{"id":4446,"date":"2022-02-08T08:07:29","date_gmt":"2022-02-08T08:07:29","guid":{"rendered":"https:\/\/www.teamly.com\/blog\/?p=4446"},"modified":"2022-06-15T09:01:33","modified_gmt":"2022-06-15T09:01:33","slug":"how-to-hire-employees-for-startup","status":"publish","type":"post","link":"https:\/\/www.teamly.com\/blog\/how-to-hire-employees-for-startup\/","title":{"rendered":"How to Hire Game-Changing Employees For Your Startup"},"content":{"rendered":"<div class=\"youtube-wrapper\">\n           <div class=\"yt-top\">\n            <a href=\"https:\/\/www.youtube.com\/channel\/UCwHYNdcN6sQVAKa6zPxVPZQ\" target=\"_blank\">\n            <span class=\"youtube-icon\"><\/span>\n            <span class=\"youtube-channel\">@teamly<\/span>\n<\/a>\n            <h5>For additional information on this topic, feel free to check out this Youtube video from our channel.<\/h5>\n           <\/div>\n            <iframe loading=\"lazy\" id=\"ytplayer\" type=\"text\/html\" width=\"100%\" height=\"465\"\n                    src=\"http:\/\/www.youtube.com\/embed\/TRk4ngr0pwM\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture\" allowfullscreen><\/iframe>\n            <h3>Now, onto the main content...<\/h3>        \n        <\/div><p>This post is most aimed at unfunded (or minimally funded) startups; hustlers that are getting their idea off the ground and are looking to hire their very first staff members. The difference is we aren\u2019t talking about how to handle that level of funds in this post. However, a lot of this advice applies equally well to ultra-funded unicorns as to bootstrappers, since we\u2019re looking at the psychology and approach to hiring that\u2019s necessary to grow a business.<\/p>\n<p>We will not be exploring the legal aspect of hiring\u2014like dealing with the IRS, or employee ID numbers, or labor laws\u2014because that\u2019s all cut-and-dried information you can find anywhere. The goal of this article is to show you how to hire employees that will improve and impact your startup; employees that are the best possible fit for taking your company to the next level, and making sure you get your hiring right first time.<\/p>\n<p>You could argue that laying substantial groundwork for your first hires is unnecessary\u2014better to be fast and take a risk, than slow down. And it\u2019s true that \u201cat will\u201d labor laws mean you can always fire someone if it doesn\u2019t work out\u2014but can your startup afford that? Can your mental health?<\/p>\n<p>You\u2019re going to need to put a lot of energy into every new hire, so making sure they\u2019re the best possible fit will save you a lot of time, energy and pain in the long run. Let\u2019s get into it.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-4452\" src=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Hiring-Employees-for-Startup.png\" alt=\"Hiring Employees for Startup\" width=\"860\" height=\"396\" srcset=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Hiring-Employees-for-Startup.png 860w, https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Hiring-Employees-for-Startup-300x138.png 300w, https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Hiring-Employees-for-Startup-768x354.png 768w\" sizes=\"auto, (max-width: 706px) 89vw, (max-width: 767px) 82vw, 740px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"how_to_get_started\"><\/span>How to Get Started<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>As a startup founder, your priority should be plugging the biggest gaps in the business\u2019s skill set. If you\u2019ve already got version 1.0 of your product or service ready to sell, it\u2019s tempting to immediately leap to marketing or advertising. Hire a marketing pro to get as many customers through the door as possible!<\/p>\n<p>But if your products aren\u2019t 100% meeting customer expectations every time? Then now isn\u2019t the time to focus on marketing, but product improvement! That leads to two outcomes:<\/p>\n<ul>\n<li>You bring in someone with the skills to take over product improvement (or that you can quickly train), or<\/li>\n<li>You invest more of your time in products, and hire someone to handle administrative or other jobs that you\u2019ll be neglecting<\/li>\n<\/ul>\n<p>But maybe your products are fantastic already. If so, what\u2019s your production capacity like? If it\u2019s easy to create large quantities of your product, or if it\u2019s an easily scalable service, then increasing the advertising spend might be the way to go.<\/p>\n<p>When you\u2019re thinking about hiring, you need to focus on the areas where additional hands will have the biggest impact straight out the gate. In other words, what are your highest-risk weaknesses right now?<\/p>\n<p>Your job is to find, within reason, the best possible candidate for that role. They\u2019re going to be responsible for a huge stake of your business, and so putting time and effort into recruitment will be highly rewarded. (Or, if you prefer the pessimistic outlook, cutting corners on recruitment could devastate your company).<\/p>\n<p>Unfortunately this isn\u2019t always as straightforward as we\u2019d like.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-4453\" src=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Hire-the-person-not-just-the-skills.png\" alt=\"Hire the person, not just the skills\" width=\"860\" height=\"396\" srcset=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Hire-the-person-not-just-the-skills.png 860w, https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Hire-the-person-not-just-the-skills-300x138.png 300w, https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Hire-the-person-not-just-the-skills-768x354.png 768w\" sizes=\"auto, (max-width: 706px) 89vw, (max-width: 767px) 82vw, 740px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"hire_the_person_not_just_the_skills\"><\/span>Hire the <em>person<\/em>, not just the skills<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Working for a fresh-faced startup is extremely different to joining an established business. Small, medium, large, enterprise\u2014what established businesses all have in common is that they offer safe, predictable environments. As a rule, most employees can stay in their niche areas, go home at 5 o\u2019clock and take home a competitive salary.<\/p>\n<p>As you probably know, the world of startups is very different. In the early stages (and that can span several years or, unfortunately, the entire short lifetime of the company) you just can\u2019t afford siloed job roles. Every employee needs to wear a multitude of hats: the sales guy needs to do customer support; the founder needs to pack boxes; the marketing exec needs to give product demos.<\/p>\n<p>Hazy boundaries are inevitable, and that makes them important. The actual jobs need to be reflected in the candidate\u2019s expectations: if you hire a marketing all-rounder with a remit of getting more leads, and then expect them to do a bunch of other jobs they weren\u2019t expecting\u2026that\u2019s a recipe for tension. Some people will love that multi-purpose dynamic. Others will hate it and want to do the thing they\u2019re actually good at (and were hired for) 100% of the time. Which is of course completely reasonable.<\/p>\n<p>Not everyone knows what startup life is really like, and most don\u2019t want to find out. But the reality is that your fledgling business needs dynamic, multi-purpose employees. It can\u2019t support staff that are unwilling to work hard, learn and apply new skills, give up weekends, and go the extra mile on a regular basis. (Unless you engage contractors\u2014which we will cover!)<\/p>\n<h3>Common \u201cstartup traits\u201d to look for<\/h3>\n<p>There is no one-size-fits-all \u201ctype\u201d of employee to look for. And just because roles blend somewhat doesn\u2019t make technical skill sets anything less than extremely important. However, there are still a few traits that we\u2019ve consistently found in the most <a href=\"https:\/\/www.teamly.com\/blog\/how-to-succeed-in-a-startup-business\/\">successful startup<\/a> employees:<\/p>\n<ul>\n<li><strong>Ambition <\/strong>\u2014 Most jobs are simply about doing \u201cenough\u201d; to work in a startup environment, you have to be pushing for something, always trying to get somewhere further. There is absolutely a place for workers that are content where they are, but it\u2019s not in your young company.<\/li>\n<li><strong>Work ethic <\/strong>\u2014 There\u2019s no room for passing the buck or shirking tasks in a startup. There will be long hours, myriad different tasks and heaps of pressure. New employees don\u2019t need to be superman, but they do need to understand the long-term payoffs of consistent effort. You need to hire people that are happy to roll up their sleeves and get stuck in; that generate value and self-worth from working this way.<\/li>\n<li><strong>Sense of responsibility <\/strong>\u2014 The best startup employees have a natural bias towards action. They can run with incomplete knowledge and consider time doing nothing to be time wasted. Your best employees will take ownership of tasks beyond those you\u2019ve specifically assigned; if they notice a problem, they\u2019ll use their brain to fix it. Not for praise, but because that\u2019s just how they work.<\/li>\n<li><strong>Adaptability <\/strong>\u2014 Startup life means thinking on your feet. Look for candidates that have evidence of adjusting to tumultuous times, moving with changeable briefs, adapting to uncomfortable circumstances. If your candidates have only ever worked stable, predictable jobs, make sure they prove that they can handle a more mercurial role.<\/li>\n<li><strong>Acceptance of failure <\/strong>\u2014 This is a hard one to screen for, so simply talk to prospective candidates about failure. It is the most fundamental \u201chack\u201d for growth: trying, failing, learning, and trying again. The more painful the failure, the bigger the lesson\u2014you need employees who not only understand, but live this attitude.<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-4454\" src=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Create-a-hiring-strategy-for-long-term.png\" alt=\"Create a hiring strategy for long-term\" width=\"860\" height=\"396\" srcset=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Create-a-hiring-strategy-for-long-term.png 860w, https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Create-a-hiring-strategy-for-long-term-300x138.png 300w, https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Create-a-hiring-strategy-for-long-term-768x354.png 768w\" sizes=\"auto, (max-width: 706px) 89vw, (max-width: 767px) 82vw, 740px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"create_a_hiring_strategy_for_long-term\"><\/span>Create a hiring strategy for long-term<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>If things go well with your startup, eventually you\u2019re either going to go for funding or grow organically. Either way, you need to have a plan for where you\u2019re taking the business. Of course this is subject to change, but your initial hires should be part of a bigger scheme; you should have a 12 to 60 month vision that you\u2019re building towards.<\/p>\n<p>This means considering what your team(s) is going to look like down the line. You\u2019re hiring for today\u2019s problems, but also for the future you\u2019re building towards. For every role you put together, make sure to consider how that role might evolve with time, to serve a purpose beyond the initial \u201cstartup\u201d stage.<\/p>\n<p>Should you work with recruiters on these hires? Honestly, at the early stages, it\u2019s not usually a worthwhile investment: recruiters are expensive and the type you can actually afford are probably going to throw candidates at you indiscriminately. A better option would be to explore your existing network: try to find eager, energetic employees through people you more-or-less trust.<\/p>\n<p>At the same time, realistic job adverts are a good move. They\u2019re cheap to post, and because most job posts are absolutely chronic, you have a real opportunity to stand out from the crowd, catch people\u2019s attention, and light their imagination on fire.<\/p>\n<p>In addition to thinking about this high-level strategy, it can pay to form a specific, play-by-play action plan to keep you on course.<\/p>\n<h3>Example 6-step hiring plan<\/h3>\n<p>Part of your strategy is what we just discussed: strategy. Long-term vision for the company and what your team is going to look like. The other part is a literal plan: <em>how will we go about recruiting people? <\/em><\/p>\n<p>Well here\u2019s one approach:<\/p>\n<ul>\n<li><strong>Identify the need<\/strong> \u2014 You\u2019ve already done this part by finding the highest-priority skill gaps in your startup.<\/li>\n<li>\n<p><strong>Create &amp; share the job description<\/strong> \u2014 This should include a job title (don\u2019t fixate on this) and actual responsibilities, but also details about boundaries, extra responsibilities, growth potential, and character traits. Always include a salary range (or minimum) to avoid deterring good candidates.<\/p>\n<p>Spread the job around your network and on job boards\/recruitment sites. Leverage social media.<\/p>\n<\/li>\n<li><strong>Review applicants <\/strong>\u2014 Allow a few weeks (if you have time) for applications to come in and set aggressive filtering criteria. Screen candidates and take notes as to why you like them and what you want to see demonstrated at the interview. Invite as few candidates as possible to interview.<\/li>\n<li><strong>Interview candidates <\/strong>\u2014 Have a single round of interviews, unless completely torn between candidates. Focus largely on their personality, mindset and attitude, and make any skills tests or interviews concise and relevant.<\/li>\n<li><strong>Check references<\/strong> \u2014 If an applicant has relevant references and you feel the need to check them, do so now. This shouldn\u2019t be considered compulsory\u2014you\u2019re your own judge of character and references are very rarely 100% candid.<\/li>\n<li><strong>Make an offer <\/strong>\u2014 Don&#8217;t hang around here. Make the offer and make it clear you\u2019re keen to start as soon as possible!<\/li>\n<\/ul>\n<p>There are multiple steps you could \u201cskip\u201d here, but the end result is likely to worsen and the medium-long term effects on your business are not worth it. Invest time in this process and you\u2019ll be rewarded heavily in their performance and your company\u2019s success.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-4455\" src=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/How-to-frame-your-company-benefits.png\" alt=\"How to frame your company benefits\" width=\"860\" height=\"396\" srcset=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/How-to-frame-your-company-benefits.png 860w, https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/How-to-frame-your-company-benefits-300x138.png 300w, https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/How-to-frame-your-company-benefits-768x354.png 768w\" sizes=\"auto, (max-width: 706px) 89vw, (max-width: 767px) 82vw, 740px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"how_to_frame_your_company_benefits\"><\/span>How to frame your company benefits<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>When hiring employees for a startup, you won\u2019t usually have the luxury of offering \u201ccompetitive\u201d salaries and benefits. Since this is one of the key tools for securing top talent at established businesses, we need to consider what you can do to compensate.<\/p>\n<p>So how does a company that\u2019s offering sub-competitive wages, long hours, and multi-faceted job requirements compete with big salaries, healthcare, and paid time off?<\/p>\n<p>You start with the culture. The lifestyle of the startup world. Your main focus should be on selling the glory and passion of living in this world. Few skilled and ambitious workers join startups for the blockbuster day zero salary; they do it for the cause, the potential they could reach and the tangible difference they can make during the journey. Even if you have exceptional funding, always aim to ignite that fire in each applicant\u2019s belly, that desire to be part of something great. It will help you lure out the best people.<\/p>\n<p>The other option is to talk openly about the potential future benefits:<\/p>\n<ul>\n<li>If you stay here then\u2026<\/li>\n<li>If we reach X goal then\u2026<\/li>\n<li>Your career progression could be\u2026<\/li>\n<\/ul>\n<p>Paint a realistic picture of a bright future and offer to back these up in the contract, tied to overall business success. It may not be concrete, but it could help lure in some overqualified candidates.<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-4456\" src=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Should-you-invest-in-contractors.png\" alt=\"Should you invest in contractors\" width=\"593\" height=\"393\" srcset=\"https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Should-you-invest-in-contractors.png 593w, https:\/\/www.teamly.com\/blog\/wp-content\/uploads\/2022\/02\/Should-you-invest-in-contractors-300x199.png 300w\" sizes=\"auto, (max-width: 593px) 100vw, 593px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"should_you_invest_in_contractors\"><\/span>Should you invest in contractors?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>The vast majority of this post is about full-time employees. However, sometimes you\u2019ll come across skill gaps that you just can\u2019t bridge with your team\u2019s skill set\u2014or that you could bridge, but not to a high enough standard.<\/p>\n<p>For example, say you\u2019re applying for funding that\u2019ll transform your business\u2019s future\u2014amazing! That application is now almost certainly the most important thing in your entire business. Hiring a pitching expert to get you over the line (contractor of course, not employee) might be a life-changing investment.<\/p>\n<p>Or you\u2019re launching your first paid ads campaign. Giving a veteran copywriter 2 hours to review + fix problems on your landing page, or a backend ads pro 2 hours to fix your allocations and algorithms\u2026this occasional spending on freelancers and contractors is a necessary part of running a startup.<\/p>\n<p>Why? Because unfortunately your business needs a diverse range of skills and you just can\u2019t hire them all at a world-class level. Certainly not early on. Spending high hourly rates to get genuinely expert contributions, in small doses, can massively boost your business.<\/p>\n<p>Now having said all that, there are plenty of \u201cspecialist\u201d tasks which are not urgent or life-threatening\u2014tasks that you can deliver to a less-than-pro standard with a marginal effect on the business:<\/p>\n<ul>\n<li>It\u2019s better to have an average website than spend $5,000 getting the copy done<\/li>\n<li>It\u2019s better to make your own silly, low-budget TikToks than pay an expensive influencer<\/li>\n<li>It\u2019s better to fudge your way through Quickbooks than pay for a virtual CFO<\/li>\n<\/ul>\n<p>In an ideal world, these tasks would all be allocated to experts and that would produce better results\u2014but if they\u2019re not mission critical right now, then you can hold off on that spending. You can paint over a lot of cracks early doors. It\u2019s your job as founder, however, to identify the areas where true professional help is needed and always bite the bullet in those cases.<\/p>\n<div style=\"background-color: #eaeffc;\">\n<h2><span class=\"ez-toc-section\" id=\"conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>This was a fairly deep exploration into identifying and hiring the best employees for your startup, but you\u2019ll notice that the physical \u201chiring steps\u201d (like posting job ads and running interviews) isn\u2019t the main focus. Our real goal was to share advice for understanding exactly what candidates you needed, and how to appeal to them.<\/p>\n<p>Recruitment into startups is rarely easy. You have virtually nothing to offer in terms of cash or benefits, and yet you actually need significantly more driven and quick-thinking employees than most established companies call for. Knowing which traits to look for, having a long-term vision for your staff and knowing how to plug the gaps with contractors will all contribute to good hiring decisions.<\/p>\n<p>Now you just have to cross your fingers that the right prospects see your ads and get in touch!<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>@teamly For additional information on this topic, feel free to check out this Youtube video from our channel. Now, onto the main content&#8230; This post is most aimed at unfunded (or minimally funded) startups; hustlers that are getting their idea off the ground and are looking to hire their very first staff members. The difference &hellip; <\/p>\n<p class=\"link-more\"><a href=\"https:\/\/www.teamly.com\/blog\/how-to-hire-employees-for-startup\/\" class=\"more-link\">Continue reading<span class=\"screen-reader-text\"> &#8220;How to Hire Game-Changing Employees For Your Startup&#8221;<\/span><\/a><\/p>\n","protected":false},"author":17,"featured_media":4450,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[5],"tags":[],"class_list":["post-4446","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>How to Hire Game-Changing Employees For Your Startup<\/title>\n<meta name=\"description\" content=\"Recruitment into startups is rarely easy as you have virtually nothing to offer in terms of cash or benefits. 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