Good governance is like a seatbelt—you may not need it every day, but when you do, you'll be glad you have it.
At the earliest stage, how you lead, make decisions, and engage your team becomes the foundation for everything that follows — from hiring your first employees to raising your next round.
Culture isn’t something that “just happens.” If you don’t shape it early, it becomes whatever habits people bring with them — and it gets harder to undo later.
Research shows that 55% of startups fail due to people-related issues — not product or market. That’s why culture is a strategic priority, not an HR afterthought.
Even with just two co-founders, you're subject to local labor laws. These protect both your people and your business.
Post-investment, most companies build an advisory board or informal committee. It’s not about titles — it’s about who helps you think through the hard stuff.
Safeguard your core IP early — trademarks, tech, designs, code — before scaling or fundraising. It’s part of good governance and shows maturity to future investors.
Culture isn’t what you say, it’s what you do repeatedly. Even as a 2-person team, you’re setting patterns. Start with one conversation: What kind of company do we want to build — and what does an inclusive culture look like to us?