While international markets have more volatility and lower trust, their biggest advantage is inefficiency. Many basic services are underdeveloped, creating enormous 'low-hanging fruit' opportunities. Providing a great, reliable service in a market where few things work well can create immense and durable value.

The initial version of ServiceUp had no assets, mechanics, or overhead. It was a pure arbitrage play: taking customer orders from a failed auto shop, farming them out to other shops at wholesale rates, and profiting from the margin. This validated the business model's financial viability before any technology was built.

Capital allocation isn't just about multi-million dollar acquisitions. Hiring a single employee is also a major investment; a $100k salary represents a discounted million-dollar commitment over time. Applying the same rigor to hiring decisions as you would to CapEx ensures you're investing your human capital wisely.

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.

To conserve cash, especially in a downturn, founders can pay key employees 10-30% below market rate in salary. The key is to compensate for this deficit by offering double or triple the industry standard in equity. This strategy attracts top talent aligned with long-term success while keeping the company's cash burn rate low.

A unique dynamic in the AI era is that product-led traction can be so explosive that it surpasses a startup's capacity to hire. This creates a situation of forced capital efficiency where companies generate significant revenue before they can even build out large teams to spend it.

Instead of creating a market expansion strategy from scratch, ServiceUp explicitly copied the playbook of DoorDash, a successful three-sided marketplace in an adjacent vertical. This involved entering a new city and simultaneously acquiring customers, suppliers (shops), and drivers, accelerating growth.

In remote, services-based businesses, pressure to deliver quality and the difficulty of junior mentorship make hiring senior engineers a necessity. The cost and complexity of building remote training programs often outweigh the benefits of hiring less experienced talent.