The leaky tech pipeline issue has been well documented and largely acknowledged by the industry. As various companies struggle with how to attract more women and minorities in their hiring process and how to train their personnel in “tolerance” (please don’t call it this!), I’d propose that we examine this problem through the lens of growth hacking as I think there is much to be learned from this approach. In essence, the problem that growth hackers are trying to solve is identical: how do you attract and keep people using your product? The question that executives at tech companies ask is similar: how do you attract and maintain a diverse workforce?
I recently read a question on Reddit by an individual who was having difficulty finding a co-founder and asked whether she should first try to get funding, which would allow her to hire the team member that she needs. If you’re in a similar situation, my answer might offer a helpful perspective:
Investors look for the four ‘Ts’: total addressable market, tech, timing, and team. (I’d add a fourth T, which is traction.) Of those factors, my experience is that investors pay the closest attention to the team. Not having a single co-founder would put you at a tremendous disadvantage in that category.