How can you persuade top talent to join your startup over an established company?

Humans usually have a need to be part of something bigger than themselves. As a business owner or manager, it is extremely important to tell your story in a compelling and engaging manner. There is always a big opportunity the business is looking to address and also a pain point the business is solving. You need to communicate these things in a clear and succinct manner. When you do I believe talent would gravitate towards what you are doing.

Ultimately it comes down to the story. The story you tell about your company, about yourself about your reason for founding the company, your reason for driving hard to your objective will form the basis of their decision to join you on your mission. At the beginning of 2023 we interviewed a a developer that impressed me. We couldn't offer much monetarily and he had progressed in discussions with another company. He declined a conversation but said I could follow up in a week. Which I did. When I finally had the chance I told him my story, my co-founder's story and we spoke in depth about my vision for the company's mission. He was still in discussions with another company but ultimately he chose to join us. He has surpassed expectations.

"I need You" with you this and this will work out and this will be the result!!! A sense of need in the startup mission and accomplishment of the vision should be shared with the required top talent then leave it to free will.

The best ones will come to you and be an extension of the corporate vision. If you have to pitch, it's the wrong fit. Too much risk involved with hiring the wrong person, that simply won't roi.

Distributing equity to deserving employees is definitely a great way for to get them to feel a connection to the problem you are solving. There is a popular phrase people use which is “having skin in the game”. Owning a fraction of the company gives added incentive for employees to break ceilings and go the extra mile to make things work. It also helps get them to align their long term goals with that of the company.

I disagree with this method before understanding if there is a synergistic relationship first. Unless they are already inspired by the mission and vision this won't be a win-win partnership. It will be a case of non-productivity and remorse.

If you have to showcase it, it's too late. Let them pitch to you, after all they should have done their homework before coming into the relationship. Or maybe the culture isn't well defined. Best to work on the branding first.

In my experience, what people are looking for is a sense of belonging, a common goal and a place that non-toxic and fun. A place that celebrates their strengths, works on their weaknesses, helps them gain exposure to so many more things and makes like exciting for them at work. I feel like it’s very important to build a place that makes people want to get up, get excited and get to work! Not feel drained in a bad way and feel like theyve done something in the day that gives their day some meaning.

One of the greatest values you can offer a candidate is the opportunity to growth WITH your business growth. So build that investment into your employee plans and structure. Candidates these days KNOW that startup live comes with a much different work style - more autonomy, range of impact, breadth of role, etc. Plan for ways to align both the growth needs of the business with the development needs of the individual - whether that be in learning/developing in market understanding, technology, etc. Lean into that difference from corporate/bigger businesses as a value ADD. But also, be authentic and realistic with it.

In startups: Passion is likely to be high, and you likely have a direct communication path with the founder. Self-starters and entrepreneurial types tend to love start-ups. Pros: Agility, upside, and energy. Cons: Unpredictable, unstable, personalities can clash.