FIGR Ventures’ Post

I am hiring! . . This is what you’ll find on every Founder’s profile but is it really that easy? People might think that 1 post will solve all our hiring problems but it’s more complex than that! Building the right team is one of the biggest challenges for founders. The success of your business depends on the people you hire. But finding those people aligned with your vision, skilled, Hiring smartly = growing wisely. Here’s how I got it right! 📌Be super specific about what you need. 📌Skills can be taught, but the right attitude is priceless. 📌Great talent often comes through referrals. 📌People join companies, but they stay for the culture. It’s a hefty task but once you find the right people, building your business will be as easy as a breeze! Thoughts, my fellow founders? #hiring #founders #tech

Hiring for tiny businesses is very different to hiring for big enterprises. I've just concluded a couple of key/first hires for founders who are ready to grow. The risk and reward on both sides are high. The human elements - opportunity, relationship, drive - come to the fore when neither side has a safety net. A lot of it comes down to building trust. Doing it well can transform a business and make a career. Which is the joy of it really. It's an art, not a science Vocative

HARDWARE FOUNDERS! Let's talk about hiring. 🤝 With the clock ticking towards 2050, the tech to reach our climate goals is still in development—and attracting the brightest talent to build it is essential. But hiring? It's tough! Founders face hurdles like capital constraints, reliance on familiar networks (hello, confirmation bias), and the need for super-specialized skills that all limit the talent pool. To build the future, we need diversity of thought. Our updated Hardware Playbook, created with Planet A Ventures and Speedinvest, helps you assemble the world-class team to make it happen. Hat-tip to the wonderful Jessica Burley, Kim D. and Wallis Grant for driving this chapter! 👏 Link in the comments 👇

Check out more remote social impact positions on idealist.org!

Ever read a job description that wants a unicorn? “5+ years of experience in a tool invented last year.” “Expert in X, Y, Z (and probably A–Z).” Translation: We don’t know what we need. Instead of chasing perfect candidates, ask: Can they learn fast? Do they fit the culture? Will they challenge us to improve? You don’t need a superhero. You need a human. (And maybe fewer buzzwords.) Stop hiring for “dream fits.” Start hiring for real growth.

Startup founders always ask us what is the most important role to hire when looking to scale? We always immediately respond, COO (Chief Operating Officer). Hands down, hiring the right person for this role will make or break your company. A good COO will set the emotional cadence of the company, will build systems and processes to streamline operations and will make sure things 'get done'. Do not go cheap with this role. You WILL regret it. Take the time to hire someone in this role that has real world experience operating a business similar to yours. To scale you need to relinquish control and let your staff do what they were hired to do. The only way to do that is to make sure you have a strong foundation!

🎯 The look you'll have when you not only hit ambitious targets but exceed them! We at Rio are hiring for two roles in our Growth/Business team, and we need go-getters who: 🚀 Thrive under targets 🧩 Love problem-solving 📈 Have a knack for driving results 💡 Open Positions: 1️⃣ Growth Associate (2-3 Years) : Drive growth strategies, dive deep into analytics, and bring innovative ideas to the table. 2️⃣ Category Manager (2-5 Years): Own the business metrics, negotiate like a pro, and onboard partners with your expertise. 🔍 Who are we looking for? ✔️ Strong analytical and negotiation skills ✔️ A business-savvy mindset to identify opportunities and execute fearlessly ✔️ Someone who doesn’t just meet targets but lives to crush them 💥 If you’re ready to take on ambitious goals and make an impact in a fast-growing startup, let’s talk! 📩 DM us or send an email to hr@rio.money P.S. Crushing targets isn’t just a skill—it’s an attitude. Do you have it? 🔥 Vivek Amarnani Suhasni H.

I recruited "over-qualified" people to be co-founders. Over-qualified is a threat to the hierarchy in a large corporation; someone with different ideas, deep expertise, and the ability to lead and execute at scale is a disruptor of the status quo and problem for the cash cow milking maintenance crew. In a startup, these are exactly the people you want because they'll invent, improve, and move like lightning. They're creators, builders, producers, and truly a threat to the incumbents. Hiring "over-qualified" people for your business is one of the best ways to ensure you beat the competition and win over customers.

The biggest challenge startups often face isn't just securing money and funding but sourcing a talented team that can drive the vision forward. Hiring a Chief of Staff can be a game-changer. This role helps streamline operations, manage projects efficiently, and ensure alignment between various teams. A Chief of Staff provides leadership and strategic direction, allowing the founders to focus on scaling the business while ensuring that day-to-day operations run smoothly and effectively.

The mystical gut feeling in hiring is an invaluable asset.