I have an idea for a successful social networking site. How can I find people to help me establish and operate the business in Saudi Arabia?

It depends on what you're looking to monetize it with. One recommendation is affiliate marketing, because it happens under the table, in a sense. For example, get the plugin provided at the bottom of this answer. Browse amazon for products particular to your audience. If you're running a Facebook page and Twitter account for music-lovers, go to Amazon mp3s and get affiliate links for popular albums. Post an engaging status/tweet ("You have to check these guys out:") followed by the affiliate link. You get money for each purchase. Another option is fiverr.com (and other websites like it - microcommerce sites) where you can sell services for $5. It is common for people to buy tweets/posts from people with large social network accounts. For example: "I will Tweet your message to my 50,000 music-loving fans for $5". There are many other ways to monetize, including partnerships with sites trying to promote content that your fans will enjoy, but these are two of the simplest. They don't require anyone else for you to get started. Hope that helps! I'd love to talk more. Thanks, Evan https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=1&ved=0CCwQFjAA&url=https%3A%2F%2Fchrome.google.com%2Fwebstore%2Fdetail%2Famazon-affliate-link%2Fpngekjpmhnigmkdojiplphdjpgbknpik%3Fhl%3Den-US&ei=06JEUr-UN6WdigKT64HQAw&usg=AFQjCNHbC7-bYE21Z3yccgWj48dcCWVPAg&sig2=y7u7v_1GqqkekkNArcF1UQ&bvm=bv.53217764,d.cGE&cad=rja

As the owner of your business, you should never feel threatened by the loss of an employee. Have a straightforward conversation with the employees to let them know that you are willing to take action if necessary. Work on assertive communication techniques that will help you hold the space. In my experience, some of the most challenging staff I have managed, have thrived after I have reset the expectations. As far as the threat of losing his, keep your feelers out for a possible replacement and start building the systems and processes you will need in place to train the replacement in the shortest amount of time. I work with entrepreneurs to build their businesses, address risk and strategy and work on leadership. I'd love to discuss this more with you and answer any questions you may have. Feel free to set up a call with me.

The first place to start is to get out there and meet people especially at local business association group meetings. Any place where people are networking is a great way to find someone for the team. Use the resources you already have like checking your college or university alumni association. Of course you could put out an ad on one of the online job boards, but your best opportunity will be to find someone who knows someone so that you can get a strong recommendation. There's always the obvious resources such as LinkedIn, but you'd be better off networking with people that you know to find the exact person that you need.

Startup recruiting is really a full-contact sport that must be played to win by the Founder(s) of the Company. If you want to hire the best possible talent, you must be as focused on this task as you are a fundraising round (in other words, completely focused on it until it's DONE). Great technical talent often has aversions to LinkedIn because of the sheer amount of inbound requests they get from recruiters. So although you shouldn't rely on it alone for making contact, it is still the best resource in finding potential talent. They give you such limited space to make your case in the introduction request so get the most compelling points about you, your company and why they should join you in the shortest possible amount of text and end with a call to action (Can I buy you lunch / coffee whatever). Technical talent are far more likely to have multiple online presences so there's a better chance you can find their personal email address than recruiting other talent. Be upfront as to your company's stage. If you have funding, make it clear that the position isn't subject to funding. If you are recruiting a cofounder, that should be made clear. In that case, focus especially on what makes you credible and attractive to partner with. Happy to share more with you in a call about what I've learned in the process of hiring great talent.

This is what professional networking is about. Even if neither of your receive instant gratification on the objectives you're trying to push right now, the relationship could end up being profitable to both of you down the road. https://medium.com/@tipeveryday/the-disconnected-professional-2957568274d8