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We're sharing a guest blog post from Ravi Mehta covering tips for finding and hiring your first Product Manager. This was previously shared as a post in the community here.
Note that I’m sharing this as a post to help expand on the topic as covered on my recent group chat (recording here).
As a founder, you've been wearing all the hats – visionary, coder, designer, marketer, and yes, product manager. But as your startup gains traction and you approach product-market fit, it's time to consider bringing on a dedicated product leader. The question is: When is the right time, and how do you find the perfect fit?
Let's break it down.
At its core, product management is three interconnected activities:
1. Understanding what customers want
2. Turning that understanding into a working product that serves customers
3. Translating that product into a valuable asset for the business
In the early days, these activities are typically spread across founders and early employees. But as your company grows, there comes a tipping point where centralizing these responsibilities can supercharge your product development.
So when is the right time to pull the trigger on your first PM hire? There's no one-size-fits-all answer, but here's a rough benchmark: When you hit about 5 engineers, it's time to start thinking seriously about bringing on a dedicated product manager. At that point, the load of PM work will increase to the point where its hard for any one person to juggle that work while also focusing on other major areas.
Of course, this can vary. If you have a particularly product-savvy engineering team, strong design leadership, or if you as a founder are deeply involved in product decisions, you might be able to push this threshold a bit higher. But don't wait too long – a great PM can be the catalyst that takes your product from good to great.
Here's the thing: The product manager job varies a lot depending on the context. The skills that make someone successful at a large, established company can be very different from what you need in an early-stage startup. You're not looking for someone to manage a well-oiled machine – you need a builder, someone who can thrive in the controlled chaos of startup life.
When evaluating candidates, here are seven key traits to look for:
1. Hands-on Builder Skills: Your first PM should be comfortable getting into the weeds. Look for candidates with a background in engineering, design, or analytics. They need to speak the language of your technical team fluently.
2. Not Afraid to Get Their Hands Dirty: In a startup, there's no room for "that's not my job." Your PM should be willing to jump in wherever needed, whether that's writing user stories, mocking up wireframes, or even handling customer support tickets.
3. Obsessed with Quality: This one is crucial. Your first PM sets the bar for product quality. They need to have an unwavering commitment to excellence, even when faced with tight deadlines and limited resources.
4. Customer-Centric: Your PM should be itching to talk directly to customers. They should be constantly seeking out user feedback and using those insights to drive product decisions.
5. Opinionated, but Flexible: Look for someone with strong opinions about your product area, even if they don't have direct prior experience. You want a PM who can articulate a clear vision, but is also willing to adapt based on new information. "Strong opinions, weakly held" is the mantra here.
6. Business-Minded: Your PM isn't just building a product – they're building a business. They need to understand how product decisions impact key metrics and contribute to the overall success of the company.
7. Empowered Decision-Maker: Your first PM shouldn't just be a "bird dog" for the founders, chasing down tasks and relaying information. They need to be empowered to make real decisions and drive the product forward.
Now, where do you find this product management unicorn? Start by tapping into your network. Reach out to other founders who've made similar hires. Don't be afraid to look beyond traditional product management backgrounds – some of the best early-stage PMs come from engineering or design roles where they've had to wear multiple hats.
When interviewing candidates, go beyond the resume. Give them real product challenges to tackle. Ask them to critique your current product and suggest improvements. See how they interact with your engineering and design teams. Remember, you're not just hiring for skills – you're hiring for cultural fit and the ability to grow with your company.
Hiring your first product manager is a critical inflection point for your startup. Get it right, and you'll have a force multiplier who can take your product to the next level. Get it wrong, and you risk slowing down your momentum at a crucial stage.
Take your time, be selective, and remember – you're not just hiring an employee, you're bringing on a key leader who will shape the future of your company. Choose wisely, empower them fully, and watch your product reach the next level.
What's been your experience hiring early-stage product managers? Any additional traits you've found to be critical? I'd love to hear your thoughts in the comments!
You can connect with Ravi to discuss this post in the Everything Marketplaces community here. A big thanks to Ravi for also being active in the community, where he is often sharing his marketplace experience, insights, and helping early stage founders.
