Don’t assume that more people equals better results. Hire slowly works for many reasons.

You and I both know that we are only as good as our people. We also know that optimizing your hiring process (like Google does in this NY Times article) requires structured behavioral interviews where the traits you desire are matched with the candidates in front of you.

As a startup investor and advisor, I also recommend structuring good compensation plans that match the stage and assets of your company.

But there is another issue that I have observed lately with startup companies and CEO’s who have just raised some funding–hiring too fast.

The thought process seems obvious:

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