Opher Hofshi’s Post

It is funny how employees blame or hold the founders responsible for every small thing, be it their behaviour, be it a decision, but we also need to understand that many founders are 1st-time founders, cut them some slack, they are also learning and growing with the organisation. Nobody is a born founder, if you are working with a founder consider yourself lucky. They give up their sleep, their personal life, and a lot more to build a company! #startup

Teamwork makes the dream work, right? From day one, I've been a firm believer in the power of teamwork. Together, we can achieve so much more than we ever could alone. Growing a startup from scratch means you’re in the team-building business. It all starts with finding the right people who share your passion and vision. we reached for people with an obvious “𝗰𝗮𝗻 𝗱𝗼” attitude. Here are my three tips to get you started – specifically for going from 0 to 20+ employees. Because, - Your first initial hires have an outsized effect. - They establish the company culture. - They help you break through business barriers. When done right, the collective efforts of a well-aligned team can really push the company forward. ➟ Promote people who make the impossible, possible. ➟ You want your team to push boundaries & think differently. As per my experience, build a team that genuinely cares. When employees want to be the best version of themselves, You get better results! 🤝 𝗪𝗵𝗮𝘁 𝗱𝗶𝗱 𝘄𝗲 𝗹𝗲𝗮𝗿𝗻 𝗶𝗻 𝘁𝗵𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀? Find your product and your people - that’s the strongest foundation you can build. Ready to validate your idea or launch your startup from scratch? Start with our free getting started 1:1 startup hour now. #doerztech #startupfounders #teamwork

"I almost quit my own company. Many times. Given the enormous pressure, most days it made sense to just call it. But my co-founders would talk me off the ledge. Until I grew thick enough skin to do it myself. But here's the reality, Most founders do actually quit. The difference between the ones who do, and the ones who don't is razor-thin. It comes down to resilience. And you can learn to grow it over time, as I did. Here are 7 ways to become more resilient for startup founders (or anyone in challenging roles):" ---- Creator Credit: Scot Chisolm

I've seen many founders get carried away by excitement and jump in too fast... They build up steam then hit major roadblocks that could have been avoided with more initial clarity. Launching a startup is exhilarating, but make sure you've answered these key questions first: 1.Mission - Why are you doing this? Find your guiding purpose. 2.Vision - What are you doing? Paint a vivid picture of the future you're building. 3.Strategy - How will you make the vision a reality? Map out your game plan. 4.Segmentation - Who is responsible for what? Define roles and responsibilities. 5.Roadmap - When will milestones be met? Outline key timelines. Taking the time upfront to get crystal clear on mission, vision, strategy, structure and pace will pay dividends. It provides crucial alignment for your team and illuminates the critical path forward. Of course, things change rapidly in startups. But setting a strong foundation enables you to pivot smoothly when needed rather than completely losing your way. What other essentials do you make sure to figure out before launching into a new venture? What tactics help you gain that initial clarity? I'd love to hear your thoughts and experiences!

Reflecting on my career, I sometimes think about previous decisions and what I could have done differently. The standout moments? When overthinking either slowed my decision making time or led me to make the wrong decision. How can we avoid these pitfalls? Consider the mid-wit meme, the concept is straightforward: both novices and experts might take similar approaches, but mid-wits tend to overcomplicate without gaining benefits or even worsening the situation. As a first-time startup founder, I learned that while many tasks seem important, actual growth stems from launching and iterating quickly. It's crucial to focus things that drive you toward your ultimate goal and avoid getting distracted by seemingly impressive but unproductive activities. A useful test I’ve found to avoid being a mid-wit: consider if someone completely unfamiliar with the topic would choose a different path. If so, it might be time to rethink your approach. What other examples have you encountered? Disclaimer: This decision making process should be avoided for financial or legal decisions when running a startup.

👋 Quick Friday announcement! I’ve launched a newsletter called “Back Office”! “Back Office” is a curated collection of insights and topics that energize me in the realms of talent, compensation, and benefits for early-stage VC-backed startups. In the fast-paced startup world, founders often focus on fun (& incredibly stressful) acronyms MVP, PMF, and ARR, sometimes overlooking the driving force behind these metrics: their people. The most successful companies are those that don’t take talent for granted. They understand their people’s intrinsic motivators and build a people-first culture that resonates throughout the company’s lifecycle. Releasing this newsletter feels a bit vulnerable, but I’m passionate about sharing what I learn from the brilliant minds I've been privileged to meet through my career. The best companies truly care about their people, and the ways they build this culture are fascinating to me. I hope some of you feel the same way. If you'd like to check it out, sign up for the newsletter in the link in the comments! 😁 #venturecapital #startups #employeebenefits #compensation #talent

When I was fresh out of college, I started a company with three people from my university. Looking back, it didn’t work out—and that ended up being one of my biggest lessons. I had only met my co-founders about four months before we started the company. We shared the same passion in bringing a software product to life, but what we didn’t realize was how important it is to actually function well together. 👉 Over time, it became clear that we had very different approaches. While one part of the group focused on getting the product out quickly to test and iterate, the others preferred taking their time to make everything perfect before launch. Neither approach is wrong, but together, it created delays and differences in how we worked. Eventually, we decided to part ways. It was in good terms and we are still friends, but it taught me how crucial it is to find people who align not only on ideas but also on working styles and goals. The people you choose to work with can make a huge difference. Have you ever experienced something similar? I’d love to hear your storys in the comments! #Founder #Startup #Learnings

In the rush of building something big, many founders overlook one critical detail: clearly defined roles. The result? Missed deadlines, duplicated work, and burned-out teams. Here’s a wild stat: Startups with defined roles are 53% more effective and 27% more productive. That's a game-changer! Our latest article dives into why wearing too many hats can sink your startup and how to bring clarity back to your team. 💥 Don't let your startup stall. Read the full article: https://buff.ly/3BdIYde #StartupSuccess #TeamClarity #LeadershipTips

It was awfully painful the first time I asked someone to leave the company. The individual was consistently underperforming despite repeated callouts and steps introduced for improvement. That’s when I learned that as an early-stage company, you have to optimize for time, resources, and output. You have to manage your team like a football manager would. Assemble the best individuals in particular positions to get the job done and take out the ones who don't perform. It's a hard truth that I learnt, but that's the reality of building a startup.