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title: Hiring for startups created_at: 2020-05-01T14:52:16.823Z updated_at: 2021-08-26T14:52:16.823Z tldr: Kindness empathy and slopes is_published: 1 star: false category: Organization, People share_type: share

I have taken more than 100 interviews at this point, and hiring to build a small team is really different. Oh, I failed too. It's not their fault really, I had just fought for someone because he matched my values instead of the teams. A really bad thing to do, and eventually had to let them go.

It's a Numbers Game. Fundamentally, hiring a great early team is a numbers game. Hiring may become a full-time job for a few weeks. Just like any other sales job, you will need to generate a pipeline and keep the pipeline full of candidates as you churn through people looking for a great fit. Do not compromise! It is much easier to hire than to let someone go, and the cost of an early mistake may be high. Be smart about it - throw out bad candidates early and focus your energy on the good ones. You will be under pressure to get your product built or get interview fatigue. No matter what - keep cranking on hiring! This stuff is important! Don't give in!

The interviews

Getting the candidates interested in the company begins way before the job posting. Sure they get to know the company for job postings,. etc but the really interested ones come across your product when they are trying something new or friends (Twitter/product hunt) etc,. So make your first impressions correct.

Most candidates looking for a job do have multiple jobs or in-between interviews, make interviews transparent and keep the loop quick. Remember saying "No" politely also has an impression on the company. Also, you should be able to evaluate the candidate in that short time.

What to look

Anyone can learn a new programming language in weeks. The real traits are kindness and empathy. They need time to build, and hard to get by. Imagine there is a production issue in the middle of the night and your college refuses to pick up a phone ever. Every time there is a disagreement about solutions, they get annoyed and leave instead of deciding on one. It's not gonna work out this way.

Also, check for freedom, startups are places where you get the freedom to do what you want, also the responsibility to get the business running. I have a favorite question to ask in the intro call.

Say we had 2 hr to get to know each other. What interview plan would you suggest so we are comfortable rolling out an offer for you?

The intent of asking this question is to gauge how comfortable one is to bring up a plan knowing so little information.

Also this great article by Matt Rickard

Is this position required?

Throwing more manpower at a problem is a proven strategy to get things done. But at a startup, we all work with limited resources. It's better if someone from the team wants to take up the position for 20% capacity. It's not an immediate result right out, but 20% each week is compounding.

The scary thing

As a startup, we need to realize if the company fails there are a lot more mouths on the line than the people working in the company. If we run out of money there are more upset people, and it's a snowball effect, always hire less.

Further reading

• Hiring your early team