Staffing a startup is an art. And while you’ll find dozens of different theories on right-fit hiring in the blogs, books and podcasts of seasoned HR reps and startup founders, there are two words you’re mostly like to find in all of them: culture and drive.
It seems intuitive, right? Only hire clever, execution-oriented employees if you want a clever, execution-oriented team. The problem is where do companies find these wonder-workers who are both qualified and culturally a good fit? One trick is to tap your current team’s friend networks. Ask your best engineer who the best engineer he or she knows is. Then do everything you can to hire that engineer. Of course, demand for these rare startup types is high and friend pools can be exhausted quickly. And no matter who refers the employee, it’s impossible to know if the fit is right until someone officially joins the team.
Chosen excerpts by Job Market Monitor from
How does a newly formed nonprofit organization tasked with helping entrepreneurs across America effectively serve startups that are in different places, in different industries and with wildly different needs? Region by region. This is the central lesson found in “The Start Uprising,” a white paper released today by the Ewing Marion Kauffman Foundation that examines … Continue reading »