Jordan Wan is a solo GP at CoFound who combines an MIT engineering background with sales leadership experience from founding CloserIQ, a recruiting firm that served 600+ startups, positioning himself as the partner who helps build revenue engines rather than just provide capital. He built his fund around the specific focus of helping founders design repeatable go-to-market motions from day one, raising his initial fund primarily from founders he had previously helped as a recruiter and operator.

• Passion for founder-led sales and product-led growth strategies. A major belief is that founders must actively drive early sales and secure initial design partners, while also recognizing that perceived sales hurdles are frequently just marketing gaps. For example, explicitly advised founders that 90 percent of the time they are facing a marketing problem rather than a sales problem, and frequently hosts workshops on closing early deals.
• Deep interest in enterprise software that creates step-function changes for operations and engineering. Highly supportive of tools that eliminate technical debt or revolutionize human resources data management. For example, repeatedly highlighted ChartHop as a rare enterprise product that fundamentally changes how leaders run people ops by providing intuitive organizational views and data sheets.
• Strong conviction in the acceleration of climate tech and conscious capitalism. Sees massive potential in startups tackling environmental issues, driven by large enterprise budgets shifting toward carbon neutrality. For example, celebrated investments in forest carbon projects like NCX and SilviaTerra, noting that massive companies like Microsoft are putting serious money behind these exact climate initiatives.
• Emphasis on proactive crisis management and vulnerable leadership. Believes that taking a wait and see approach during a downturn is a failure of fiduciary duty, urging founders to actively scenario plan and adapt their business models. For example, recommended that founders immediately reevaluate their ideal customer profiles and lead scoring during crises while maintaining transparent communication about health and wealth to preserve team morale.
• Focus on rigorous hiring practices and evaluating executive coachability. Views continuous feedback during the interview process as the best way to understand a candidate before bringing them on board. For example, suggested running a collaborative working session based on a candidate's 30 60 90 day plan to properly test how well they receive and implement feedback.