A Tech Startup CEO Needs to Know 3 Things as They Hire to Scale

There’s a big difference between recruiting for a large company and a plucky tech startup.

?With an established corporation, a candidate generally knows what they’re getting into. It’s a known quantity. Titanic jokes aside, there’s a reason why these types of businesses are compared with ocean liners: they’re stable, they can weather rough weather, and they change direction very slowly.

Tech startups are the kayaks of the business world. They’re going farther, faster. This appeals to someone who’s ready for a little more autonomy and flexibility. And unpredictable waters.?

?When you’re ready to hire to scale, it’s critical to a tech startup that the right people are brought on board. In the same way that mistakes are more serious in a kayak, you can’t afford to hire the wrong guy; overspending can be the death of a growing company. A bad fit can wreak havoc on your culture and momentum.

?There’s a lot of pressure to get the right people, in the right place, at the right time.

?Working at a tech startup requires a different kind of strength and focus. It’s a lot more exciting and a LOT more fun, with a fellow adventurer.?

?We’ve identified three things that a tech startup CEO needs to know, as they hire to scale.

?1. Hire intentionally, but also hire ahead.

Identify the next strategic role you need to fill to move your company forward and be proactive about that hire. Be intentional about leaving no unfilled roles.?

?There’s an opportunity cost to having unfilled positions in your company. You’re losing revenue from the missed business, and from employees spending less time at the job they were hired to do- because they’re doing the extra work that’s not getting done while they wait for the role to be filled.

?Also, hire ahead. It’s the mindset: “We’re always hiring.” If team members are queued up and ready to go ahead of schedule, then there’s never an unfilled role in the first place. Transitions are smooth during the surge in growth.

?One of my old colleagues was unusually gifted at pulling teams together. He once told me, “It’s all about getting the right people on the bus. They can change seats after they’re on board.”

?When you meet someone that’s a great match for your company culture and motivated by your vision, hire them- regardless of whether you’ve got the perfect role for them. Once they’re onboarded, they’ll become familiar with your products and practices and assimilate into your culture. When the right role surfaces for them, they’ll come up to speed with the specific tasks of the job more quickly. It’s cheaper and more efficient; it sustains momentum.

?It benefits a tech startup to stay in a hiring mindset because at this stage of your company, recruiting is a lot like marketing. You’re getting your name out there. If the ideal candidates don’t even know who you are- they can’t come to you. This is how you start building your pipeline.

?2. Have a well-defined (but non-boring) lengthy interview process.

?The hiring process is extremely critical. It needs to be thorough enough to determine that the right candidate is brought on board, and to weed out the wrong candidates. But if it’s too time-consuming, you may lose your window to approach top talent. The best candidates are off the market in 10 days.?

?It’s streamlined thoroughness.?

?Once the job is posted, potential candidates are going to do their own legwork. A thoughtful job description identifies the qualifications, and the company’s websites and social media communicate your culture and mission/vision/values. They’ll know if they’re not a good fit and self-select out.?

?A good recruiter knows how to screen applicants, so that you move forward with qualified candidates and avoid spending too much time with the wrong guy.

?Once the list is narrowed, the interview process evaluates the applicant’s skill set and experience, to determine if they meet the job requirements.

?More significantly, you’re determining whether they’re a good fit for your corporate culture, whether they align with your mission/vision/values, and whether they have a startup mentality.?

It can be beneficial to outsource the hiring process because of the complexity of the interviewing skill set. Margins are razor-thin: it’s critical to get it right when time is of the essence and mistakes can make or break your company.

?3. Practice inclusivity from day one.

The interview process gives a candidate firsthand insight into your company. It needs to reflect the culture they’re about to step into.?

?In a tech startup, team members are encouraged (and expected) to be contributors. You’re nurturing a culture of inclusivity.

?When a new hire steps into their role, there are things that aren’t going to change: the company’s vision (what future are you building together?), mission (what is your purpose?), and values (what is going to be true of each decision made?) are not up for debate. As CEO, it’s your job to set direction.

?Inclusivity does not mean that you welcome someone that expects to challenge these things. The interview is the place to make sure that they’re on the same page with the direction of the company.

?It does mean that you’re intentional about offering a space where the “how-to’s” are discussed freely and openly. Different opinions are encouraged and valued. As long as you’re all moving in the same direction, inclusivity distinguishes a great company from an adequate one.?

?In the hiring process, you’re looking for different perspectives to bring into your culture of inclusivity.

?This can be modeled by asking good questions and having a conversation. An inclusive culture assumes good communication skills: are they good listeners? Can they clearly articulate their ideas? Do they balance sticking up for an idea that they think will work with the art of compromise with good ideas from others?

?When you’re hiring to scale, you’re bringing newcomers into a company that’s heading into uncharted waters.?

?When in doubt, it’s strategic to work with an agency like RecruitGyan that specializes in recruiting for tech startups. Our experience and expertise enable you to be proactive about hiring ahead, to use the interview process thoroughly and efficiently to match the right candidates to your company and to set an inclusive culture. With the right people on board, it’s full steam ahead.

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