The Startup Hiring Equation

Hiring in a startup isn't just about filling a seat — it's about shaping the future. As someone who’s helped build companies from the ground up, I’ve seen what separates thriving teams from those that stall. It almost always comes down to who you bring on board—and whether you strike the right balance between skills, will, and attitude.

Let’s break it down.

Skills: The ‘What’ — But Not the Whole Story

Yes, skills matter. You need people who can do the job. But in an early —stage startup, what they know is just the starting point. The real question is: how much of that expertise do you already have in-house?

If you already have strong domain coverage, hire for potential. Look for innovative, fast learners who can challenge assumptions and grow into the role.

If you're entering new territory, hire someone who’s been there. Deep expertise can fast-track you, especially when building new systems or functions from scratch.

Skills are your foundation. But they’re not what takes you to the next level.

Will: The ‘Why’ — Motivation That Moves the Needle

In startups, energy is everything. You want people who are not just capable, but driven to be part of your specific mission.

Will shows up in the questions candidates ask, the research they’ve done, and the hunger in their tone. But beware of “tourists” — those who want startup experience or a stepping stone to their next gig. They rarely last, and they often drain more than they give.

Ask yourself:

Are they choosing this role, this company, and this moment — or just something shiny?

Attitude: The ‘How’ — Culture Is Built Here

This is the most underrated and most essential factor. Skills can be taught. Even we can be inspired. But attitude? That’s either there or it’s not.

You’re looking for people who:

Run toward problems, not away from them.

Stay calm in chaos (or at least bounce back quickly).

Don’t need to be the loudest in the room to be profoundly influential.

They are low on ego, high on ownership.

A startup’s culture is defined by how people behave when things go wrong, because at some point, they always will.

Hiring Strategy: Match the Need to the Moment

There’s no one-size-fits-all hire. Your decision should reflect your current stage, team makeup, and growth goals.

Building new muscle? Please feel free to bring in your experience. Seasoned professionals create shortcuts to structure, process, and stability.

Pushing the boundaries of what already works? Hire sharp thinkers with less baggage. They’ll bring curiosity, speed, and innovation.

Signals to Look For in Interviews

Here’s what I always try to surface:

Curiosity: Do they ask questions that challenge how you think?

Grit: How do they respond when something goes sideways?

Growth Mindset: Do They Seek Feedback? Reflect on past missteps?

Value alignment: Are they genuinely excited by your mission, or just going through the motions?

You’re not just hiring a resume. You’re hiring momentum, mindset, and multiplier effect.

Final Thought: Hiring Is Culture Creation

Every hire either strengthens or dilutes your culture. Founders need to be ruthless about fit, not in a narrow, personality-based way, but in terms of values, pace, and intent.

Your early team sets the tone for everything that comes next. Get it right, and you build a company that runs on clarity, courage, and collaboration. Get it wrong, and you’ll be stuck solving people’s problems instead of creating the future.

If you're a founder making your next key hire, ask yourself: Are you prioritizing what’s easy to measure, or what makes the difference?