There comes a point when the founder can no longer be the glue that holds everything together. That is usually the moment to hire someone who loves systems, follow-through and quiet problem solving.
Look for a person who has built processes from scratch, communicates clearly and is comfortable with ambiguity. Titles matter less than a track record of making teams more effective.
Give them a clear first ninety days: learn the business, fix one painful process, and report what they see.
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