Omar Haroun

Boards are supposed to help founders. Over the past 19 years, I've watched many trap them instead. As companies scale, many boards turn from insight to oversight and stop doing what founders actually need: Help making big, hard decisions. Early boards tend to be small, the board members are close to the business and highly invested in it. They argue from first principles. They help founders think. Later-stage boards often look more impressive on paper - they have more independent directors, committees and process. Somewhere along the way, collective problem solving gets replaced with oversight. The board shifts from helping the CEO make better decisions to monitoring decisions that have already been made. Strategy discussions get safer, real debate gets rarer and meetings become more about risk management than judgment. This usually coincides with the introduction of more professional board members. For better or worse, they often optimize for governance, optics, and liability management. That’s their job. But it’s not always what the company needs in moments of real uncertainty. Then, CEOs stop using them as thought partners. That’s a problem. So what should founders do? A few principles that help: • Keep the board as small as you can for as long as you can • Add directors for new insight they bring, not what boxes they check • Treat board seats like senior hires, not trophies • Design meetings for debate rather than reporting • Be explicit about when you want input vs approval Good boards should improve decision-making. If your board isn’t making you think harder, it’s probably not doing its job.

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🥾 #bootstrapping as a mindset should be ephemeral, one that requires a deliberate transition away from as a business enters sustained growth Appointing an established auditor is often regarded as a luxury and not part of bootstrapping Audits discipline a business - to be methodical, thorough and deliberate - traits that acquirers often seek in due diligence After all, "What gets inspected, gets respected," Anon We will share the traits of venture businesses sought and respected by MNC acquirers, join us if your business is out of the #bootstrapping mindset #fulfillingpotential #hepmil #oobmil

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Trying something new this week - a studio industry roundup with my take on what matters. The studio model is no longer an experiment being run in a handful of places. It is infrastructure being built across geographies, sectors, and institutional types. 5️⃣ stories from the past seven days:  1️⃣ OSS Ventures hit a EUR 40M first close on a EUR 75M follow-on fund -- capital raised specifically to back the 30 companies their studio created since 2019. The "build then fund" lifecycle is maturing. B'More Venture Studio with a similar thesis: studio operations first, then dedicated capital to scale what's working.  2️⃣ Delta40 raised $20M from 54 investors across 13 countries to launch Africa's first integrated venture studio and fund. The LP base is almost entirely DFIs and foundations. Impact capital is discovering the studio model as a deployment vehicle, something I seeing across geographies (conversations with Michael Bob Starr and Damias McDonald this week alone) 3️⃣ Start Holdings launched Start.vc out of NYC and Barcelona after a $200M EV infrastructure exit. Another operator-turned-studio-founder. This is the pattern we see quite often in our work at 9point8 -- experienced operators like Jason Goldsmith who've built and exited deciding the studio model is how they want to build next.  4️⃣ UBC HATCH admitted 10 new deep-tech spinouts for Winter 2026 -- mostly climate tech. University venture builders are quietly becoming one of the fastest-growing segments. Follow Evan Allen and Jaimie Testai to keep track of its rapid evolution.  5️⃣ The INVEST Act is advancing through the Senate. If passed, it expands qualifying VC fund size from $10M to $50M and loosens general solicitation rules for accelerator and university events. For studio-funds -- and for folks in the The Venture Studio Forum community tracking policy -- this could be the most significant capital formation legislation since the JOBS Act. If this roundup format is useful, I'll keep it going. What other noteworthy news hit your desk this week, and what stood out to you?

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Lessons from the Pitch: Standing Out in a Sea of Startups In San Francisco, every day brings another pitch event, mixer, or founder gathering. The competition is fierce, but the learning is exponential. The best founders aren’t just pitching—they’re storytelling, connecting, and adapting in real time. My advice: Focus on clarity, authenticity, and the unique value you bring. Investors see thousands of decks; make yours unforgettable. #Pitching #StartupAdvice #Founders #SFStartups

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We invest at Pre-VC and Pre-Seed, and then help our founders find a Seed round when they're ready. Here are 27 Seed investors that we *know* are active right now. Blue Moon Bonfire Ventures Chingona Ventures Flying Fish Partners Foothill Ventures Great North Ventures ground game HealthX Ventures InsurTech Venture Partners KCRise Fund Las Olas Venture Capital Leva Capital Maven Ventures Monte Carlo Capital Moonshots Capital OneSixOne Ventures Oval Park Capital Pixel Perfect Ventures Range Ventures Revolution SNAK Venture Partners Startup Capital Ventures Supernode Global Susa Ventures Trilogy Equity Partners True Ventures True Wealth Ventures

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One of the most misunderstood frameworks as it relates to the A-player, B-player, etc. framework - here's some ready to re-familiarize yourself https://lnkd.in/gMTT2p3T Only more experience people are A-players, right? Here is a summary - A Players (10-20%): High performers who exceed expectations and solve problems proactively - found at any level, including driven juniors who learn rapidly - B Players (70-80%): Reliable performers meeting expectations, forming organizational backbone - includes experienced staff, some with A-player potential - C Players (10%): Persistent underperformers requiring excessive oversight - not about inexperience but ongoing performance issues despite feedback Key differentiators: A players seek feedback (constantly), take risks, mentor others, and achieve goals resourcefully - traits that transcend seniority Talent implications: Invest in A players, develop B players, address C players decisively - junior A players often outperform senior B/C players. Whats critical to understand is how this relates to hiring - since the frameworks lends itself better to evaluating existing teams Here are some things to think about - A player does NOT mean senior- someone straight out college can be an A player - A track record of past performance and going above and beyond is a good indicator of future behavior and results - Time spent on C players is time poorly spent - over and over again this is the biggest mistake that managers and leaders make. The data tells you that it's not a good use of your time - spend time with the A and B players and get acceleration. Spend time with C players and get lower productivity How do you think about hiring and talent?

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I spoke with Christien Louviere of BDE Capital about his journey from a $330mm exit to becoming an independent sponsor. Christien shared excellent insights for folks looking to partner with business owners, rather than buy sellers out completely. Below are a few of the topics we covered: - Why he moved from “zero-to-one” startups to a buy-then-build strategy - How Christien's background shaped a focus on growth vs. cost-cutting - Why 20–40% rolled equity is central to his deal structures—and how it builds trust with sellers - Using scenario analysis with AI tools to evaluate management teams and uncover hidden key-person risks - How to identify when a $3–5M EBITDA company truly has a middle management layer—or is still founder-reliant For anyone investing in or buying small businesses, Christien’s approach provides a fresh lens on growth, alignment, and deal structuring. 🎥 Watch the full interview here → https://lnkd.in/ekfkaiej 🎧 Listen on Spotify: https://lnkd.in/e86Agx6V

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