialists yet.
But the software and technology industry is geared towards specialists. The cynic would say it is because it is easier to put people into a box with a label and disregard the other skills someone has. I think it is simply the nature of a tech industry culture dominated by huge players that are assembling large teams that are looking for very specific specialized roles. Those companies’ influence sets the tone of the discussion. When someone might get a job at a 10,000 person company or a 100 person company, which framing are they going to gravitate towards for themselves? It seems the gravitational pull of the big players wins out.
So building a small team is difficult. It is intrinsically difficult to do, and the hiring marketplace is slanted against giving you the information you need.
My advice, and the techniques I use follow.Continue reading