Startup Development’s Post

Mark Zuckerberg on how to avoid bad hires when your startup is growing quickly As Mark explains, every fast-growing startup will repeatedly face the choice: “Do I hire the person who’s in front of me now because they seem good?” or “Do I hold out to get someone who’s even better?” Mark offers his personal heuristic for founders facing this choice: “The heuristic that I always focused on for myself and my own kind of direct hiring, that I think works when you recurse it through the organization, is that you should only hire someone to be on your team if you would be happy working for them in an alternate universe. I think that works, and that’s basically how I’ve tried to build my team.” He continues: “I’m not in a rush to not be running the company, but I think in an alternate universe where one of these other folks was running the company, I’d be happy to work for them. I feel like I’d learn from them. I respect their general judgment. They’re all very insightful. They have good values… I think if you apply that at every layer in the organization, then you’ll have a pretty strong organization.” Video source: Lex Fridman (2023)

💡 Here's a breakdown of x3 problems that early-stage Startup Founders face when looking to scale (...the video is better than the below text) ———————————— Throughout my 10+ years working in Recruitment, I've worked with (and engaged with) a lot of Startup Founders... Especially early-stage Startup Founders! Hiring has obviously been a major focus of those conversations (I am a Recruiter after all), and one of the main topics has been around challenges... In other words - what are the core challenges that Founders face when hiring? I've summarised the most common challenges below: 1️⃣ Using external support 2️⃣ Building an in-house team 3️⃣ Relying on Founder-led hiring (The video breaks these challenges down in more detail) Have I missed anything? 🚨 Note - I've deliberately focused on 'hiring methods' (i.e. how to hire), and not hiring practices once you've selected those methods (e.g. EVP, branding, process creation etc.) 🚨 #recruitment #talentacquisition #startups

Imagine this: One bad hire could cost your startup three times their salary in lost productivity. 😳 When scaling from a team of five to over 100, every hiring decision can make or break your growth trajectory. And yet, many startups miss the mark by hiring too fast—or for the wrong roles—at each stage. What’s the solution? Our latest infographic shows the exact roles you need at each growth phase to avoid costly mistakes and build a powerhouse team.

The Impact of Strategic Hiring on Startups In the startup world, strategic hiring isn't just about filling roles; it’s about aligning talent with your mission 🎯. With a strategic approach, startups report a 60% increase in team efficiency and better alignment with company goals. It’s about finding the right fit for your vision and culture! #StrategicHiring #StartupCulture #TeamEfficiency #DoGoodAgency 🌐 Discover strategic hiring techniques at https://dogoodagency.co. Let's build a team aligned with your mission!

The Impact of Strategic Hiring on Startups In the startup world, strategic hiring isn't just about filling roles; it’s about aligning talent with your mission 🎯. With a strategic approach, startups report a 60% increase in team efficiency and better alignment with company goals. It’s about finding the right fit for your vision and culture! #StrategicHiring #StartupCulture #TeamEfficiency #DoGoodAgency 🌐 Discover strategic hiring techniques at https://dogoodagency.co. Let's build a team aligned with your mission!

The Impact of Strategic Hiring on Startups In the startup world, strategic hiring isn't just about filling roles; it’s about aligning talent with your mission 🎯. With a strategic approach, startups report a 60% increase in team efficiency and better alignment with company goals. It’s about finding the right fit for your vision and culture! #StrategicHiring #StartupCulture #TeamEfficiency #DoGoodAgency 🌐 Discover strategic hiring techniques at https://dogoodagency.co. Let's build a team aligned with your mission!

Some companies hire amazing people, the rest think they hire amazing people. Unfortunately, in the world of start-ups, thinking you're the former whilst actually being the latter can only go on for so long. And then one day, it can't. Your ability to consistently hire brilliant people is the single biggest determining factor as to whether your start-up will succeed or fail. It's importance surpasses the calibre of the founders, the amount of funding you get, and even the idea or product that the start-up was founded upon. Exceptional people can carry the weight of average and turn it into greatness. But give average people loads of funding or a brilliant idea - they'll screw it up. Countless examples of this, don't add yourself to the statistics.

One of the most important commonalities between companies with successful exits is understanding the importance of hiring the best people. People are of the uttermost importance! It's a simple equation: 1. Hire the best possible talent 2. Never drop your standards bar (very hard as you grow) Yet, I see so many early-stage startups get this wrong!! Their processes are weak and work with multiple agencies at 10-15%. This is a race to the bottom! Instead, build a hiring framework, partner with one dedicated recruitment partner, and the results will follow.

Hiring can make or break your startup. But as a founder, it’s probably the one skill you haven’t mastered yet. I recently asked Chris Bakke about the biggest hiring mistake founders make. His advice? Don’t drag your feet. Great talent won’t wait around. If you’re slow, they’ll move on to better offers. Your speed in the hiring process tells candidates how much you value them. Delay, and they’ll be gone. So forget the outdated “hire slow, fire fast” mantra. Here’s a better approach: • Hire intentionally • Rotate people into roles that fit • Help them exit gracefully when it’s time It’s straightforward, but not easy.

Startups that have the most success recruiting, hiring and building teams have one thing in common - the CEO is highly involved. From setting staffing plans and budgets to onboarding new employees, the CEO is active through the whole process. Here are 5 ways the CEO must be involved with candidates from interview to offer. Subscribe to my new "Startup Hiring Success" newsletter specifically for Founders, CEOs, executive and hiring team members of early-stage (pre-seed, seed and A round). Receive actionable ways to maximize your hiring efforts, quick tips for growth, resources and news. https://lnkd.in/gDJ94kVB Subscribe link is in my comment below. Startup Hiring Success #startupceo