Published on: 31 March 2025 Having worked in startups and scaleups I've experienced unique challenges and implemented strategies to hire for them. It is a tough but not impossible field to navigate, and I'd like to share a few aspects that would improve and speed up the hiring process within small and growing companies:
When competition is much larger and better known:
The new player is often not recognized and in the shadow of the more well-known company. It is tough to attract candidates, but it becomes easier when highlighting the mission, defining an impactful and healthy culture, and emphasizing the growth aspect. Moreover, it is not uncommon to offer equity, flexible hours / workplace and growth tailored to the individual.
Experience is not everything:
Startups often don't have silos within their structure; therefore, employees would need to wear multiple hats and perform tasks outside their ordinary job description, thriving in uncertainty. Hiring people with problem-solving skills is a very important aspect contributing to a healthy company that faces challenges daily. Using behavioral and STAR-based interview questions may highlight the best in these types of candidates!
Speed vs. Quality vs. Budget:
The trifecta I would always present hiring managers with and ask them to pick the two most urgent ones. Of course, in an ideal world all 3 are preferred - a candidate ticking all the boxes, within budget that can start right away. Candidates don't wait for companies to open roles; they are constantly moving and interviewing. It is important for hiring managers to understand the difference between taking your time to find someone great within the budget, finding someone quick within the budget that can be trained or finding someone great, quick but budget would need to be supplemented.
Branding and positioning on the market:
It can be really difficult to attract candidates without a solid presence on the market. Leveraging social media could be a great start; particularly sharing about the company, its culture and even organizing events for networking and awareness purposes. Have employees act as advocates, they will spread the word, and they will create the success stories.
There is no perfect recipe for all the companies (fortunately), otherwise we would live in a very simple world with no excitement. People need stimulation at the workplace and startups often need to find their own recipe and spice it up in their own way.