Any Tips For Hiring Your Earliest Engineers?

Hi, this was my most important hire so far, so I totally get your caution.
Before hiring, I spoke to some of my friends in the same field and asked them for advice, I researched some important technical questions to ask, ran 3 hiring rounds including a case study to see how we work together, but honestly, ultimately it was my gut feeling!

Just make sure to take the probation period as real trial period if it works out, don't ignore red flags and vest you equity. ;)

Great question, Dan — hiring your first few engineers is a big deal and honestly, pretty tough if you’re not technical yourself (been there).

Here are a few things I’ve learned:

1. Look for builders, not just coders.

Your early engineers should be excited to figure things out, not just follow instructions. You want people who enjoy solving problems, even outside their job description — not just writing code, but helping shape the product and business.

2. Green flags:

• They ask smart, honest questions about the business and the users.

• They’ve built something on their own.

• Good github profile (very vague ik but look for someone with projects containing README files that you can understand)

3. Red flags:

• They don't ask questions.

• They talk a lot about big-company processes and titles.

As for where to find them:
You can start with Github, LinkedIn.

P.S. I’m helping founders build MVP, you can check me at tfw.agency

Great question, Dan! Hiring your earliest engineers is absolutely critical since they’ll shape not only your product but also your company culture. Here are a few lessons I’ve learned:

1. Look for problem solvers, not just coders: Early engineers need to be adaptable and able to tackle ambiguous challenges, not just execute predefined tasks.

2. Cultural fit matters: Since your team is small, hiring someone who aligns with your values and mission ensures smoother collaboration and long-term commitment.

3. Check for ownership mentality: Early hires should take full responsibility for their work and be proactive in driving the product forward.

4. Red flags: Lack of curiosity, poor communication skills, or resistance to feedback can be warning signs.

5. Where to find them: Engaging in developer communities (GitHub, Stack Overflow), attending local meetups, or leveraging referrals from trusted contacts often yield great candidates.

6. Don’t rush: It’s tempting to hire quickly, but investing time upfront in interviews and trial projects pays off.

Would love to hear others’ experiences and tips as well!