After achieving repeatability, the founder/CEO has a 'second job.' They must stop building and selling the product themselves and start building the company that does it for them. This means shifting from being the PM of the product to becoming the PM of the company.

The visionary and evangelistic skills that make a great founder are fundamentally different from the operational skills needed to run a large organization. Assuming a founder is the best person to manage a scaled company is a mistake.

The founder, a chiropractor, recognized his strengths were in product and vision, not operations. He states he "not for a minute" wanted to be CEO. This lack of ego allowed him to bring in a partner with complementary skills to scale the company, proving the founder doesn't always need to be the CEO.

Despite success, founder Kevin Wagstaff felt like an "imposter" as the company scaled beyond $10M ARR. He recognized his strengths were in the early, scrappy "bias to action" phase, not managing a larger organization. He proactively brought in a seasoned CEO better suited for the next stage of growth.

After finding product-market fit, Toast's founders realized they lacked the skills for company-building and execution. In a move counter to modern startup culture, they hired an experienced external CEO to scale the organization, while they stepped into President roles.

A key, yet sensitive, reason for a sale is when the current management team lacks the skills for the company's next growth phase. For example, a manager skilled at early-stage growth may not be suited for a larger enterprise requiring extensive M&A. A sale brings in a new owner with the capital and team for that next level.

After eight years of grinding, the founder recognized he had taken the company as far as his skillset allowed. Instead of clinging to control, he proactively sought an external CEO with the business acumen he lacked, viewing the hire as a "life preserver" to rocket-ship the company's growth.

After raising institutional money, founder Justin Gold recruited an experienced executive to take the CEO role. Recognizing his own limitations in scaling a large company, he willingly stepped into a founder-focused role, acknowledging the need for professional leadership.

The M&A Science founder stepped back as CEO from his scaling software company, Dealroom, because his strength is in the early "boots on the ground" phase, not optimization and process maturity. This highlights the importance for founders to align their role with their core strengths rather than clinging to a title.