14 Startup Leaders Share Their Most Successful Hiring Practices
In a bustling landscape of startups, discovering the perfect hiring approach can be transformative. Insights from a VP of Market Operations and a founder and CEO reveal secrets straight from industry leaders. The first shared tactic involves relying on remote workers, while the final gem focuses on prioritizing cultural fit. This article uncovers fourteen invaluable hiring practices successful for various startups.
- Rely on Remote Workers and Freelancers
- Use Skills-Assessment During Interviews
- Leverage Global Remote Talent
- Offer Competitive Compensation and Benefits
- Implement Project-Based Interview Process
- Adopt Skill-Based Hiring
- Utilize Blind-Hiring Techniques
- Hire Candidates With Startup Experience
- Involve Team in Hiring Process
- Incorporate Behavioral Interviewing
- Focus on Life Sciences Sector
- Hire Through Personal Referrals
- Prioritize Communication and Passion
- Prioritize Cultural Fit Over Qualifications
Rely on Remote Workers and Freelancers
We’ve relied heavily on remote workers and freelancers to maintain adequate and flexible staffing levels. There are so many advantages to this approach if you build for it from the ground up. We’re able to find the best combination of high talent and low costs; our overhead costs are much lower since we never have to provide office space; and we can hire on a per-project basis, giving us cost certainty.
Nick Valentino
VP of Market Operations, Bellhop
Use Skills-Assessment During Interviews
One hiring practice that has worked really well for us is using a skills-assessment during the interview. Instead of just looking at résumés and doing standard interviews, we ask candidates to complete a task related to the job they want. This helps us see how they think and solve problems in real situations.
For example, when we recently hired for our marketing team, we had candidates create a mini marketing campaign for one of our products. This way, we could see their creativity and how well they fit with our values. We ended up hiring three candidates who did an amazing job, helping us increase our marketing engagement by 39% in just three months. This method not only helps us find the right people, but also ensures they can make a difference right away.
Chaitsi Ahuja
Founder & CEO, Brown Living
Leverage Global Remote Talent
We made a decision early on to leverage global remote talent, specifically in the Philippines, on a very famous local job site called Onlinejobs.ph. Because it is very reputable in that country, it is not just call center agents and virtual assistants; we have been able to find amazing designers, software developers, and marketers. Obviously, the cost is very attractive compared to U.S.-based talent, but the quality level is also extremely good. All of the people we have hired there have become core members of the team and contribute greatly to our overall success.
In addition, part of our hiring process is not just resumes and a video interview. We hire all first-time hires for a paid work test. This ensures that they can do the job and are a good culture fit without taking a big risk. After a month or so of successfully completing their test, they convert to a full-time role. This helped us weed out a few bad actors, who either didn’t have the qualifications they claimed or were not putting in the work that was expected of them. But overall, these people were very few; I would say 90% of our hires on that platform went on to be great full-time members of the team.
Ben Miller
COO, Undetectable AI
Offer Competitive Compensation and Benefits
Other practices are good and all, but we believe that at the end of the day, job-seekers focus on the perks and benefits they will receive. So, one successful hiring practice for our startup is offering competitive compensation and benefits. Many candidates won’t even apply if a job listing doesn’t include salary details. In fact, around 80% prefer transparency about pay.
While some companies hesitate to share salary information, being open can build trust and show that we value our employees.
To stay competitive, we consider job titles, required skills, industry standards, and geographic location when setting salaries. If our budget is tight, we also highlight other incentives. These include paid time off, flexible work options, training opportunities, and health benefits. These steps help us attract and retain top talent.
Aqsa Tabassam
PR & Brand Manager, RevenueGeeks
Implement Project-Based Interview Process
One hiring practice that has been particularly successful for our startup is implementing a project-based interview process. Rather than relying solely on traditional interviews and resumes, we ask candidates to complete a small, relevant project that reflects real-world scenarios they’d face in the role. This approach allows us to assess their practical skills, problem-solving abilities, and cultural fit in a meaningful way.
Through these projects, we gain insights into candidates’ work style, creativity, and how they handle challenges—essential qualities in a fast-paced startup environment. The assignments are designed to be completed within a few hours, respecting candidates’ time while providing us with valuable insights. This method not only helps us identify top talent but also allows candidates to experience the kind of work they’d be doing, which leads to better alignment and satisfaction.
We’ve found that this process reduces mismatches between expectations and reality, streamlining our onboarding as new hires are already familiar with our work style. It has significantly improved our hiring success rate by ensuring we bring on individuals who are well-suited to thrive in our unique environment.
Sam Bahreini
Founder & CEO, Konstellate
Adopt Skill-Based Hiring
One hiring practice that has been greatly successful for our startup is skill-based hiring. This approach shifts the focus from traditional factors—like educational background or work history—to the specific skills and competencies a candidate brings. Thanks to evaluating candidates based on their actual abilities, we’ve created a more objective and inclusive hiring process. It reduces the influence of unconscious biases, which allows us to consider a broader range of applicants, including those from non-traditional career paths who may not have followed conventional routes but possess the right skills for the job.
We’ve seen a significant increase in diversity within our team, with employees from various backgrounds contributing fresh perspectives and innovative ideas. Additionally, we’ve found that the quality of hires has improved. New team members adapt more quickly to their roles and perform at higher levels because they’re well-suited for the tasks. Implementing skill-based hiring has also boosted our company culture and fostered a sense of fairness and inclusion, strengthening our employer brand and helping us attract even more top talent. I highly recommend it for any forward-thinking organization.
Agata Szczepanek
Career Expert & Community Manager, LiveCareer
Utilize Blind-Hiring Techniques
One practice that has proven successful for my startup is the implementation of blind-hiring techniques. We remove identifying information from résumés and applications, such as names, genders, and educational institutions. Doing so minimizes bias in the initial selection process and creates a more level playing field for all candidates.
Moreover, blind hiring allows us to attract talent from non-traditional backgrounds, which has proven beneficial for our startup’s growth. By emphasizing skills over conventional qualifications, we open the door to candidates who may possess unique talents and insights, enhancing our team’s creativity and innovation.
Overall, blind hiring at our startup has been successful because it fosters an equitable hiring process, leading to a more diverse and capable team that drives our mission forward.
Peter Bryla
Senior Community Manager, Resume-Now
Hire Candidates With Startup Experience
I’m hiring people who’ve worked at startups before. It’s been a game-changer for us. People who’ve been in the startup world know how to handle the chaos and uncertainty that comes with it. They tend to be flexible and don’t need a ton of guidance to figure things out. That’s huge when you’re growing fast and can’t afford to slow down.
Everything’s more structured at bigger companies, and you can specialize in one area. In a startup, you need people who can wear multiple hats. When we hire people with startup experience, they already get that. They don’t expect a clear-cut role with rigid boundaries, which helps keep things moving smoothly.
We also look for candidates who show a strong sense of ownership in their work. At startups, everyone’s input counts, and when people feel like they own their projects, they’re more motivated to deliver. You can spot this attitude pretty quickly during interviews. We ask candidates about times they took the initiative or solved problems on their own. If they’ve got that mindset, they’re usually a good fit.
Hiring for the right mindset over specific skills has made a big difference for us. We’ve found that skills can be taught, but that startup mentality is harder to instill.
Jared Stern
Managing Member, Uplift Legal Funding
Involve Team in Hiring Process
One successful hiring practice in the company has been involving the team in the process. I ask senior team members to participate in interviews and suggest questions to evaluate candidates. This helps gather insights from different perspectives, ensuring a better fit for both the role and the company. While I make the final decision, this collaborative approach leads to stronger hires and greater team alignment.
Matias Rodsevich
Founder & CEO, PRLab
Incorporate Behavioral Interviewing
I’ve had HR incorporate behavioral interviewing. It involves focusing more on how candidates handle real-world situations.
We still look at their skills and qualifications. But we want to know how they’ve dealt with problems in past roles.
I’ve found that this gives us much more insight into how they’ll react.
We learn more about their approach to challenges, which helps us find candidates who not only fit the job description but also work well in our environment. This tends to lead to a more cohesive and productive team.
Dan Brown
CEO & Founder, Textun
Focus on Life Sciences Sector
An essential part of our successful hiring strategy is focusing on candidates from the life sciences sector. This distinct advantage ensures our new hires have a foundational grasp of our field. This methodology helps them to adjust rapidly and contribute meaningfully and effectively from the first day. For instance, we’ve brought in folks with lab experience, an essential capability for understanding customer requirements and giving technical assistance.
In addition, our target of assembling a team that closely matches our company’s values and mission has led to significant growth in our team cohesion. During the recruitment phase, we highlight our promise to customer service, sustainability, and quality in equipment management. This technique appeals to technically adept candidates and motivates candidates who want to help us achieve our long-term ambitions. The final result is a more consolidated and dedicated team that immediately affects our success.
Joe Reale
CEO, Surplus Solutions
Hire Through Personal Referrals
One hiring practice that has been particularly successful for us is focusing on hiring through personal referrals and recommendations. In the tree care industry, trust and reliability are key, and employees who come highly recommended by trusted sources often have a strong work ethic and a commitment to safety. This approach has helped us build a loyal, hardworking team that aligns with our company values. It also strengthens team dynamics, as employees feel more connected. Overall, this method has been crucial in maintaining a close-knit and dependable crew.
Amaury Ponce
Business Owner, Ponce Tree Services
Prioritize Communication and Passion
When it’s that time of year to sift through hundreds of résumés and conduct dozens of interviews, I never focus on hiring the best candidate solely based on experience or skills. I narrow it down to my top 5 or 10 picks and select the person I believe will be the most communicative, passionate, and a good fit for our non-toxic environment. The technical knowledge among the top candidates usually isn’t that different.
Moreover, a hands-on, passionate, and cooperative person will quickly close any gaps. This approach helps us maintain a friendly environment where everyone is passionate about the product and our community.
Grigory Silanyan
Founder, ReadPartner Inc.
Prioritize Cultural Fit Over Qualifications
One hiring practice that has been particularly successful for our start-up is ruthlessly prioritizing candidates who resonate with our company culture. We believe that a strong cultural fit is essential for teamwork and long-term success. Education and formal qualifications are great, but they don’t tell the whole story. That’s why all our shortlisted candidates go through practical assessments designed to simulate real tasks they would face in their role.
This process allows us to gauge how they approach challenges, think critically, and solve problems. Team members who are able to take ownership over tasks and like to fail fast have been the cornerstone of our ability to scale.
Abdurrahman Haroon
Founder and CEO, Teams Squared
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