As an entrepreneur, you look for gaps in a certain market and try to fill it with an innovative and disruptive idea. From that point on, your entrepreneurial journey begins. You have established your startup and have set in motion the future steps you want to take. However, a single person cannot run a business on his/her own.

Of course, finding the talented, passionate people who will take your business to the next level is not always easy. In the early stages of launching your startup, you cannot afford to waste your time or money by hiring the wrong people. So how do you ensure that you bring the right team together and avoid making a bad hire?

Start with You

You are the founder of your startup and without your ideas and determination, the company wouldn’t exist; therefore, you naturally bring a wealth of knowledge and experience. Nonetheless, having the self-awareness and confidence to analyze your strengths and limitations is the best 1st step to build the rest of your team to complement what you bring to the table.

Identify the Needed Positions

Once the self-evaluation has been done, the talent search begins. You now have a clear list of the most needed skills in your startup: jobs in SEO, sales and marketing, programming, account management, and project management are just a handful of examples of positions that need to be filled. Make sure that you prioritize them and find people with talents that other team members don’t have.

Shortlist the Right Talent

After picking the possible candidates for your startup, the hiring process is set in motion, which begins with an interview. If this is your 1st time as the interviewer, look for online guidelines and sample questions asked during an interview.

Following the interview, it is advisable to do some fact-checking and background checks on the potential employee. If everything goes according to your preferences, go ahead and hire the individual. During the probation period (usually 3 months), give him/her some test assignments and projects gradually making them more difficult to further ensure he or she belongs in your startup.

Define Your Team Culture

Your startup’s unique culture will directly influence the type of people who are attracted to your business. You shouldn’t wait to focus on company culture until after you’ve assembled a team. The last thing you need is for someone to be brought onboard and then quit shortly afterward because they are unpleasantly surprised by the culture you try to develop.

Instead, have your ideals set and establish your team culture as you search for your possible employees. Some examples you can implement are (the company culture is a subjective matter, so nothing is set in stone): open communication, customer-centric mission, employee development and leadership empowerment, and so on.


It can be hard to assemble a dream team out of nothing, and most successful startups rarely do this. Instead, they network. Both online and face-to-face networking create opportunities for you to connect with like-minded individuals long before you start looking for potential hires. Even if you don’t hire someone you’ve previously connected with, these people can still serve as a great source for talent referrals.

Trust Your Feelings

While you shouldn’t let emotions dominate your business decisions, you also shouldn’t try to ignore or suppress your feelings either. The people are the most important ingredient in a startup so you should not compromise for someone who you dislike because they have some skill you need and you worry you won’t find anyone else.

If a certain candidate, despite having the perfect background, might stir trouble with you and your team, he/she could affect the overall performance negatively.

That’s a Wrap!

Following the previous steps during your initial talent search, you’ll be far more likely to find the people who fit your company culture and help you grow to the next level. Finding the right people to join your team may require a fair amount of time and effort, but the results are always worth it.