For co-founders
Each founder answers independently. Two structured alignments cover how you operate together and how you define roles, equity, decisions, and direction.
Two structured alignments. The first covers how you respond to pressure, disagreement, and collaboration. The second covers how you define roles, commitment, equity, decisions, and strategy.
Where you agree. Where you diverge. What you've never discussed, across roles, decision authority, contribution, financial expectations, and strategic direction.
Commitment and capacity agreements. Roles and decision ownership. Equity logic. Strategic alignment. Conflict navigation protocols. Exit expectations. Documented.
Capacity levels across the team. Early signals of strain. Patterns that lead to tension. Where misalignment is increasing. Address issues before they affect execution.
Not a report you read once. An operating reference you use every time a hard conversation comes up.
You know who decides what, and what happens when you disagree.
You've agreed on what 'all-in' means, in hours, money, and risk.
Equity conversations have documented logic, not just a handshake.
Tension has a protocol, not a fight.
Capacity strain is visible before it affects judgment.
