To add to your point: people often make the mistake of trying to replace former team members with people who fit the exact skill profile of the person who left. It's highly improbable you'll find the perfect match.
Instead, identify the bundle of tasks that person did and find people who can take them on separately, and perhaps accomplish other tasks you didn't even realize your team could do.
If you were to identify every task your business needs, then you have the flexibility to direct those tasks to the right people. Further, if you're in a high-growth environment, you can continue to scale by motivating your people to fire themselves from their worst tasks and focus on their best expertise.
If your team continues to evolve in this way while your company keeps sound unit economics, then congratulations! You've solved the scaling problem.
Instead, identify the bundle of tasks that person did and find people who can take them on separately, and perhaps accomplish other tasks you didn't even realize your team could do.
If you were to identify every task your business needs, then you have the flexibility to direct those tasks to the right people. Further, if you're in a high-growth environment, you can continue to scale by motivating your people to fire themselves from their worst tasks and focus on their best expertise.
If your team continues to evolve in this way while your company keeps sound unit economics, then congratulations! You've solved the scaling problem.