Getting the right people through the door is crucial to growth.
Let’s be honest: It is really difficult to hire people for early-stage companies. This is mainly due to small budgets, the lack of established processes and proof of market fit. Still, it is possible if you follow some recommendations. As founders you should prioritise looking for traits and behaviours in their early hiring efforts. Find people who have a passion for the company’s mission and show adaptability, relentlessness, a proactive attitude and above all else, a growth mindset because that’s what you need in the pre-seed stage. It is that simple: Skills can be taught but mindset can’t.
Employees of an early-stage startup have to be able to make a decision when there is a lack of information. They must identify patterns. Moreover, they should be willing to make an impact.
But where to start? These are the four roles you should hire first:
An operations manager, who acts as a hybrid chief operating officer/general manager and gets the business up and running.
A salesperson that is willing to get their hands dirty.
A marketing all-rounder who knows a lot about content, web design, SEO and social media (campaigns).
A product manager who is essential for tech-focused businesses.
Most early-stage startups’ hiring processes are done by the founding team, without a thought-through methodology. But as funding is secured and the business begins to scale, the pace of hiring will accelerate, and the founders should focus on business. So, make sure you establish a framework for this. Formalising processes avoids rash decisions that can stunt growth. And from a candidate’s view: A consistent process across all interviews makes sure all applicants get a fair opportunity.
A consistent process should also focus on hiring diversely. Having people from different backgrounds ensures getting to know various viewpoints and a better bottom-line business outcome.
Finally, VCs can play an important role in talent acquisition: They can actively open their network of contacts as well as providing advice on team structures. Some VCs are also providing support by their dedicated HR teams.
