Common “first of” hiring mistakes to avoid as a startup founder
Max Kolysh
CEO @ Dover
August 15, 2024
•
3 mins
The early stage of building your startup is hectic, exciting and full of new challenges. One of those challenges is finding the right people for your open roles. Your team, ideally, will help you build your startup to be successful and to be around for years to come.
But the hiring process isn’t always straightforward. It can be especially tricky when you’re making the first hires for different departments. While it’s good to have a detailed and clearly outlined hiring process, it’s also important not to get so caught up with small details that will bottleneck the hiring process or choose people who aren’t ideal for the role.
Instead of falling into these common pitfalls, it’s good to keep in mind three mistakes many startups make with first hires and do what you can to avoid them.
The three biggest mistakes startups make with first hires include having hyper-specific expertise requirements, putting too much importance on seniority and not prioritizing mission alignment when making a hire. Let’s take a closer look at each of these mistakes:
1. Requiring super-specific expertise
One common mistake is only looking at candidates with extremely specific expertise. While it might seem like a good idea to get someone you feel is “perfectly” equipped for the role, this can actually be limiting in the early stages. Instead, finding adaptable generalists who can wear multiple hats is a better move. At this stage, you likely don’t know the exact roles and responsibilities this position will require yet, and someone more versatile can evolve with the role.
That’s not to say that someone with specific skills might not be useful down the line, but someone who is flexible, multi-skilled and willing to learn might fit better into the dynamic and rapid-paced environment of a growing startup.
2. Bringing on someone too senior
Another common mistake is hiring someone too senior too early. While it might be tempting to bring on a seasoned professional with many years of experience, this might not always pan out the way you’d expect. Senior hires may be set in the way they do things or be rusty in executing strategies. This doesn’t always align with the hands-on, roll-up-your-sleeves nature of a startup.
Early-stage startups can benefit from finding hires who are ready to grow with the company and tackle every challenge, rather than those looking to slot into a strategy role.
3. Undervaluing mission alignment
Finally, make sure to never undervalue mission alignment when making those early hires. Early hires are more than just workers; they shape your company culture and act as ambassadors of your mission. If they’re not fully bought in or passionate about the company, your team won’t be aligned or engaged from the start.
When interviewing potential hires, find individuals who show a genuine interest or passion for what your startup is doing. Not only will these employees be more likely to stay with the company for the long term, but they’ll also end up influencing your future hires and the future of the company in general.
As mentioned, early hires are going to play a big role in shaping your company culture. They should have a passion for what you’re building along with the skills to do their job. So, make sure to look for the following qualities when hiring:
Adaptability and Versatility - In the fast-changing world of startups, flexibility is key. Early hires should be comfortable taking on various roles and responsibilities as needed.
Diverse Skill Set - Specialized skills can be useful, but overspecialization can be a hindrance when you’re a small, growing company. A diverse set of hard and soft skills makes your team more equipped to tackle challenges.
Problem-Solving Skills - Startups often face unforeseen obstacles. Employees who are proactive problem solvers can help navigate these obstacles and find creative solutions.
Cultural Fit - A strong cultural fit ensures that new hires will mesh well with your team and uphold your startup’s values and work ethic.
Ability to Execute - Early hires should be doers. They need to execute plans efficiently and effectively, often with limited resources.
In summary, regardless of role, bring on a mission-aligned generalist who’s excellent at execution. These individuals are the backbone of a startup's growth, capable of handling diverse tasks while keeping the company's vision at the forefront of their work.
Tips for hiring top talent at your startup
Hiring top talent for your startup involves more than posting jobs on job boards and reviewing resumes (though that’s important too). Here are some tips to help you attract and secure the right candidates:
Leverage Your Network - Don’t hesitate to use your network to find leads for job candidates, especially for early hires. Referrals can lead to high-quality hires, and you should especially look for referrals from your employees once you have a solid team put together.
State a Clear Vision - Top candidates want to feel good about going to work and are passionate about their job. Give them something to work toward and be proud of, with a clear mission and vision that helps attract people who share similar passions.
Be Transparent - Transparency is key for any business, but it’s especially crucial for early-stage startups. Be upfront about the challenges you need help with and the opportunities new employees have by joining up at the ground level.
Offer Competitive Packages - While you may not be able to offer the same salaries as large companies, you can provide equity, flexible work arrangements and growth opportunities that appeal to top talent.
Use Hiring Tools and Resources - Remember how we said job boards and reviewing resumes are important? That doesn’t mean it has to be a painful process. Leveraging hiring tools and resources, like Dover’s free ATS or our Recruiting Partners, can make it much easier to make the right hires.
Get help from an expert recruiter
Running a startup can be hectic when you’re not actively hiring, so partnering with an expert recruiter is a great way to make quality hires, quickly. The problem is that sometimes recruiters can cost way too much, especially for early-stage startups with a strict budget. That’s where Dover’s Recruiting Partners can help.
Our Recruiting Partners marketplace connects with independent, full-cycle recruiters who work at an affordable, startup-friendly hourly rate. They also offer flexible arrangements, working as often or as little as needed rather than locking into a long-term commitment. If you want to find top talent in a fraction of the time, Dover’s Recruiting Partners are your solution.
Try Dover’s free ATS for founders
Dover also offers a free applicant tracking system for startup founders that lets you manage job postings, track candidates, streamline communication between hiring stakeholders and more. Don’t let any more great candidates slip through the cracks and use our ATS to make sure your hiring process is organized, streamlined and simplified. Get started with our free ATS today.
