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Founders & CEOs Post Templates
Founders grow their companies by building in public. Sharing the real struggles, decision frameworks, and milestone breakthroughs attracts investors, top talent, and early customers.
TEMPLATE 1: The Hard Pivot Decisions
We just made the decision to stop building [Feature/Product A] and shift 100% of our focus to [Product B].
As a founder, this is the hardest type of decision to make. Here is why we did it:
1. [Insight 1] — Customer usage data showed [Option A] wasn't retaining, but [Option B] was.
2. [Insight 2] — Market signals indicated [market shift or competitor action].
3. [Insight 3] — Our team energy was split. Focus is a startup's only real leverage.
It hurts to throw away [number] months of code. But it hurts more to build something nobody wants.
If you are currently deciding whether to pivot, look at [one metric to monitor].
Have you ever had to kill a product you loved? How did you know it was time?
Why this works:Builds respect by showing vulnerability, strategic vision, and data-backed management.
TEMPLATE 2: The Zero-To-One Milestone
[Number] months ago, [Company Name] was just a Figma mockup and a rough Google Doc.
Today, we just reached [Milestone, e.g., 10,000 active users / $50k MRR].
Here are 3 unconventional things that got us here:
1. Doing things that don't scale: I personally onboarded our first [Number] users via Zoom.
2. Ignoring [popular market trend/advice]: We focused entirely on [niche focus] instead.
3. [Unconventional factor]: We shipped [Product/Feature] in 2 weeks instead of waiting for it to be perfect.
We are still only [Percentage]% of the way to our ultimate goal, but taking a moment to celebrate the team.
To the next milestone! 🚀
Why this works:Celebrates achievements while remaining humble and offering actionable advice to other builders.
TEMPLATE 3: Our Non-Negotiable Hiring Principle
We are growing the team at [Company Name], but we have one hiring filter that standard resumes never show:
[Define principle, e.g., Extreme Ownership / High agency / Practical curiosity].
Here is how we test for this in our interview process:
- We don't ask: "[Standard behavioral question]"
- We ask: "[Your unique interview question]"
Why this matters: In a startup, you don't have time to micromanage. You need people who can [ideal behavior].
If you're building a team, what's the one attribute you refuse to compromise on?
Why this works:Establishes company culture, acts as passive recruiting, and prompts debate on leadership philosophies.