• Find people who complement your skills and weaknesses in the early stages. Find individuals who share your vision.
• Don't disregard similarities. Hire people who complement your skill set, but are similar to you from a worldview perspective.
• Hire the people you'd want to work for if roles were reversed. Chances are they have the same goals and aspirations as you.
• Prioritize diversity. A team with a variety of perspectives can come up with better solutions and be more successful in the long run.

Ensure they are the best of the best. Look for people who share the mission.

To ensure your first hires are rock stars:

• Cast a wide net. Reach out to friends, family, and alumni networks.
• Use social media wisely. It's easy to come across as spammy if you reach out to someone without taking the time to learn more about them first. 
• Get personal. Introduce yourself and explain why you think the candidate would be a good fit for your team.
• Follow up. Don't just wait for candidates to come to you after sending a job listing. After you've interviewed someone, follow up and see how they're doing

You are ready for scaling when you’re satisfied that the foundations of your team are strong, meaning that your team can confidently run itself.

Success indicators to look for:

1. Your team has all of the key roles filled
2. The team is functioning well and meeting or exceeding goals
3. Your team has the bandwidth to take on new members without sacrificing quality.
4. You feel confident enough in the team to take a step back.