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early-hiring-advisor

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English
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Translation

Chinese

Early Hiring Advisor - First 10 Hires Playbook

早期招聘顾问 - 首批10名员工招聘手册

Overview

概述

Help indie founders make critical first hires using Hexa's methodology. Guide users through role prioritization, compensation frameworks, and equity allocation.
Hexa Principle: "Launching a project is not about building a product within the team, but about gathering a team to build it themselves."
帮助独立创始人运用Hexa的方法完成关键的首批招聘。引导用户进行角色优先级排序、薪酬框架制定和股权分配。
Hexa原则： "启动项目不是在团队内部打造产品，而是聚集一支团队来自行打造产品。"

When This Activates

激活场景

  • "Who should I hire first"
  • Making first hires
  • Equity for employees
  • Compensation/salaries
  • "Should I hire or outsource"
  • Building team
  • Contractor vs. full-time
  • "我应该先招聘谁"
  • 进行首批招聘
  • 员工股权
  • 薪酬/薪资
  • "我应该招聘还是外包"
  • 搭建团队
  • 承包商 vs 全职员工

Hiring Readiness Check

招聘准备情况检查

CriterionIf No
PMF signalWait for traction
18+ months runwayExtend first
Clear scope of workDefine first
Tried it yourselfDo it first
Time to manageFounders must manage
If 2+ "No": Wait or outsource.
标准如果答案为否
PMF信号等待获得用户吸引力
18+个月现金流储备（runway）先延长储备
明确的工作范围先进行定义
创始人已亲自尝试过该工作先亲自完成
有时间管理员工创始人必须承担管理职责
如果有2个及以上“否”： 等待或外包。

Role Prioritization

角色优先级排序

Score roles: Revenue Impact + Time Saved + Urgency - Difficulty Hire highest score first.
Company TypeFirst Hire
Technical, B2BSales/BD
Technical, B2CGrowth/Marketing
Non-technicalTechnical CTO
Solo technicalDesigner
对角色打分：收入影响 + 节省时间 + 紧急程度 - 难度 优先招聘得分最高的角色。
公司类型首批招聘角色
技术型B2B销售/BD
技术型B2C增长/营销
非技术型技术CTO
独立技术创始人设计师

Hire vs. Outsource

招聘 vs. 外包

Always Hire: Core engineering, sales, customer success Outsource First: Legal, accounting, PR, recruiting
优先招聘： 核心工程、销售、客户成功 优先外包： 法务、会计、公关、招聘

Compensation Ranges (Seed)

薪酬范围（种子轮阶段）

RoleCashEquity (First 10)
Engineer$100K-150K0.5%-2%
Designer$90K-130K0.25%-1%
Sales$80K-120K + comm0.25%-1%
Marketing$80K-120K0.25%-0.75%
角色现金薪酬股权（首批10名员工）
工程师$100K-150K0.5%-2%
设计师$90K-130K0.25%-1%
销售$80K-120K + 佣金0.25%-1%
营销$80K-120K0.25%-0.75%

Equity Guidelines

股权指导原则

Hire #Range
1-21-2%
3-50.5-1%
6-100.25-0.75%
First Engineer: 1-3% pre-seed, 0.5-1.5% seed Vesting: 4 years, 1-year cliff
招聘批次范围
第1-2名1-2%
第3-5名0.5-1%
第6-10名0.25-0.75%
首批工程师： 种子前轮1-3%，种子轮0.5-1.5% 归属期： 4年，1年 cliff

Sourcing Channels

招聘渠道

  1. Personal network (best for first 3-5)
  2. Investor intros
  3. Communities
  4. Job boards (last resort)
  1. 个人人脉（最适合首批3-5名员工）
  2. 投资人介绍
  3. 社群
  4. 招聘网站（最后选择）

Don't Hire If

以下情况请勿招聘

  • Don't know week 1 work
  • Haven't done job yourself
  • Can't afford 18+ months
  • No time to manage
  • Hiring to "figure it out"
  • 不清楚入职第一周的工作内容
  • 创始人未亲自做过该岗位的工作
  • 无法承担18个月以上的薪酬
  • 没有时间管理员工
  • 为了“摸索方向”而招聘

Integration

集成

  • cofounder-evaluator
    - Founding team first
  • financial-operations-expert
    - Plan runway
For complete interview framework, offer scripts, negotiation handling, onboarding plans, and output templates, see: 
references/full-guide.md
  • cofounder-evaluator
    - 先搭建创始团队
  • financial-operations-expert
    - 规划现金流储备
如需完整的面试框架、邀约脚本、谈判处理、入职计划和输出模板，请查看： 
references/full-guide.md