As determined by the date after September 1st, 2022 when the next FTE we hire (after @IngaWei) begins their first day on Manifold. Contracting, work trial positions are not included for this market. Resolves to 6 if we haven't hired anyone by market close.
As of today, we're not actively looking to hire -- but will always make space for world-class talent!)
Check out Manifold Finances for more info about our compensation, runway, etc.
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| # | Name | Total profit |
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| 1 | Ṁ72 | |
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| 3 | Ṁ6 | |
| 4 | Ṁ6 | |
| 5 | Ṁ5 |
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Resolving to 6, as we haven't hired anyone into a full-time position for Manifold.
(There's a bit of ambiguity as @RachelWeinberg started working on Manifund on Feb 10, but that's not structured as a FTE engagement for Manifold; she doesn't get equity in Manifold, and overall the position is more like an internship or work trial)
@LivInTheLookingGlass We still have a lot of growth milestones to hit before we can raise Series A and then freely hire. It's possible we could hire before then if we are especially confident in our growth.
But otherwise, it's a safer strategy to leave more runway. So, I think there's roughly a 40% chance we'd hire someone before April 1st (our rough target for raising Series A).
@FRCassarino I do agree! But will also note that Product and Growth roles are included within FTE (full time employee)
@Austin Fair enough. A PM could make sense. A "Head of Growth" hire might make more sense once we actually do have PMF though - hiring someone that can make a great product grow even faster.