A slightly better UI or a faster experience is not enough to unseat an entrenched competitor. The new product's value must be so overwhelmingly superior that it makes the significant cost and effort of switching an obvious, undeniable decision for the customer from the very first demo.
Embed engineers directly with customers to hear feedback and ship solutions, often on the same day. This radical structure eliminates layers of communication (Product Managers, Customer Success) and scales the 'founder energy' of talking to users and immediately building what they need.
Drawing from Verkada's decision to build its own hardware, the strategy is to intentionally tackle difficult, foundational challenges early on. While this requires more upfront investment and delays initial traction, it creates an immense competitive barrier that latecomers will struggle to overcome.
Treat hiring as a compounding flywheel. A new employee should not only be a great contributor but also make the company more attractive to future A-players, whether through their network, reputation, or interview presence. This focus on recruiting potential ensures talent density increases over time.
Professionals use sophisticated consumer apps like Nest and Ring at home, creating a powerful psychological contrast with their clunky work software. Startups can win by delivering a consumer-grade experience, which makes the product feel modern and intuitively superior to legacy enterprise tools.
To drive adoption of automation tools, you must remove the user's trade-off calculation. The core insight is to make the process of automating a task forever fundamentally faster and easier than performing that same task manually just once. This eliminates friction and makes automation the default choice.
Verkada sold its entire cloud platform not on a daily feature, but on the 'magic' of texting a live camera link. This simple action showcased the platform's modern capabilities in a way legacy systems couldn't, creating an unforgettable 'aha' moment that made the entire value proposition click for buyers.
Standard questions like 'What's your biggest pain point?' often yield poor results. Reframing the question to what work a customer would offload to a new hire bypasses their pride or inability to articulate problems, revealing the tedious, high-value tasks ripe for automation.
To avoid the trap of hiring 'good enough' people, make the interview panel explicitly state which current employee the candidate surpasses. This forces a concrete comparison and ensures every new hire actively raises the company's overall talent level, preventing a slow, imperceptible decline in quality.