As a potential future founder what strategy will you employ in regards to compensation?
(If my current company doesn't work out, this is how I'll do it next time around)
If I were to guess why: The more relationships you have on the founding team, the more likely you are to have ONE of them blow up or have someone lose their nerve/interest. Early startups are fragile things.
Seems like you could go with a hybrid approach (start with 2-3 founders, raise a small amount or self fund to hire 1-3 stars for small salary/high equity comp who couldn't go without a paycheck).
They usually are, but the median is not the message. If it's a group of college friends coming together to start a company for the first time, 2-3 people is way better than 4-5. But if you've worked with a few people before, know them well, and know how to set up expectations on day one, you can successfully have a larger group of cofounders without worrying about conflict. (This is something I've discovered for myself, it doesn't mean it would work for everyone)
- A "negotiator". The kind of personality that is always mending the cracks that inevitably appear in the group.
- A visionary. The kind of personality that is incredibly optimist and always has the destination and the path in view.
Smaller groups can forfeit these needs and function, and are thus easier to assemble.
I've never seen groups larger than five succeed, and I've seen quite a few fail.
http://www.businessinsider.com/one-million-users-startups-20...
He could try this: http://michaelochurch.wordpress.com/2013/03/26/gervais-macle...