5 Tips for Hiring At Your Startup


Being a startup founder means that you will have many milestones to deal with as far as your startup is concerned. Some of the milestones may be more memorable than some others, but you will always have that one that stands out from the rest, and that’s when you make the first hire. As your startup grows, you will become busier and will be needing to expand more. It may mean that you have to move your office away from the garage you started with, or you’re getting world-class equipment. The point is, you will need more hands to be on deck. 

You can only hope that your first hire is memorable for good reasons alone. Your startup must hire someone who breathes and lives the mission and vision of the company and wants to work their heads off to ensure the company’s success. However, if you experience the opposite type of hire, you will find that it could lead to big problems for your startup – one that you must do everything to avoid. 

There are unique challenges that you will face when it comes to making hires as a startup. However, if you make the correct hires, you will set your company up to have a strong team and better workflow. In this article, we will be discussing five tips to help you make the right hires at your startup

  1. Hire people that have more experience than you

One of the best things you'll do for your business as a founder is to throw your ego out the window while making hires. You must hire people that have the experience you lack in the field. You’re the CEO does not mean you’re the most qualified person in the field. Likewise, you don’t have to be the most knowledgeable or smart person in your team. If you are going to be successful, you need more intelligent, more experienced, and knowledgeable people to come and work for you. 

Of course, you will know more about his company’s history and product, but you need people that know more than you when it comes to their specific duties. This helps you grow faster, so you are not just dictating the way things should go during your meeting, but you have people who are able to identify problems by themselves and work out solutions as well. So, you’re doing more listening than talking. 

  1. Define individual roles

One mistake that you can make while making your hires is failing to take your time to spell out the responsibilities and roles of individuals. This will cause you more problems than you can think of. According to an essay writing service, if you fail to highlight responsibilities, you will lose the competencies, experience, and skills you need in your hire. So when you make the hire, they will be uncertain about their role, and instead of working autonomously, they will have to wait to be told what to do. 

Failure to define roles and responsibilities also means that you won’t evaluate an employee’s performance and how they are effective in their position. So, you must determine what you want in your employee before you start your hiring process. 

  1. Look out for the individual’s strengths, not the absence of weaknesses.

It is tempting to focus your search on employees that don’t have obvious weaknesses. However, it is more important that you look out for where their strength lies and if it's what you need rather than employing them because they don’t have a weakness. You should consider versatility when making your startup hire, but they must have a particular strength. You need masters at a trade to deliver in a role, as much as they can handle other duties, rather than someone without a specific strength and can’t fill in one specific position. 

During your hiring process, you are likely to identify weaknesses in some of your candidates, which you must acknowledge. However, don’t make it the basis of your hire. Instead, consider their strengths and the organization's needs. Then, hire the ones with the strengths you need, not the ones that lack weaknesses. 

  1. Carry out extensive research 

If it is your first time hiring an employee, you have to carry out some research before you start. You need to research logical questions such as the salary to offer and whether or not you’re providing health insurance. It makes sense for you to consult a lawyer in this situation to determine the best step to take for your startup. Then, when you have your contract prepared even before you start seeking an applicant, your mind will be at ease, and you will be in a more comfortable position to find the perfect candidates. Onboarding can be a stressful process for those involved. Ensuring that all necessary documents are on the ground will make it easier. 

  1. Make sure your team approves.

Working within a startup means you’re working for long hours in close quarters. Everyone must get along well. Otherwise, the work will be difficult for other people involved. Your startup is a small team, and you can’t afford friction between your small workforce. So, if you’re hiring new staff, make sure that other team members approve before offering the job. To have smooth operations, it’s crucial to have people that fit into your startup’s culture. So, it would help if you weren’t too formal in your interviews. Make it obvious to the candidate how the daily operations are in your startup. 


Hiring at your startup is a crucial step that you can’t do without. It’s a milestone you’re looking forward to. However, you can’t make mistakes with this. 





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