Most startups don’t fail for lack of technology; they fail on execution. We sit down with Sam Wong, founder of Fundable Startups, to pull apart the mechanics of executing well—how to hire the right people, when to scale headcount, and how to build systems that make success repeatable. Sam draws on five startups, two failures and three exits, to show why operational models matter more than pitch-friendly spreadsheets and how a learn-it-all mindset replaces the tired “fake it till you make it” approach.

We walk through an operational finance playbook: build a bottoms-up model tied to customers, revenue, expenses, and headcount, then run monthly variance analysis to guide real hiring decisions. That discipline prevents whiplash layoffs and gives leaders confidence to offer roles they can sustain. On talent, Sam shares a four-part interview framework—manageability, cultural fit, technical competency, and communication—anchored in behavioral interviewing that better predicts on-the-job performance. The result is a team that can handle ambiguity, resolve conflict, and execute under pressure.

Delegation gets the hard truth, too. Perfectionist founders often become bottlenecks. The fix is structural: add buffers in time, cost, and scope so learning can happen without burning clients or cash. Pair that with a practical development and recognition system, including rubrics across nine to twelve competencies from associate to executive, and you turn growth into a repeatable pathway. Timely recognition—titles, small equity grants, public praise—creates clear signals that accelerate performance.

If you’re building a fundable company and want concrete tools for hiring, modeling, delegation, and team development, this conversation delivers a clear blueprint. Subscribe, share with a founder who needs it, and leave a review with your top takeaway so we can dive deeper next time.