Veja como você pode efetivamente contratar e gerenciar funcionários em uma startup.

In my experience I have learnt that it is very important to have a clarity on what we are hiring for as a start up. When it comes to a start up which is trying to make a difference in the business landscape every employee will have to wear multiple hats. The zeal to learn and passion to really fast track their career is much important in addition to skills. Hiring such people is much important in a start up which will also not stain the culture of the company

Yes, plus pick people who know/are good at what you don't excel at. Cover your weak spots this way. Pick people clear on who they are and what their strength and weaknesses are. However be careful with too smart people.. Know why? Create an environment where people cooperate instead of unhealthy stress producing competition. Smart, really smart people value a healthy environment and good conditions, rather than great conditions and unpleasant relations. Many people search for a role they are passionate about, but they will leave if you don't have the right business structure. What's that for you?

I agree that start ups usually do not have a prim and proper onboarding process with handbooks etc. However in start ups its much accessible and easier to introduce buddy programs which can put the new employee at ease and also assist them a great deal when it comes to learning work methodology of the said start up. Along with this HR orientation program is a must in start up particularly so we can set expectations from the get-go.

Learn to read between lines, yourself and others. Wherever I worked I got a very fast position growth, new offers, business partners would want to meet ME. Why? Efficiency & radical profit rise. Again, why? Communication and people skills. 1.Win-Win is my personal WIN and satisfaction too... 2.Clear goals and methods. 3.Sharp, yet kind voice. 4. Sensing lies & games. 5. Understanding reasons. 6.Brilliant time management, actually stepping out of time, creates space .. 7. Clear decision to be Happy, no matter what. 8. Solution oriented. 9. Strong skill to reflect and grow/help grow others. 10. Yet always profit oriented. I often heard: "it's the fastest and the most pleasant business meeting I have ever attended..."

As I have highlighted in the previous article emphasis must be given to buddy program as that will give the new employee an comfortable entry into the tight team dynamics. Along with HR orientation Manager also needs to take time and responsibility to engage the new joiner in a productive conversation where manager is able to clarify many of the questions a new employee has. No one is exact fit for the job when they come in and so communicating as a manager and giving time and space for acquiring knowledge in company’s technology need aids the new employee in a great deal.

Being able to voice out - generally new employees in a start up are quieter solely on the fear of being judged. Company culture needs to be open and welcoming for a new employee to feel their voice and bring a fresh perspective to the table. This way the company gains a new point of view along with the new employee feeling a sense of belonging which goes a long way when it comes to a start up.

In a closed set up in a start up where usually all employees are on the same floor communication can and possibly be misconstrued as negative feedback. So having a channel where manager can give a constructive feedback on the new employee in terms of - Positive feedback - Time management - Areas of improvement can be very helpful as the new employee will have profound clarity and work towards the unified and personal goal for their career upliftment.

Comece definindo claramente as necessidades da empresa e os perfis desejados. Use uma abordagem de recrutamento ágil e busque candidatos que compartilhem a visão e os valores da startup. Após a contratação, invista em um onboarding eficiente para integrar rapidamente os novos colaboradores. Estabeleça uma comunicação aberta e transparente, promovendo feedback constante e reconhecendo conquistas. Alinhe as metas individuais com os objetivos da empresa. Fomente um ambiente colaborativo e inovador, incentivando a autonomia e o aprendizado contínuo. Ajuste constantemente as estratégias de gestão para atender às mudanças e necessidades do mercado, garantindo o crescimento sustentável da startup.