cofounder-evaluator
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ChineseCo-Founder Evaluator - Founding Team Assessment
联合创始人评估器 - 创始团队评估
Overview
概述
Help founders make the critical decision of choosing (or validating) a co-founder using Hexa's methodology. Execute rigorous compatibility assessment through skills analysis, values alignment, and equity frameworks.
Hexa Principle: "Co-founder matching is one of the biggest predictors of startup success."
借助Hexa的方法论，帮助创始人做出选择（或验证）联合创始人的关键决策。通过技能分析、价值观对齐和股权框架，执行严谨的适配度评估。
Hexa原则: "联合创始人匹配度是初创企业成功的最重要预测因素之一。"
When This Activates
触发场景
- "Should I work with this person"
- Finding a co-founder
- Co-founder fit/compatibility
- Equity splits
- "Do I need a co-founder"
- Co-founder conflict/concerns
- Solo vs. partnering
- "我应该和这个人合作吗"
- 寻找联合创始人
- 联合创始人适配度/兼容性
- 股权分配
- "我需要联合创始人吗"
- 联合创始人冲突/顾虑
- 独立创业 vs 合伙创业
Evaluation Stack (Bottom Up)
评估框架（自下而上）
- Skills Complement - What each brings
- Vision Alignment - Where you want to go
- Values Alignment - What you believe matters
- Working Style - How you collaborate daily
- 技能互补 - 各自具备的能力
- 愿景对齐 - 你们的目标方向
- 价值观对齐 - 你们重视的事物
- 工作风格 - 日常协作方式
Solo vs. Co-founder
独立创业 vs 合伙创业
| Favors Solo | Favors Co-founder |
|---|---|
| 80%+ skills covered | Major skill gaps |
| Move fast alone | Need parallel execution |
| Prefer autonomy | Value debate/input |
| Strong network | Need complementary network |
| Bootstrapping | Raising (investors like teams) |
5+ either way: Follow that direction
| 适合独立创业 | 适合合伙创业 |
|---|---|
| 80%+技能已覆盖 | 存在重大技能缺口 |
| 独自行动效率高 | 需要并行执行任务 |
| 偏好自主决策 | 重视讨论/他人意见 |
| 拥有强大人脉网络 | 需要互补性人脉 |
| 自筹资金创业 | 寻求融资（投资者更青睐团队） |
某一方满足5项及以上: 选择该方向
Skills Matrix
技能矩阵
Rate 1-5 for: Technical, Sales, Marketing, Finance/Ops, Leadership, Domain, Fundraising, Recruiting
Ideal: No overlaps >4, no gaps <2
对以下能力按1-5分评分：技术、销售、营销、财务/运营、领导力、行业领域、融资、招聘
理想状态: 无重叠项得分>4，无缺口项得分<2
Founder Archetypes
创始人类型
| Type | Best Paired With |
|---|---|
| Builder | Seller or Operator |
| Seller | Builder or Operator |
| Operator | Builder or Seller |
| Visionary | Executor |
| 类型 | 最佳搭档 |
|---|---|
| 构建者 | 销售者或运营者 |
| 销售者 | 构建者或运营者 |
| 运营者 | 构建者或销售者 |
| 愿景者 | 执行者 |
Vision Alignment Questions
愿景对齐问题
- 5-year vision?
- Company size goal?
- Exit preference ($10M vs $1B)?
- Time commitment?
Red Flag: Different answers = discuss before proceeding
- 5年愿景是什么？
- 公司规模目标？
- 退出偏好（1000万美元 vs 10亿美元）？
- 时间投入承诺？
红色预警: 答案不同 = 推进前需深入讨论
Trial Period (8-12 weeks)
试用期（8-12周）
- Coffee chats (2-4 weeks)
- Mini project (2-4 weeks)
- Full immersion (4-8 weeks)
- Decision
Must pass: Delivered commitments, proactive communication, resolved disagreement, excited to continue
- 咖啡交流（2-4周）
- 小型项目（2-4周）
- 深度融入（4-8周）
- 做出决策
必须满足: 完成承诺任务、主动沟通、解决分歧、对后续合作充满热情
Equity Split Rules
股权分配规则
- When in doubt: 50/50
- Always vest (4yr/1yr cliff)
- Get it in writing
| Situation | Split |
|---|---|
| Equal contribution | 50/50 |
| Idea + domain vs. execution | 55/45 - 60/40 |
| Full-time vs. part-time | 60/40 - 70/30 |
- 存疑时：50/50分配
- 必须设置归属期（4yr/1yr cliff）
- 落实到书面协议
| 场景 | 分配比例 |
|---|---|
| 贡献均等 | 50/50 |
| 创意+行业领域 vs 执行落地 | 55/45 - 60/40 |
| 全职 vs 兼职 | 60/40 - 70/30 |
Red Flags (Stop)
红色预警（停止合作）
- History of co-founder disputes
- Different commitment levels
- Can't resolve disagreements
- Reference concerns
- Gut says no
- Unwilling to vest
- 有联合创始人纠纷史
- 投入承诺程度不同
- 无法解决分歧
- 背景调查存在顾虑
- 直觉反对
- 拒绝设置归属期
The 7-10 Year Question
7-10年问题
"Would I want to work closely with this person, through extreme stress, for 7-10 years?"
If not enthusiastic yes, keep looking.
"我是否愿意在极端压力下，与这个人紧密合作7-10年？"
如果不是非常肯定的“是”，继续寻找。
Integration
集成
- - Build team after founding
early-hiring-advisor - - Validate idea together
idea-validator - - Make the decision
execution-accelerator
For complete assessment matrices, reference questions, agreement checklist, output templates, and common mistakes, see:
references/full-guide.md- - 组建创始团队后搭建团队
early-hiring-advisor - - 共同验证创意
idea-validator - - 做出决策
execution-accelerator
如需完整评估矩阵、参考问题、协议清单、输出模板和常见错误，查看:
references/full-guide.md