Series: Roles Inside a Venture Studio (Part 2 of 4)
Series Navigation:
Part 1: Core Studio Leadership
Part 2: Venture-Building Roles (Current)
Part 3: Specialized Support Functions
Part 4: The Studio Operating Model
While studio leadership sets strategy and platform teams provide services, a distinct set of roles actually builds the companies themselves.
These are the people in the trenches—validating ideas, building MVPs, recruiting teams, acquiring customers, and ultimately transitioning ventures to independence. They exist in the fascinating space between studio employee and startup founder, combining the structure of a studio with the autonomy of entrepreneurship.
These roles are where ideas become companies.
Understanding these venture-building positions reveals the mechanics of how studios actually create startups. These roles are also where many aspiring founders begin their studio journey—either as employees learning the craft or as external entrepreneurs joining to lead opportunities.
The Venture-Building Career Path
Before exploring specific roles, it's helpful to understand how venture-building careers typically evolve within studios.
Common Career Progressions
Path 1: Platform → Venture Lead → Founder
Timeline: 1-3 years
Journey:
Join studio platform team (design, engineering, marketing)
Contribute to multiple ventures
Demonstrate capability and entrepreneurial drive
Selected to lead venture as Venture Lead
Recruited as full Founder when validated
Transition to independent CEO
Example: Designer joins studio → Works on 3 ventures over 18 months → Tapped to lead new consumer app → Becomes founding CEO → Raises Series A → Independent
Path 2: EIR → Founder
Timeline: 6-18 months
Journey:
Join as Entrepreneur in Residence
Explore and validate opportunity
Build conviction through validation
Become founding CEO if validated
Studio supports launch and growth
Transition to independence
Example: Executive becomes EIR → Validates B2B SaaS idea over 6 months → Becomes founding CEO → Builds MVP and gets traction → Raises seed → Independent
Path 3: External Founder → Studio-Backed Founder
Timeline: Immediate to 6 months
Journey:
Apply to studio with idea
Studio validates alongside founder
Partner to build and launch
Studio provides resources and expertise
Founder owns and leads throughout
Raise external capital → Independence
Example: Industry expert applies with idea → Studio validates → Founder builds with studio support → Launches → Raises Series A → Independent
Path 4: Specialist → Interim Executive → Founder
Timeline: Variable
Journey:
Join studio in specialized role
Serve as interim executive for ventures
Demonstrate leadership capability
Recruited to found new venture
Build and scale
Independence
Example: Growth marketer joins studio → Interim CMO for 2 ventures → Selected to lead new marketplace → Becomes founding CEO → Independent
The Temporary Nature
Critical distinction:
Most venture-building roles are designed to be temporary:
Build company over 12-24 months
Transition to full independence
Either stay with venture (as founder)
Or return to studio for next venture
Or leave studio entirely
This is feature, not bug.
Studios build ventures to spin off, not to own forever. The best venture-builders eventually become independent founders or move to new opportunities.
Role 1: Entrepreneur in Residence (EIR)
The EIR represents one of the most unique and important roles in the studio ecosystem.
What Is an EIR?
Definition:
An EIR is someone brought in on a temporary basis, with a specific goal: finding an opportunity to validate, and if validated, to pursue.[^1]
Key characteristics:
Temporary position (6-12 months typically)
Compensated during exploration
Expected to generate/validate ideas
May become founder of validated opportunity
Or may leave for other ventures
Built-in evaluation period
Primary Responsibilities
Idea Exploration:
Generate concepts in focus area
Research market opportunities
Interview potential customers
Map competitive landscape
Identify promising spaces
Validation Execution:
Test core hypotheses
Customer discovery interviews
Solution validation
Business model exploration
Technical feasibility assessment
Studio Collaboration:
Work with studio team
Leverage studio resources
Align with studio thesis
Contribute to learning
Document insights
Decision Preparation:
Synthesize findings
Develop recommendations
Present to investment committee
Make go/no-go recommendation
Prepare for next phase
Types of EIR Arrangements
1. Idea-Free EIR
Structure:
EIR explores multiple opportunity areas
Works with studio on ideation
Validates studio-generated concepts
Becomes founder of what validates
Maximum flexibility
Best for:
Experienced entrepreneurs
Studios with strong ideation
Vertical-focused studios
Thesis-driven exploration
2. Founder-with-Idea EIR
Structure:
EIR brings specific concept
Validates their own idea
Studio provides resources and guidance
Becomes founder if validated
May pivot to studio idea if needed
Best for:
Domain experts with ideas
Studios accepting external concepts
Industry-specific opportunities
Passionate entrepreneurs
3. Thesis-Driven EIR
Structure:
Studio defines opportunity space
EIR validates within boundaries
Solution emerges from validation
Focused exploration
Studio-aligned opportunities
Best for:
Vertical studios
Strategic initiatives
Market-specific opportunities
Controlled exploration
Day-to-Day Activities
Research and Learning (30%):
Market research
Competitive analysis
Technology trends
Industry developments
Expert interviews
Customer Discovery (40%):
Customer interviews
Problem validation
Solution testing
Willingness-to-pay research
Demand validation
Analysis and Synthesis (20%):
Data analysis
Pattern identification
Hypothesis refinement
Documentation
Recommendation development
Studio Collaboration (10%):
Studio meetings
Progress updates
Resource coordination
Knowledge sharing
Team brainstorming
Compensation Structure
Typical EIR compensation:
Salary-Based:
Monthly stipend: $8K-15K
6-12 month commitment
Health benefits often included
No equity during EIR phase
Equity in venture if founded
Equity Options:
Lower/no salary
Options in future venture
Sometimes studio equity
Performance-based compensation
Hybrid:
Reduced salary + equity potential
Milestone bonuses
Transition to founder equity
Most common approach
Success Metrics
EIRs evaluated on:
Quality of validation work
Depth of customer insights
Hypothesis rigor
Recommendation quality
Collaboration with studio
Potential as founder
Speed and efficiency
Relationship to Studio
During EIR period:
Studio employee technically
Significant autonomy
Access to resources
Regular check-ins
Collaborative partnership
Transition to founder:
Negotiate founder terms
Define equity split
Establish roles and authority
Formalize relationship
Shift to CEO role
If not validated:
Part ways professionally
Maintain relationship
Potential future opportunities
Studio supports next steps
Clean separation
Key Skills for Success
Entrepreneurial:
Comfortable with ambiguity
Self-directed and motivated
Resilient through uncertainty
Resourceful and creative
Execution-oriented
Analytical:
Hypothesis-driven thinking
Data analysis capability
Pattern recognition
Synthesis of information
Critical thinking
Interpersonal:
Interview and listening skills
Relationship building
Collaboration
Communication
Humility and coachability
Domain:
Industry knowledge (often)
Network and connections
Market understanding
Customer empathy
Competitive awareness
Role 2: Venture Lead
The Venture Lead role bridges validation and full founding team recruitment.
What Is a Venture Lead?
Definition:
A studio team member who leads the building of a specific venture, typically before a full founder is recruited or as interim leadership.
Key characteristics:
Studio employee leading venture
May become founder
Or may transition to founder when recruited
Hands-on building role
Accountable for venture progress
When Venture Leads Are Used
Scenario 1: Pre-Founder Building
Studio validates opportunity, begins building before recruiting founder:
Venture Lead oversees MVP development
Coordinates platform resources
Manages early customers
Prepares for founder handoff
Typically 3-6 months
Scenario 2: Founder-in-Training
Talented studio team member being developed into founder:
Lead venture to prove capability
Learn company-building
Demonstrate leadership
Transition to full founder role
Studio evaluates fit
Scenario 3: Interim Leadership
Gap between founders or during transition:
Previous founder departed
New founder not yet recruited
Venture needs leadership
Short-term (3-6 months)
Keep venture alive
Primary Responsibilities
Strategic Leadership:
Set venture direction
Make product decisions
Define go-to-market
Prioritize features
Own outcomes
Team Coordination:
Manage platform resources
Coordinate designers and engineers
Align marketing efforts
Orchestrate execution
Resolve blockers
Customer Development:
Engage with early customers
Gather feedback
Iterate based on learning
Build relationships
Validate assumptions
Progress Delivery:
Hit milestones
Report to studio leadership
Make budget decisions
Manage timeline
Drive toward launch
Day-to-Day Activities
Product Development (40%):
Work with designers and engineers
Define features and requirements
Review designs and code
Make trade-off decisions
Ensure quality
Customer Engagement (30%):
Customer interviews
User testing sessions
Early customer meetings
Feedback synthesis
Market validation
Team Management (20%):
Daily standups
Prioritization meetings
Resource coordination
Problem solving
Progress tracking
Studio Collaboration (10%):
Leadership updates
Partner check-ins
Resource requests
Strategic discussions
Learning sharing
Relationship to Studio
As studio employee:
Reports to Studio Partner
Uses studio resources
Studio provides guidance
Regular reviews
Clear accountability
Transition scenarios:
Become founder:
Negotiate equity transition
Shift from employee to founder
Studio becomes board member
Autonomy increases
Venture spins off
Hand off to founder:
Transfer knowledge
Support onboarding
Transition ownership
Return to studio
Next opportunity
Return to platform:
Venture lead experience valuable
Strengthen studio skills
Ready for next venture
Or promote to partner
Compensation
As studio employee:
Salary (market rate for level)
Studio equity grants
Performance bonuses
Standard benefits
Sometimes venture options
If transition to founder:
Founder equity package
Reduced salary typically
Carried interest in venture
Vesting schedule
Market-standard terms
Success Metrics
Venture Leads measured on:
Milestone achievement
Product quality
Customer validation
Team coordination
Budget management
Communication effectiveness
Leadership demonstration
Role 3: Founding CEO (Studio-Backed Founder)
The eventual goal of most venture-building: an empowered founding CEO.
What Makes Studio-Backed Founders Different
Compared to traditional founders:
Similarities:
Own vision and strategy
Build and lead team
Make final decisions
Raise capital
Drive toward exit
Differences:
Studio validation preceded
Studio resources available
Shared equity with studio
Board includes studio
Ongoing partnership
De-risked opportunity
Primary Responsibilities
Vision and Strategy:
Own product vision
Set company direction
Define market positioning
Determine priorities
Make strategic bets
Team Building:
Recruit exceptional talent
Build company culture
Manage and develop team
Fire when necessary
Create high-performance organization
Product Development:
Drive product roadmap
Work with design and engineering
Ensure product-market fit
Iterate based on customers
Ship quality products
Go-to-Market:
Acquire customers
Build sales processes
Drive revenue growth
Optimize funnel
Scale distribution
Fundraising:
Tell compelling story
Build investor relationships
Raise capital (if needed)
Manage board
Hit milestones
Operations:
Manage finances
Build processes
Scale operations
Handle legal/compliance
Run day-to-day
Journey Stages
Stage 1: Founding (Months 0-6)
Focus:
Finalize product vision
Build initial team
Ship MVP or refine it
Get first customers
Prove core assumptions
Studio involvement:
Heavy support
Regular guidance
Resource provision
Problem-solving partnership
High-touch
Stage 2: Growth (Months 6-18)
Focus:
Achieve product-market fit
Scale customer acquisition
Build out team
Refine business model
Prepare for fundraising
Studio involvement:
Regular check-ins
Strategic guidance
Network access
Board-level involvement
Decreasing hands-on
Stage 3: Scale (Months 18-36)
Focus:
Scale revenue
Expand team significantly
Raise Series A/B
Enter new markets
Optimize operations
Studio involvement:
Board member only
Strategic moments
Occasional guidance
Network when needed
Mostly independent
Stage 4: Independence (Months 36+)
Focus:
Fully independent operation
Continued growth
Path to exit
Mature organization
Studio involvement:
Minimal
Board seat maintained
Exit planning
Special situations only
Relationship to Studio
Governance:
Studio holds board seat(s)
Regular board meetings
Major decisions require board
Founder has significant autonomy
Partnership not control
Resources:
Access to studio network
Platform support available
Recruiting help when needed
Strategic guidance available
But not dependent
Communication:
Weekly/bi-weekly in early stage
Monthly/quarterly later
Transparent reporting
Honest dialogue
Mutual respect
Success Metrics
Founding CEOs measured on:
Company growth and traction
Product-market fit achievement
Team quality and culture
Capital efficiency
Milestone hitting
Fundraising success
Path to exit/profitability
Common Challenges
1. Balancing Studio Partnership
Leveraging support without dependency
Maintaining autonomy
Accepting input gracefully
Knowing when to push back
Building independent identity
2. Transitioning from Employee Mindset
If came from platform team
Shift from executor to leader
Embrace founder responsibility
Develop CEO capabilities
Own outcomes fully
3. Building Team from Scratch
Recruiting when less proven
Competing for talent
Limited resources initially
Creating culture
Firing and managing performance
4. Managing Shared Equity
Less ownership than solo founder
Accepting studio partnership
Understanding value of support
Maintaining motivation
Appreciating de-risking
Role 4: Technical Co-Founder / CTO
The technical leadership role in studio-backed ventures.
Primary Responsibilities
Technical Strategy:
Define architecture
Choose technology stack
Make build vs. buy decisions
Plan technical roadmap
Assess feasibility
Engineering Leadership:
Build engineering team
Establish engineering culture
Set quality standards
Develop processes
Manage technical debt
Product Development:
Partner with CEO on product
Translate vision to implementation
Make technical trade-offs
Ensure scalability
Ship quality code
Infrastructure:
Build reliable systems
Plan for scale
Manage security
Optimize performance
Control technical costs
Sources of Technical Co-Founders
1. Studio Platform Team
Path:
Engineer on studio team
Contributes to multiple ventures
Demonstrates leadership
Selected for co-founder role
Transitions to venture
Advantages:
Known quantity
Studio relationship established
Technical quality proven
Cultural fit validated
2. External Recruitment
Path:
Studio recruits experienced engineer
Often has startup background
Matched to opportunity
Negotiates co-founder terms
Joins to build
Advantages:
Specific expertise needed
Senior experience
Proven in similar contexts
Fresh perspective
3. Founding CEO's Network
Path:
CEO brings co-founder
Prior relationship often
Shared vision
Natural partnership
Chemistry pre-existing
Advantages:
Established trust
Known working relationship
Aligned vision
Complementary skills
Relationship to CEO
Partnership dynamics:
Equal partners:
Shared equity (often)
Mutual respect
Complementary domains
Aligned incentives
Joint decision-making
Division of labor:
CEO: Product, GTM, fundraising, team
CTO: Technology, engineering, infrastructure
Overlap on product decisions
Collaboration essential
Clear boundaries
Conflict resolution:
Direct communication
Studio can mediate if needed
Focus on company success
Ego management critical
Long-term partnership
Technical Leadership Evolution
Early stage (First 6-12 months):
Hands-on coding (80%)
Architecture decisions
Hiring first engineers
Building foundation
Shipping fast
Growth stage (Months 12-24):
Mix of coding and management (50/50)
Building engineering team
Process establishment
Scaling infrastructure
Managing technical debt
Scale stage (Months 24+):
Primarily management (20% coding)
Leading engineering organization
Strategic technical decisions
Recruiting senior engineers
Long-term architecture
Success Metrics
CTOs measured on:
Product delivery speed and quality
Technical architecture quality
Engineering team performance
Infrastructure reliability
Technical debt management
Recruiting success
Collaboration with CEO
Role 5: Domain Expert / Industry Advisor
Not always full-time, but critical to venture success.
What Is a Domain Expert?
Definition:
A person with deep industry expertise who guides the venture, often part-time or advisory initially, sometimes transitioning to full-time leadership.
Common in:
Regulated industries (healthcare, fintech)
Complex B2B markets
Technical domains requiring expertise
Relationship-driven industries
Primary Responsibilities
Market Intelligence:
Provide industry insights
Competitive intelligence
Regulatory understanding
Trend awareness
Customer segment knowledge
Network Access:
Customer introductions
Partner relationships
Investor connections
Expert access
Industry navigation
Strategic Guidance:
Market positioning
Go-to-market strategy
Partnership opportunities
Regulatory strategy
Competitive approach
Credibility:
Lend credibility to venture
Validate for customers
Attract talent
Support fundraising
Build trust
Engagement Models
Advisor (10% time):
Monthly meetings
Specific questions
Introductions when needed
Equity: 0.25-1%
Advisory agreement
Part-Time Executive (25-50% time):
Weekly involvement
Lead specific function
Active problem-solving
Equity: 1-3%
Consulting agreement
Full-Time Leader (100%):
Become CEO or C-level
Full commitment
Build and lead
Equity: Founder-level
Employment agreement
Transition Path
Common progression:
Month 0-3: Advisor
Casual involvement
Test fit and chemistry
Validate opportunity
Build relationship
Month 3-9: Part-Time
Increase involvement
Take on specific responsibilities
Prove value
Deepen commitment
Month 9+: Full-Time Founder
Join as co-founder or CEO
Full equity package
Lead the business
Build the company
Not all advisors become founders, but path exists.
How Venture-Building Roles Collaborate
Success requires tight coordination.
During Validation (EIR leading)
EIR + Studio Partners:
Regular check-ins
Hypothesis refinement
Resource requests
Decision preparation
EIR + Platform Team:
Research support
Prototype development
Design assistance
Data analysis
EIR + Operating Partners:
Domain expertise
Network access
Functional guidance
Validation support
During Building (Venture Lead or Founder)
Venture Leader + Platform Team:
Daily collaboration
Product development
Design iteration
Engineering execution
Marketing campaigns
Venture Leader + Studio Partners:
Weekly updates
Strategic decisions
Resource allocation
Problem-solving
Milestone reviews
Venture Leader + Operating Partners:
Functional expertise
Best practices
Network leverage
Specific challenges
During Growth (Founding CEO)
Founder + Studio Partner:
Regular board meetings
Strategic guidance
Major decisions
Fundraising support
Network access
Founder + Platform Team:
Decreasing reliance
Specific projects
Knowledge transfer
Occasional support
Founder + Operating Partners:
On-demand expertise
Executive recruiting
Functional build-out
Scale challenges
Conclusion: Venture-Building as Craft
The roles that build ventures represent where ideas become reality.
Key Takeaways:
EIR: Temporary exploratory role to validate opportunities. May become founder if validated. 6-12 month commitment.
Venture Lead: Studio team member leading venture building. Bridge between platform and founder. May transition to founder.
Founding CEO: Ultimate goal—empowered leader building independent company. Studio partnership, not control.
Technical Co-Founder: Critical technical leadership. Equal partnership with CEO. Sourced from platform, external, or CEO network.
Domain Expert: Industry expertise and credibility. Advisory to full-time progression possible.
Success factors:
Clear role expectations
Studio support without control
Path to founder role
Equity aligned with contribution
Collaboration across roles
In the next part, we'll explore the specialized support functions that serve the entire studio.
Continue Reading: [Part 3: Specialized Support Functions →]
Series Navigation:
Part 1: Core Studio Leadership
Part 2: Venture-Building Roles (Current)
Part 3: Specialized Support Functions
Part 4: The Studio Operating Model
References
[^1]: Yoskovitz, B. (2024). "Recruiting Founders Into Your Venture Studio." Focused Chaos. Available at: https://www.focusedchaos.co/p/recruiting-founders-into-a-venture-studio
Explore venture studios: Visit VentureStudiosHub.com to discover venture-building opportunities.