The company intentionally kept its team extremely lean, making its first hire at nearly $1M ARR. Over the next year, it grew revenue by 10x while only expanding the team to 24 people. This highlights the power of a product-led growth model to achieve hypergrowth with remarkable capital efficiency.

After scaling to 300 employees created more problems than it solved, Briq's founder now believes headcount is a poor measure of success. He argues that ARR per employee is the true "flex," promoting capital efficiency and focus over a bloated team size.

The primary purpose of hiring is not to add capacity for growth, but to free up the founder's time from low-value tasks. This allows the founder to reinvest their unique talents into activities that truly drive the business forward, making growth an outcome of strategic time reallocation.

Canyon Coffee's founder advocates a strict financial principle: salaries must be funded by revenue, not loans or investment. New hires are "earned" when business growth can support them, often starting fractionally, to ensure sustainable team expansion and avoid excessive cash burn.

During its growth phase, SpeedSize made the counterintuitive decision to reduce its headcount by 50%. This pivot created a leaner, more efficient organization where the engineering team grew from less than 50% to 70% of the company, now supporting $6M in ARR.

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.

Contradicting the common startup goal of scaling headcount, the founders now actively question how small they can keep their team. They see a direct link between adding people, increasing process, and slowing down, leveraging a small, elite team as a core part of their high-velocity strategy.

The primary goal of hiring should be to reclaim the founder's time from low-value tasks. This frees up the business's most valuable asset—the founder—to focus on high-leverage activities that truly drive growth, rather than simply adding capacity.

Everflow achieved significant scale and profitability ($30M ARR, $250k revenue/employee) by eschewing the "glamorous" path. For most of its journey, the company focused on capital efficiency and customer satisfaction instead of founder-led marketing like PR, personal branding, and podcasts.