Option 1 posed a problem where a competitor could enter the market faster and steal Gamercraft’s market share.
Option 2 also brings challenges. Hiring engineers is a notoriously difficult, slow process. Making mistakes in that process could set Jose and Quentin back months. With no prior experience of hiring technical talent, these were significant risks.
Option 3 risked creating an over-reliance on an external team. Founders not holding the keys to ongoing technical innovation is poorly regarded by investors.
Each option presented serious problems for Quentin and Jose. In all cases, they would sacrifice something. Their choice was critical to their startup’s evolution since their next round of funding depended on how they navigated building both an app, an audience, and their team.
Co-Founder of Gamercraft
From the first meeting with Gamercraft we laid out a plan to transfer technical ownership and leave Quentin with solid, scalable, foundations and the knowledge and team needed to continue to innovate.
By identifying the characteristics of strong engineers, we designed an interview process to attract and select the best candidates.
With a deep understanding of how to train quickly, we know how to ensure that new hires are brought up-to-speed fast and bring value from week-one.