‍The Art of Building Your Team: Hiring Lessons for Startups and Scale-Ups

When you’re scaling a company, hiring can feel like one of the trickiest challenges. It’s not just about finding great people—it’s about building the right team at the right time. Here are some key insights and tips on startup hiring to help you get it right. 

Small Teams, Big Impact

One mistake we see often is thinking that more people equals more progress. Small, focused teams can achieve incredible things, especially when you’re still chasing product-market fit. Just because you’ve closed a funding round doesn’t mean you need to immediately start hiring—pause and consider if tools, automation, or streamlining your processes might solve your problems first.

Tip: Ask yourself, “Are we hiring for needs that’ll still exist in a year?” If the answer’s “I’m not sure,” think about temporary options like freelancers or agencies to buy yourself time.

Hire Smart, Not Big

Capital raises shouldn’t dictate your hiring strategy. These days, it’s more about how much revenue you can generate per employee than how big your team is.

One clever approach is to hire slightly below the level you think you need and let someone grow into the role. It keeps the role exciting and helps you develop people from within.

Tip: If you’re exploring a new area, like a sales channel or marketing function, test the waters with contractors or agencies first. Just keep in mind—hiring full-time talent takes longer than you’d think, so plan ahead if the experiment works out.

Culture Isn’t a Pub Test

It’s tempting to hire people you’d want to grab a drink with. But cultural fit goes way deeper. When interviewing, focus on values and motivations. What drives this person? Why do they make the decisions they do? Asking probing questions can help you get under the surface.

Tip: Look back at past hiring mistakes. What did you miss? How could your process have uncovered those red flags earlier?

Hunt for talent from the “golden years” of great companies

Joining a startup is risky, so it’s critical to attract people who thrive in uncertainty. Networks—your own and those of your team—are often the best source of candidates. Tools like AngelList can also surface talent, but your network will often know people who get startup life.

Tip: Hunt for talent from the “golden years” of great companies. When were they hiring their best people? Find folks who joined during those years—chances are, they’ve got the skills you’re looking for.

Think Beyond Geography

Don’t limit yourself to your city. Remote hiring has changed the game, and cities like Dublin or Bristol(!), for example, have brilliant talent that’s often overlooked by London-based founders.

Tip: Be open to hiring outside your usual geographic bubble. But remember, a strong onboarding process is key to making remote hires work.

Your Mission is Your Magnet

A clear mission and ambitious vision can be the difference between landing an amazing candidate and losing them to a competitor. Candidates want to feel they’re part of something meaningful, especially if they’re leaving the comfort of a big company.

Tip: Polish your pitch. Why does your startup exist? What’s your big, bold vision for the future? The more specific and compelling, the better.

Retention is About Growth

People leave when they don’t see a future for themselves in your company. It’s that simple. If someone’s role feels like a dead end, they’ll start looking elsewhere.

Tip: During onboarding, map out potential career paths. Show people how they can grow with you, not just for the next year, but beyond.

Balancing Automation with Fairness

With AI tools becoming more common in hiring, it’s tempting to lean on them too much. While tools can help with efficiency—like scanning CVs or testing cognitive abilities—be careful not to miss great candidates who might not fit the mould perfectly.

Tip: Use coding challenges or other role-specific tests early in the process. It’ll filter out low-intent candidates and help you focus on the most promising ones.

Final Thoughts

Hiring isn’t just about filling roles—it’s about building a team that can drive your vision forward. It’s worth taking the time to hire thoughtfully, to think critically about your needs, and to create an environment where people can thrive.

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