Don't forget that when you get to the point of Hiring Employee #1, tell them that you may have to fire them or that they may be let go through not fault of their own if the revenue and expenses don't line up the right way.
I have had that conversation with each of my new hires (we're at 10 people). I want them to know up front that they're taking on some risk and that there's no free pass in a small company in the same way that there is in a big company.
That all may seem obvious to anyone reading here. It may seem to be an implied part of joining a small company (or any company). But that part of the conversation is important. It also reminds people that their work has actual value.
> tell them that you may have to fire them or that they may be let go through not fault of their own
This is really great advice. If there's one thing almost as good as being in rock-solid employment, it's having a clear and accurate view on what the stability of your employment position is.
I have had that conversation with each of my new hires (we're at 10 people). I want them to know up front that they're taking on some risk and that there's no free pass in a small company in the same way that there is in a big company.
That all may seem obvious to anyone reading here. It may seem to be an implied part of joining a small company (or any company). But that part of the conversation is important. It also reminds people that their work has actual value.