Co-founder search

The best co-founders usually come from people you have already worked with, because you know how they handle pressure and disagreement. If you have no one in mind, work on something together before committing: a short project, a hackathon or a trial sprint. Structured matching programs, founder communities and accelerator networks widen the pool. Look for complementary skills and shared values on pace, risk and ambition, not just someone who likes your idea.

Many founders now default to equal or near-equal splits when co-founders join at the start and commit full time, because the work ahead matters far more than who had the idea. Unequal splits can make sense when one founder has already built significant value, brings capital or will commit differently. Whatever the split, use vesting, typically four years with a one-year cliff, so equity follows ongoing contribution. Discuss the reasoning openly, because a split that feels unfair causes trouble later.

Agree on roles and who decides what, the equity split and vesting, how much each person will commit and when, how you will handle disagreements, salaries once there is money, and what happens if one of you leaves. Talk about personal goals too, such as the size of outcome you want and how long you are willing to go without income. Put the equity and IP assignment in writing early. These conversations are much harder after the company has value.

Warning signs include unwillingness to commit full time or sign standard vesting and IP assignment, a history of short stints and blaming others, strong disagreement on ambition or pace that gets brushed aside, and reluctance to have hard conversations early. Poor communication under mild pressure usually gets worse under real pressure. References from people who have worked with them, and a trial project together, reveal more than any number of coffee chats.