Before you put a term sheet in front of investors, before you split equity, and long before the first crisis tests your resolve, founders need to answer one uncomfortable question honestly: are we actually built to work together when things go wrong? Most co-founder breakups don’t happen because the idea failed—they happen because expectations, values, power, money, and conflict styles were never made explicit. This framework is designed as a pre-commitment diagnostic, not a feel-good exercise. It forces founders to independently surface misalignments early, when they are still cheap to fix. Treat it like a mirror, not a test: low scores aren’t failure, they’re signals. The real risk isn’t disagreement—it’s unspoken divergence that only shows up after capital, employees, and reputations are on the line.
How to use
Each founder answers independently.
Score each item 1 (Strong Match) → 5 (Severe Mismatch)
Total → Co-Founder Stability Index (CSI)
1) VISION ALIGNMENT — Same destination?
- Problem you’re solving (same conviction?)
- Scale ambition (lifestyle vs venture scale)
- Speed vs sustainability
- Impact vs pure profit
- Risk tolerance on bold bets
Score: ___ /5
2) VALUES & ETHICS — Same moral compass?
- Integrity under pressure
- Transparency with money
- Legal/compliance discipline
- Treatment of team & customers
- “Do anything to win” vs “Win clean”
If values diverge → conflict guaranteed.
Score: ___ /5
3) ROLE CLARITY — Who owns what?
- CEO defined?
- Decision rights clear?
- Domain ownership (Product / Tech / Sales / Ops)?
- Hiring authority?
- Final call in disagreements?
Blurred roles → silent resentment.
Score: ___ /5
4) POWER & CONTROL — Comfort with hierarchy?
- Equal vs clear leader?
- Ego sensitivity
- Ability to be overruled
- Control vs trust balance
- Replacement philosophy
Two CEOs = slow motion crash.
Score: ___ /5
5) WORK ETHIC & INTENSITY — Same pace?
- Hours & commitment expectations
- Quality bar
- Discipline vs chaos
- Reliability under stress
- Ownership mindset
Mismatch here breeds quiet anger.
Score: ___ /5
6) MONEY PHILOSOPHY — Burn vs frugality?
- Salary expectations
- Personal lifestyle vs startup austerity
- Risk tolerance with cash
- Fundraising pace
- Dilution comfort
One frugal + one spender = runway conflict.
Score: ___ /5
7) CONFLICT STYLE — How you fight matters
- Direct vs avoidant
- Calm vs emotional
- Problem vs person focus
- Speed of resolution
- Ability to apologise / course-correct
Unresolved conflict compounds.
Score: ___ /5
8) STRESS & FAILURE RESPONSE — Who do you become when things break?
- Panic vs composure
- Accountability vs blame
- Adapt vs deny
- Emotional stability
- Resilience
Founders meet their true selves in crisis.
Score: ___ /5
9) TRUST BASELINE — Invisible foundation
- Would you share bank password?
- Full financial transparency?
- Hidden agendas?
- Fear of being cheated?
- Comfort with equity split?
Low trust early → fatal later.
Score: ___ /5
10) EXIT EXPECTATION — How does this end?
- Long-term vs quick exit
- IPO vs acquisition vs lifestyle
- Wealth vs mission
- Emotional attachment to company
- Willingness to sell
Different endings → different journeys.
Score: ___ /5
CO-FOUNDER STABILITY INDEX (CSI)
Total Score = ___ /50
| Score | Stability Level | Meaning |
| 10–18 | STRONG PARTNERSHIP | High durability |
| 19–26 | WORKABLE | Needs clarity & structure |
| 27–34 | FRICTION RISK | Expect recurring conflict |
| 35–42 | UNSTABLE | Breakup likely |
| 43–50 | HIGH FAILURE RISK | Avoid partnership |
HARD RED FLAGS (Do not ignore)
- Integrity doubts
- Hidden money behaviour
- Ego vs control clash
- Different life priorities
- Unequal commitment
- Avoids tough conversations
- Silent resentment already present
If any exist → fix before starting. Not after funding.
WHAT GREAT CO-FOUNDERS LOOK LIKE
They:
- Share mission, not just opportunity
- Fight honestly, not emotionally
- Trust deeply, disagree openly
- Respect roles
- Stay calm in chaos
- Care about company > ego
- Handle money with discipline
- Adapt fast, blame slow