Keith Rabois, former executive and current investor, had a neat analogy relating to scaling companies by hiring lots of people.
“So I like this idea of barrels and ammunition. Most companies, once they get into hiring mode…just hire a lot of people, you expect that when you add more people your horsepower or your velocity of shipping things is going to increase. Turns out it doesn’t work that way. When you hire more engineers you don’t get that much more done. You actually sometimes get less done. You hire more designers, you definitely don’t get more done, you get less done in a day.
The reason why is because most great people actually are ammunition. But what you need in your company are barrels. And you can only shoot through the number of unique barrels that you have. That’s how the velocity of your company improves is adding barrels. Then you stock them with ammunition, then you can do a lot. You go from one barrel company, which is mostly how you start, to a two barrel company, suddenly you get twice as many things done in a day, per week, per quarter. If you go to three barrels, great. If you go to four barrels, awesome. Barrels are very difficult to find. But when you have them, give them lots of equity. Promote them, take them to dinner every week, because they are virtually irreplaceable. They are also very culturally specific. So a barrel at one company may not be a barrel at another company because one of the ways, the definition of a barrel is, they can take an idea from conception and take it all the way to shipping and bring people with them. And that’s a very cultural skill set.“
It is a useful way to think about leverage. In most organizations, small groups of people provide disproportionate amounts of leverage – by helping move people around them in the right direction.
Look out for, and then solve for that leverage.
