Cash Is Oxygen, Stop Wasting It
- Brainz Magazine
- Jun 4
- 5 min read
Written by Gabrielle Smith, Management Consultant
Gabrielle Smith is a recognized expert in go-to-market strategy and capital fundraising for startups. She is the founder of a management consulting firm that helps early-stage companies scale, secure funding, and achieve sustainable growth.
Startups rarely fail because the idea wasn’t good. They fail because they run out of time, and time runs out when you run out of cash. Your biggest competitive advantage isn’t how much capital you raise, it’s how wisely you use it.
One of the most common mistakes I see early-stage companies make is overspending too early, without the operational discipline needed to preserve runway. In fundraising, time is not on your side. That’s why I push every founder I work with to plan for a minimum of 9 to 12 months of burn. If you can’t make it a year on what you’ve raised, you’re not running a business, you’re playing roulette.
Here’s where I tell clients to start:
Get smarter about who you hire, how you build, and where your money goes.
1. Leverage fractional executives
Hiring full-time executives too early will drain your budget, fast. Understanding the ROI of early hires, especially at the executive level, is critical. Fractional executives offer a smart solution: high-caliber leadership without the high burn.
These seasoned professionals, many of whom have built, scaled, and exited companies, embed into your business on a part-time or retainer basis. They often take on core strategic responsibilities in go-to-market, finance, operations, or investor relations. But unlike full-time hires, they bring experience without long-term overhead.
In early-stage startups, where execution is everything, fractional talent can mean the difference between chaos and traction. They bring:
Structure and strategy from day one
Immediate action with no ramp-up
Proven playbooks
Rolodexes you can tap into now, not six months from now
And they scale with you. Need more hours as you grow? Dial up. Hit a funding lull? Scale back. That kind of flexibility is rare in traditional hiring.
Most importantly, fractional executives reduce the risk of hiring too early. They allow startups to test and refine roles before making permanent decisions. I’ve seen founders save hundreds of thousands of dollars, and avoid cultural misalignment, by starting with a fractional approach first.
Investors notice this too. Sophisticated investors often view the hiring of a fractional executive as a sign of founder maturity and capital efficiency. It signals discipline and strategic foresight, two traits every investor values.
2. Rethink the office: It’s not culture, it’s overhead
I once worked with a startup spending five figures a month on office rent for a space they barely used. To justify it, they started hiring locally instead of hiring the best talent available. It killed their momentum.
Many founders equate physical offices with company culture. They’re wrong. Culture is built by people, not proximity.
What actually builds culture is:
Leadership alignment
Team trust
A shared, compelling vision
None of these require daily in-person attendance. I’m not saying there’s no value in meeting face-to-face, I’m saying be intentional about when and why. Quarterly off-sites or focused retreats are almost always more cost-effective and impactful than paying for a space your team doesn’t need every day.
Remote work unlocks:
Broader access to world-class talent
Flexibility for pivots and growth
Lower overhead and longer runway
If you’re early-stage and capital is limited, pouring money into office space isn’t a sign of maturity. It’s a sign you haven’t thought creatively about how your company needs to work to succeed.
3. Build a smart tech stack, not a bloated team
In the early days, your best hire might not be a person, it might be a platform.
This is the best time in history to run lean. With modern tools, you can operate with the efficiency of a large company using a tiny team. I’ve run multiple startup operations using just two people and the right tech stack to handle HR, AP/AR, and marketing.
The key is selecting tools that reduce friction and automate repeatable tasks. Here’s a starting point:
Operations: Google Workspace, Slack, Notion
Finance & HR: QuickBooks, Melio, Gusto or Deel
Marketing & Sales: HubSpot CRM, MailerLite, Buffer
Automation: Zapier, Butler for Trello
These platforms are designed for small teams and priced for startups. You don’t need Salesforce, Microsoft Office, or enterprise-grade systems when you’re just getting started. Those tools add complexity and drain capital. Choose solutions built for startups, not Fortune 500s.
Even mature companies now use these tools to stay agile and reduce overhead. If they work for them, they can absolutely work for you.
4. Stop wasting money on legal fees, do your own heavy lifting
Legal fees are one of the fastest ways to burn through a startup budget, especially when founders rely too heavily on attorneys for tasks they could handle themselves.
The average U.S. business attorney charges $250 to $500 per hour, and costs balloon quickly when multiple lawyers are involved in basic contract drafting, corporate filings, or patent applications.
Here’s how to cut legal costs without cutting corners:
File patents on your own: Filing through a law firm can cost upwards of $15,000. A DIY provisional patent through the USPTO costs just $60 to $300. And keep in mind, fewer than 5% of patents generate revenue. Many are filed prematurely or unnecessarily.
Draft your own contracts: Use vetted templates and legal platforms, then pay for low-cost review if needed. Don’t spend thousands drafting what could cost a few hundred.
Use a legal strategy advisor: These consultants help you plan legal needs aligned with your business goals. They’re not a substitute for lawyers, but they help you avoid over-lawyering and bring attorneys in only when truly needed.
Be smart. Learn the basics, do the heavy lifting, and save legal spend for the big stuff.
Final thoughts: Discipline is your advantage
At the earliest stages, every dollar and every decision matters. How you spend now sets the tone for how you scale later.
The founders who survive and thrive don’t just raise capital, they use it wisely. They hire strategically, stay lean, and build systems that scale.
Leveraging fractional talent, embracing remote work, and using low-cost tools aren’t hacks, they’re strategies. They give you control over burn, flexibility in operations, and clarity on what actually moves the business forward.
It’s not about how much you raise.
It’s about how effectively you use what you have.
In a market where capital is increasingly selective, the startups that operate with discipline and intention will always outlast those that confuse spending with scaling.
Visit my website for more info!
Read more from Gabrielle Smith
Gabrielle Smith, Management Consultant
Gabrielle Smith is a recognized expert in go-to-market strategy and capital fundraising. Leveraging her 25 years of experience in technology and business strategy, she has guided countless startups through successful fundraising rounds and market expansions.
