Hi team.

Co-founders | Co-CEOs

FROM CO-FOUNDERS to CO-LEADERS

“65% of high-potential startups fail due to conflict among co-founders.”

~Harvard Business School professor Noam Wasserman

Co-founder Coaching that focuses on what actually matters: making decisions faster, communicating more effectively, and scaling your partnership as you scale your company. Real frameworks for real challenges when you can't afford to get it wrong. We help leadership teams teams navigate the hard conversations that make or break companies. Get frameworks for decision-making, conflict resolution, and role clarity that actually work when stakes are high and emotions are higher.

Decision-Making That Scales

❇️ The Experience: You and your co-founder participate in joint coaching sessions where we tackle real decisions you're facing right now—not hypothetical scenarios. Between sessions, you both have access to our WhatsApp Leadership Hotline for immediate guidance when conflicts arise or crucial decisions can't wait for your next meeting.

❇️ What You Get: Proven frameworks for everything from equity disputes to strategic disagreements, plus real-time support when tensions spike. We help you establish decision-making protocols, communication rhythms, and conflict resolution processes that actually work under startup pressure.

❇️ The Outcome: Instead of avoiding difficult conversations or letting resentment build, you learn to leverage your different perspectives as a competitive advantage. You make faster, better decisions together while building the partnership foundation that can handle whatever growth throws at you.

Because when co-founders can't work together effectively, even the best business ideas fail. When they can, they become unstoppable.

Co-founder conflict is responsible for 65% of startup failures*

When the relationship that you envisioned would be the driving force of your business growth
becomes a constant struggle, the ripple effects can be devastating to your team’s ability to perform. Everything you have worked so hard for can be negatively impacted, putting your company and your health at risk.
Source: Noam Wasserman, HBR, Dec 2022

“SK is a truly transformational coach: she combines deep operational and leadership experience with an empathy and listening skill that help you get to the bottom of any question. As a founder, it is truly a huge asset, as it will help you explore the big questions of your founder and startup journey with accountability and empathy. I am deeply grateful to count on her support and insight as we continue our journey!”

~Alberto Arenaza, Co-Founder of Transcend Fund

“SK supported myself and my co-founder during a fundamental year to approach partnership in our work with an everflowing abundant lens. Things manifested quickly after just our 1st 80 minute kick-off session together. Through my work with SK, I am now able to enter 2025 with the following across all teams and team members. Very grateful for this time together!”

~Michael Narea, Co-Founder of Transcend Fund

5 STEPS TO TURN YOUR CO-FOUNDER FRICTION INTO A FORCE FOR GROWTH


1. Individual Leadership Diagnostics
90-min Intake interview, Saboteurs Quiz, Emotional Agility Report, Peak Experiences, Motivators and Values.

2. Co-founder Partnership Assessment
Identify communication styles, incentives, and mutual goals to address. Illuminate difficult topics around roles, contribution, and money.

3. Personalized 1:1 Coaching
Process the partnership and overall company dynamics with individual coaching session. Dive into and make progress on your part of the partnership.

4. Co-founder Team Coaching Session
i. Identify your co-founder patterns of conflict and cycle of relating.
ii. Listen deeply to understand what it is really like for your co-founder to work with you.
iii. (Re)Build the relationship, trust, and disrupt unhealthy patterns of working.
iv. Replace unhelpful patterns with healthy, agreed upon alternatives.
v. Articulate changes to you co-founder dynamics.

5. Integrate & Celebrate
Integrate learnings and insights into workplace culture and organization processes such as weekly meetings. Create and stick to regular co-founder check points to proactively listen to each other. Celebrate new and deeper understanding on a consistent basis.

Reflection questions to prepare for a Co-Founder Group Coaching Session

  • What are some key dynamics, events, or situations that brought us to the point of investing time and energy to improve this partnership?

  • How would you assess the level of stress in the relationship right now? The level of connection and alignment on the greater vision? The level of effectiveness within the organization?

  • If you were to gain one thing from this time together, what would that be?

  • Are there any key outcomes or decisions related to the company that need to be addressed?

When should my co-founder and I get a coach?

❇️ During critical transitions - When scaling from startup to growth stage, bringing on senior leadership, or preparing for major funding rounds. These periods often strain co-founder relationships and require new ways of working together.

❇️ When facing persistent conflicts - If co-founders find themselves repeatedly clashing over decisions, having different visions for the company, or struggling with role clarity and boundaries. A coach can help establish healthier communication patterns and decision-making processes.

❇️ Before problems become crises - Proactively investing in team coaching when the business is doing well can prevent issues from escalating. Many successful co-founder teams use coaching as preventive maintenance for their relationship.

❇️ When individual strengths aren't translating to team effectiveness - If each co-founder is competent individually but the team struggles with alignment, accountability, or execution. This is common when technical founders need to develop business leadership skills together.

❇️ During major strategic pivots - When the company is changing direction, entering new markets, or restructuring. These moments require co-founders to recalibrate their working relationship and potentially redefine their roles.

The investment typically pays off when co-founders are committed to the process and willing to be vulnerable with each other. The best time is usually when there's enough tension to motivate change but not so much that trust has completely broken down. Many teams find that 3-6 months of structured coaching helps them develop frameworks and habits that serve them for years afterward.

Process for Recruiting a Co-Founder for Your Startup

QUESTIONS TO ASK a potential Co-founder

INTERVIEW PROCESS for a potential Technical Co-founder

Target timeframe: 1-2 weeks

  1. Initial call (30 min) - Chat with Founder about the Company, your background, motivations, and potential fit

  2. Product exercise (30 min) - Write about how you'd approach a simple feature

  3. Behavioral skills (60 min) - Talk about your past working experience in detail with Founder

  4. Technical skills (60 min) - Do a practical exercise to evaluate your with Founder or Advisor

  5. Reference calls- Target 2-3 references including at least 1 manager and 1 direct report (if applicable)

  6. Paid contract work - Work on a small project together. You will experience what it’s like to work with us as we’re learning what it’s like to work with you (more on this approach).

  7. Full-time offer 🎉

“HIRE SLOW,
FIRE FAST.
(But do it Humanely)”
— Bhavin Parikh