A16z's foundational belief is that founders, not hired "professional CEOs," should lead their companies long-term. The firm is structured as a network of specialists to provide founders with the knowledge and connections they lack, enabling them to grow into the CEO role and succeed.

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.

Before hiring for a critical function, founders should do the job themselves, even if they aren't experts. The goal isn't mastery, but to deeply understand the role's challenges. This experience is crucial for setting a high hiring bar and being able to accurately assess if a candidate will truly up-level the team.

Entrepreneurs often see the kids' market as less crowded and thus easier to enter. The reality is the opposite: it's less crowded because it's significantly more complex, with far more laws and regulations (like COPPA) that founders must navigate successfully to survive.

Successor CEOs cannot replicate the founder's all-encompassing "working memory" of the company and its products. Recognizing this is key. The role must shift from knowing everything to building a cohesive team and focusing on the few strategic decisions only the CEO can make.

Club Penguin's founders lived by a simple rule: 'If it doesn't matter to an eight-year-old, it doesn't matter.' This filter forced them to reject prestigious but irrelevant opportunities like speaking at certain conferences, keeping them focused on their true customers: kids and their parents.