Dylan Field admits his early perfectionism and singular focus on product slowed Figma down. He now believes his primary obsession should have been building a relentless recruiting machine. Founders must realize that hiring faster is the key to building faster and that they need to obsess about both in parallel.
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Founders often fall into damaging extremes. Some constantly chase novelty and never commit, while others cling to their comfort zone (e.g., coding) and neglect vital business needs like sales. The goal is to find a balance, pushing boundaries when necessary but also focusing to execute.
Figma's CEO reflects that despite clear signals of user demand, like a 14-page feature request after a buggy demo, he was too nervous to hire aggressively. This slowed their progress unnecessarily in the early years, a mistake he advises other founders to avoid.
Figma's founder, Dylan Field, admits he was a poor manager initially. His solution was to hire experienced leaders he could learn from directly, like his first director of engineering. This flips the traditional hiring dynamic; instead of hiring subordinates, insecure founders should hire mentors who can teach them essential skills and push the company forward.
Instead of focusing solely on a candidate's current skills, Figma's CEO looks for their 'slope,' or their trajectory of rapid learning and improvement. This is assessed by analyzing their history of decision-making and growth mindset, betting on their future potential rather than just their present abilities.
Resist hiring quickly after finding traction. Instead, 'hire painfully slowly' and assemble an initial 'MVP Crew' — a small, self-sufficient team with all skills needed to build, market, and sell the product end-to-end. This establishes a core DNA of speed and execution before scaling.
Delaying key hires to find the "perfect" candidate is a mistake. The best outcomes come from building a strong team around the founder early on, even if it requires calibration later. Waiting for ideal additions doesn't create better companies; early execution talent does.
Early-stage recruiting requires relentless focus. Legendary investor John Doerr advised Dylan Field to think about it constantly—from morning to night—and manage it with the same discipline as a sales funnel, always feeding the top and moving candidates through the process.
Despite Figma's massive success, Dylan Field considers their long pre-monetization period a mistake. The company started in 2012 but didn't earn its first revenue until 2017. He strongly advises founders against this path, emphasizing the need to ship and learn from the market more quickly.
A critical inflection point for an entrepreneurial founder is deciding whether to be a 'projects guy' focused on individual deals or a 'business builder' focused on process, structure, and vision. These two paths are often in direct conflict, and choosing one is essential for scaling.
Bumble's founder believes the initial, all-consuming obsession is critical for getting a startup off the ground. However, this same intensity becomes a liability as the company matures. Leaders must evolve and create distance to gain the perspective needed for long-term growth and to avoid stifling opportunity.
