Hiring for a startup is different than hiring for an established company. Its small size typically characterizes a startup, limited resources, and quick pace of work. Startups are often built around a new product or service, and are typically founded by entrepreneurs passionate about their idea and driven to turn it into a success. Because of this, it’s important to build a startup team that shares these qualities.
Finding Employees
Any entrepreneur will tell you that staffing a startup is one of the most challenging tasks they face. Not only do you have to find the right people with the right skills, but you also have to ensure that they fit in with your company culture. And of course, you need to do all this while staying within your budget.
Hiring Using Your Network
One way to hire for a startup is to use your personal and professional network. This can be a great way to find qualified candidates already familiar with your company culture and values. Additionally, referrals from people you know and trust can help ensure that the candidate is a good fit for the position. However, relying on your network can limit the pool of candidates you consider, which could lead you to miss some great hires.
One thing that everyone should consider, if you hire someone who you have had both a business and a personal friendship with is a great way to find someone you trust. Though keep in mind if your startup isn’t the raging success you imagined. Or for whatever other reason you need to part ways, the separation is likely even more painful than if you grew the team from other sources.
Using a Recruiter
Another option for hiring for a startup is to use a recruiter. Recruiters can help you reach a wider pool of candidates and can provide access to candidates who might not be in your personal or professional network. Additionally, recruiters often have experience working with startups and can help you navigate the hiring process. However, working with a recruiter can be expensive, and there’s no guarantee that they’ll be able to find you the perfect candidate.
Using a Professional Employment Organization
One option for hiring employees especially in different geographies is to use a professional employment organization (PEO). A PEO can help with all aspects of HR, from recruiting and onboarding to benefits Administration and compliance. Working with a PEO can take some of the burden off of your shoulders and allow you to focus on other parts of running your startup. However, it’s important to note that not all PEOs are created equal; be sure to do your research before committing to working with one.
I can tell you that Remote.com was one of two PEOs we used for international staffing and they had a good experience with. Their fees were reasonable and the other big advantage was that they established a legal entity in every country they provided employment services. Some PEOs accomplish this by contracting with staffing companies in certain geographies. If this is the case I will warn you that you may end up in a very awkward game of Telephone.
Mentors and Advisors
A startup can be a lonely endeavor. It’s often just you and your team, working long hours to make your vision a reality. This is why it’s so important to have mentors and advisors who can offer guidance and advice. But how do you go about finding mentors and advisors for your startup?
I was very lucky to have friends who were successful in their startup career and were very generous with their time and sharing their experiences. Some were peers whose career closely resembled mine. One of my most generous advisors was a very successful executive who worked as a peer to Larry Ellison and reported to Oracle President, Ray Lane.
One great way to find mentors and advisors is to attend startup events and meetups. These events provide an opportunity to network with experienced entrepreneurs who can offer valuable advice and insights. Additionally, there are many online resources that can help connect you with potential mentors and advisors.
Platforms like LinkedIn can be used to identify individuals with the experience and expertise you’re looking for. Finally, don’t be afraid to cold-email or reach out to people whose work you admire. Everyone loves talking about themselves, and you never know who might be willing to help you out.
Conclusion
Startups are unique businesses that require unique approaches to HR. When it comes time to hire for your startup, there are three main options: using your personal and professional network, working with a recruiter, or partnering with a PEO or professional employment organization. Each approach has its own pros and cons, so it’s important to weigh all factors before making a decision. Whatever route you choose, remember that the most important thing is finding candidates who share your company’s values and will be committed to helping your business succeed.