5 Hiring Tips for Scaling Your StartUp

smartrecruiters

Founders dream of changing the world, but you can’t do it alone. The team you build will be instrumental in determining your future successes and failures.  Much has been written about a startup’s first hires, so let’s focus on some best practices to help scale your startup beyond 20 people.

Founders must evaluate the strengths and weaknesses of their team.  Every company has organization holes.  Founders must diagnose which are the most important holes to fill to round out the team.  Startups are a team sport and skills must be complimentary. Early on all-in-one hires (aka “Unicorns”) can be invaluable because they cover more bases with fewer people. Over time, however, this strategy doesn’t scale.

Sometimes specialists are needed and other times you can hire on raw intelligence, teaching high potential individuals new skills. Hiring candidates who check all essential boxes but have room to grow often outperform someone who checks all the boxes at the time of hire.  They are also more likely to stick around as there is room for career advancement. The most ambitious and competent candidates rarely take roles where they already have all the skills required for the job.

In order to recruit “A players,” you must clearly define what you’re looking for.  Saying you want candidates exclusively from Google, Facebook or Apple (or Stanford, MIT, Harvard) is not a viable strategy for most companies. Hire on competency, intellect, determination and passion, not just on logos.

 

5 Hiring Tips for Scaling Your StartUp:

 

smartrecruiters 1. Clearly define the Roles & Responsibilities (the core competencies, qualifications, and key attributes that will drive success) for each position you need to fill.

2. Define Objectives & Key Milestones for success in the first 100 days and first 12 months.  This will enable you and your team to optimize the interview process, test for the right skills, evaluate candidates side-by-side, align internal perspective and set mutually agreed upon goals starting Day 1.

3. Ask short list of candidates to pitch you their ideas on what they want to accomplish in the first 100 days.  Use this to learn and debate ideas, opportunities & strategies. The best candidates will stand out from the rest.

4. Define & articulate your culture Not only does it attract more great people, but it’s a powerful weapon to keep the amazing people you already have.

5. Effectively tell your vision. Your employees should know it by heart and repeat it consistently when asked.  An aligned team is powerful and impressive. It unites, gives purpose, drives culture and differentiates your startup.  Remember, candidates are evaluating you too.  Startups evolve (and likely will pivot), but candidates want to know you have a vision, a deep understanding of your market and an undying commitment to succeed.

ignition talent Mark Jacobson is Founder & Managing Partner of Ignition Talent Group. For over a decade, Mark has worked with and advised hundreds of startups, growth stage and public companies helping to build their executive teams.

SmartRecruiters is the social recruiting platform that makes hiring easy.

Share on LinkedInTweet about this on TwitterShare on FacebookShare on Google+
Shares
ignition talent
Mark Jacobson Mark Jacobson is Founder & Managing Partner of Ignition Talent Group. For over a decade, Mark has worked with and advised hundreds of startups, growth stage and public companies helping to build their executive teams.
More posts

Top 6 #Startup #Hiring Mistakes And How To Avoid Them

Hiring top talent is one of the biggest challenges for startup founders, especially at an early stage where having the right people on your team can be the difference between startup success and failure. Early stage technical hires must be able to hit the ground running when it comes to adapting to the requirements and pace of product development. With less time and resources to devote to the hiring process, it is extremely important that founders are aware of the common recruiting hurdles that most startups face. Here are the 6 most common startup recruiting mistakes and how to avoid them: more

How to Succeed at #Startup #Recruiting

If you’re recruiting a team for your startup venture, you probably have an ideal type of employee in mind. It’s possible that the type of employee who’s a great catch for a large corporation isn’t the one you want on your team – and it’s possible that the people you want on your startup team won’t be attracted by the same things as people who want to work at established companies.  more