My First Million
The best business ideas come from noticing what's working and doing it better, faster, or for a different audience.
Business Transition from Doer to People Collector
Timeframe: Typically occurs between $1-5M revenue range
What's Changing
Successful businesses must transition from founder-led execution to systematic talent acquisition and management at scale
Driving Forces
Complexity increases beyond individual capacity
Competitive advantage shifts to execution speed
Pattern recognition becomes more valuable than individual skills
Winners
- Founders who develop strong hiring and talent evaluation skills
- Companies that build repeatable hiring systems
- Leaders who can attract and retain A+ talent
Losers
- Solo entrepreneurs who refuse to hire
- Companies with poor hiring processes
- Leaders who can't evaluate or develop talent
How to Position Yourself
Develop pattern recognition for different role types
Build network of high-quality candidates
Create systems for evaluating talent at scale
Offer growth and impact over just compensation
Early Signals to Watch
Example Implementation
“Transform from personally managing all marketing to hiring marketing manager, then building entire marketing team with specialized roles”
Related Knowledge
Demand-Guaranteed Service Business
Most service businesses struggle with uncertain demand and customer acquisition risk
Management Diamond Framework
A diagnostic framework for understanding why employees aren't performing by examining four core areas: what (unclear exp
Mosaic 6 Business Constraint Framework
Six core areas that limit business growth: More (traffic/leads), Metrics (tracking/optimization), Market (product-market
Identify genuinely intelligent candidates during interviews
Hiring candidates who demonstrate high learning velocity and can bridge skill gaps quickly
Hire C-level executives who can operate as true partners
Leaders you seek advice from on complex problems who bring their own networks and can operate full-stack
Hire for Smallest Skill Deficiency
Always hire the candidate with the smallest gap between their current capabilities and role requirements, regardless of