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A GREAT TEAM团队
Mediocre teams do not build great companies. One of the things we look at the most is the strength of the founders. When I used to do later-stage investing, I looked equally hard at the strength of the employees the founders hired.
中等水平的团队不会创造出伟大的公司。我们最看重的就是创始人的能力。当我逐渐从事中后期投资时，会同样看中创始人所招聘的团队成员们的能力。
What makes a great founder? The most important characteristics are ones like unstoppability, determination, formidability, and resourcefulness. Intelligence and passion also rank very highly. These are all much more important than experience and certainly “expertise with language X and framework Y”.
伟大的创始人需要具备怎样的特质？最重要的个性特质包括：不可阻挡、坚定不移、令人敬畏、人脉广步。聪明和热情的排名同样靠前。以上这些特性比行业经验，或者掌握某种编程语言或框架重要得多。
We have noticed the most successful founders are the sort of people who are low-stress to work with because you feel “he or she will get it done, no matter what it is.” Sometimes you can succeed through sheer force of will.
我们都发现大部分成功的创始人，工作上相处起来都很轻松，因为你感觉他们是那种无论发生什么，都能把事情搞定的人。有时候你怀着纯粹地信念就会成功。
Good founders have a number of seemingly contradictory traits. One important example is rigidity and flexibility. You want to have strong beliefs about the core of the company and its mission, but still be very flexible and willing to learn new things when it comes to almost everything else.
优秀的创始人都拥有一些看上去矛盾的特质。其中一条重要的特质就是坚定但又灵活。对于公司的核心和理念，你怀着非常坚定的信念。但是在操作上又非常灵活，并且乐于学习任何新鲜的事物。
The best founders are unusually responsive. This is an indicator of decisiveness, focus, intensity, and the ability to get things done.
最好的创始人拥有异常的响应速度。这是果断，专注，高强度，并且有能力把事情搞定的标志。
Founders that are hard to talk to are almost always bad. Communication is a very important skill for founders—in fact, I think this is the most important rarely-discussed founder skill.
那些很难以沟通的创始人往往都不好。沟通对于创始人来说是非常重要的技巧。事实上，我认识这是所有创始人必备技巧中最少被提及的一条。
Tech startups need at least one founder who can build the company’s product or service, and at least one founder who is (or can become) good at sales and talking to users. This can be the same person.
技术创业公司需要只有一名负责产品或服务的创始人，另需至少一名负责销售或客户关系的创始人。他们可以是同一个人。
Consider these criteria when you’re choosing a cofounder—it’s one of the most important decisions you’ll make, and it’s often done fairly randomly. You want someone you know well, not someone you just met at a cofounder dating thing. You can evaluate anyone you might work with better with more data, and you really don’t want to get this one wrong. Also, at some point, the expected value of the startup is likely to dip below the X axis. If you have a pre-existing relationship with your cofounders, none of you will want to let the other down and you’ll keep going. Cofounder breakups are one of the leading causes of death for early startups, and we see them happen very, very frequently in cases where the founders met for the express purpose of starting the company.
当你在选择公司合伙人的时候需要考虑以下这些因素，因为这可能是你需要做的最重要的决定，而且大部分人在做决定时都是很随机的。你需要一名你熟悉的合伙人，而不是随便一个在创始人相亲会上认识的人。你可以通过一些数据来帮助自己判断更合适和谁一起工作，你不会想把这件事情搞砸的。有些时候，创业项目的预期估值很可能比你预计的还要低。如果你和你的合伙人之前已经有一段合作的经历，你们两人都会自觉地认为不想让另外一人失望，所以会不断努力。创始人不合是导致初创企业破裂最主要的原因，我们已经见证了太多这样的案例。
The best case, by far, is to have a good cofounder. The next best is to be a solo founder. The worse case, by far, is to have a bad cofounder. If things are not working out, you should part ways quickly.
截止目前最好的解决方法是找到一名优秀的合伙人。次优的方案是成为一名独立创始人。最坏的选择是拉一名糟糕的合伙人入伙。如果发现情况运转得不好，尽快分开。
A quick note on equity: the conversation about the equity split does not get easier with time—it’s better to set it early on. Nearly equal is best, though perhaps in the case of two founders it’s best to have one person with one extra share to prevent deadlocks when the cofounders have a fallout.
一个关于股权分配的提示：有关股权划分的讨论越早越好，越往后会越困难。每位创始人平均分配是最好的方法。当遇到两名创始人的情况，让其中一名创始人拥有额外一个份额的股权，能够保证当创始人之间争执不下时让公司陷入僵局。
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