Podcast Summary: The Foundr Podcast with Nathan Chan

Episode 630: (Solo) How to Find People Who Actually Care About Your Business
Date: February 9, 2026
Host: Nathan Chan

Episode Overview

In this solo episode, host Nathan Chan explores the crucial topic of how entrepreneurs can find, hire, and retain people who genuinely care about the success of their business. Drawing on his experience building Foundr, lessons from other top founders, and candid personal stories, Nathan unpacks the real meaning of “ownership mindset,” how to detect true passion in candidates, and the importance of culture, mission, and authentic connection in assembling an exceptional team. This episode is a practical guide for any founder struggling to scale their business through hiring and leadership.

Key Discussion Points & Insights

1. You Can't Scale Alone: The Importance of Caring Team Members

[01:24 - 02:50]

• Nathan underscores that no founder can successfully scale a company solo.
• Merely hiring for skill isn’t enough; you must seek people who give their all and take real ownership.
• Nathan quoting Will, founder of IQ Bar:

  "Honestly dude, you need to focus on finding people fundamentally that just care so much about your business." [01:55]

• Nathan reflects on his hiring mistakes and successes, stressing that “caring can’t be taught, but it can be detected.”

2. How to Detect True Passion and Ownership in Hiring

[02:51 - 05:10]

• Instead of just technical skills, look for:
  • Energy, curiosity, initiative, and, most of all, ownership.
  • Candidates who are “domain experts” and can even teach you something.
  • People who have researched your business and go above and beyond in prior roles.
  • People whose pride in past accomplishments shows in their quick recall and stories.
• Nathan:

  "Caring isn’t loud, it’s in the details. And this is something I’m always looking for now." [04:45]

• Always check references to gauge the candidate’s true impact, beyond what’s on their résumé.

3. Cultivating a High-Performance Culture

[05:10 - 07:05]

• Culture isn’t about office perks like snacks or ping pong tables, but the behaviors you reward and the standards you set.
• Nathan shares an anecdote about a team member who failed at Foundr but thrived elsewhere, making him reflect on the standards he set as a leader.
• Hiring slowly and swiftly letting go of underperformers is key.
• Nathan:

  "Remember, your worst performer in your business, that is the standard everyone will look towards." [06:22]

• Uplifting standards continuously helps purge mediocrity from your company.

4. Mission as a Tool for Motivation

[07:06 - 08:15]

• A clear and powerful mission gives work meaning and inspires commitment beyond just a paycheck.
• Nathan:

  "A salary will get people to their job, but it won’t make them go the extra mile. That purpose is so incredibly important." [07:55]

• Uses Elon Musk's mission of reaching Mars as an example of a purpose that galvanizes.
• At Foundr, the mission is to change people’s lives through entrepreneurship.

5. Granting Real Ownership and Autonomy

[08:16 - 09:45]

• Delegating meaningful projects and outcomes—not just tasks—gives team members genuine ownership.
• Nathan admits that learning to stop micromanaging was a major unlock, freeing up growth for both himself and his team.
• Nathan:

  "People care more when they feel like it's their own, when they're building it too." [09:16]

• Align company goals with team members' personal ambitions for deeper connection.

6. Incentivize and Align Motivations

[09:46 - 10:35]

• True loyalty comes from “extreme amounts of upside” like ownership, profit share, or equity.
• Discover what motivates each person and build incentives around it.

7. Connection, Support, and Mental Health

[10:36 - 12:06]

• Nathan shares a vulnerable moment about experiencing burnout, driving home the importance of caring for your own and your team’s well-being.
• He emphasizes the value of building real relationships, giving the example of visiting team members in the Philippines.
• Nathan:

  "It’s not about driving people to the brink of exhaustion or getting them to work harder. It’s actually giving a shit and checking in with your people." [11:08]

Notable Quotes & Memorable Moments

• "Caring can’t be taught, but it can be detected." — Nathan Chan [03:10]
• "Caring isn’t loud, it’s in the details. And this is something I’m always looking for now." — Nathan Chan [04:45]
• "Remember, your worst performer in your business, that is the standard everyone will look towards." — Nathan Chan [06:22]
• "A salary will get people to their job, but it won’t make them go the extra mile. That purpose is so incredibly important." — Nathan Chan [07:55]
• "People care more when they feel like it's their own, when they're building it too." — Nathan Chan [09:16]
• "It’s actually giving a shit and checking in with your people and making sure you’re connecting with them." — Nathan Chan [11:08]

Key Takeaways & Actionable Advice

• Hire Slowly, Fire Fast: Take your time finding people who truly exhibit care, and be quick to move on from those who don't raise the bar.
• Test for Ownership Mindset: Ask questions that reveal personal initiative, domain expertise, and a history of meaningful contributions.
• Continuously Build Culture and Raise Standards: The bar you set and enforce becomes the company’s culture.
• Lead with Mission: A clear, mission-driven purpose inspires loyalty and performance far beyond mere compensation.
• Delegate Real Responsibility: Trust people with major outcomes, not just routine tasks, to foster a sense of real ownership.
• Align and Incentivize: Offer upside and find out what intrinsically motivates your people.
• Care Authentically: Proactively connect, support, and nurture your team’s mental health—don’t just demand more.

Final Thought:
“Hire people with ownership mindsets. Give them clarity, purpose, and a reason to believe. Get out of their way, let them lead, and find out what their goals are and what in them is your company’s goal.” — Nathan Chan [12:17]