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A Start-Up Founder's Guide to Hiring

Writer's picture: Wix FreaksWix Freaks

Building a startup is an exciting adventure, but it's hardly ever a walk in the park. Hiring, crucial for forming a solid team, can pose a significant challenge for budding entrepreneurs.

Start-Up founders hiring

Over the last year, I faced continuous setbacks in recruitment that allowed me to enhance my hiring procedures and gain valuable insights into human behavior. In this blog, I outline all the key takeaways from my hiring experiences, the lessons learned from failures, and the strategies I have developed, which could benefit those beginning their own ventures. I believe that individuals in corporate settings have greater financial resources and access to more sophisticated processes, but we’ll start with what we have.

Things I Keep in Mind As a Start-Up Founder Who is Hiring


  1. Avoid hiring out of desperation - Making rushed decisions can often result in poor choices. It's better to take a few extra days, stick to the usual hiring procedure, and focus on finding a candidate for the long run.

  2. Choose whether to promote yourself or the organization - Individuals seek encouragement and drive. They seek guidance and foresight. When I first began, many doubted me, so I had to promote the company's vision. I had to demonstrate the potential of what we aim to accomplish and how they could contribute to it. Yet, there were also instances when they desired to just work with me, to develop and expand. They had the aspiration to work closely with the founder to learn and progress rapidly. It's essential to recognize this and position yourself in a way that attracts top talent.

  3. I found it incredibly beneficial to establish a specific culture and vision for my company. By doing so, I was able to develop a set of criteria and questions to assess potential team members. If their qualities and values don't align with our culture, I believe it would be difficult for them to thrive in the long run. Check out my previous blog- Beyond the Surface: Building a Company Culture with Core Values to learn more about how I defined our company's culture and personality.

  4. When interviewing, make sure to ask behavioral questions that revolve around your desired culture and characteristics. For example, inquire about a time when the candidate felt lost and didn't know how to proceed, and how they handled it. You can also ask if there were any conflicts in their previous job, and how they resolved them. Another interesting question could be what the candidate would do if there was no one left tomorrow - would they prioritize health or wealth? Remember, there are no right or wrong answers to these questions; it's all about how the candidate responds. If they struggle to answer, it could indicate a lack of experience or critical thinking skills. On the other hand, if they provide a thoughtful response, you can assess if it aligns with your company's culture.

  5. Skills can always be developed at a later stage, but what truly counts is a person's character. To elaborate on this, I believe that if someone possesses resilience, discipline, and a genuine desire to learn, they can acquire any skill. However, it is their character that will ultimately shape a strong and cohesive team in the long run.

  6. It's important to be open and honest about the incentive system. As a business owner, you may find yourself torn about how much information to share with your employees. However, one thing you should never be unsure about is the importance of a clear incentive structure. Numerous studies have shown that people perform better when they have incentives rather than punishments. So, make sure to create a transparent incentive structure and ensure that your team fully understands it. Avoid any ambiguity that could lead to negative emotions and other issues.

  7. Have a probation period - During the probation period, new team members have the chance to learn and show their true skills and character. It's important to have a transparent probation period to ensure that everyone is a good fit for the team in the long run, even if it means investing time and money upfront.

  8. Make sure your team members have a solid grasp of your product and service. Provide them with the necessary resources and time during their onboarding process to learn everything thoroughly. This is crucial because if they don't understand the product, they won't be able to contribute innovative ideas and you may face challenges. Whether they are in development, design, marketing, HR, or any other department, they need to comprehend the product. Investing time in this will allow you to assess how fast they can adapt. Additionally, knowing the business will enable you to form cross-functional teams effectively!

  9. It's crucial to have a backup plan in place, especially when just starting. The absence of one person shouldn't bring your entire workflow to a halt. If possible, make sure you have backups ready. If you can't hire someone full-time, keep freelancers on standby who can seamlessly take over projects.

  10. Look for partners who are in it for the long haul - Successful businesses thrive with committed individuals who prioritize long-term goals. Identifying long-term partners can be done by asking the right behavioral questions as mentioned before.

  11. Are grades important? Personally, I don't believe they are crucial, but they may hold some significance depending on the job you're hiring for. The education system has implemented the grading system for a reason - to select specific types of individuals for a team. While grades may not provide a complete overview or showcase someone's full potential, they do offer insights into certain aspects such as their discipline and ability to think on their feet. Additionally, it aligns with the overall culture you aim to establish.

  12. Going through the interview process can be quite time-consuming. Automating it would definitely be beneficial. One effective method could be implementing specific filtering criteria to streamline the process. I know someone who took a unique approach by requesting applicants to submit a video of themselves discussing a specific topic. This strategy served two main purposes: filtering out unserious candidates and assessing their communication skills, which was crucial for the role.

  13. As your organization expands, establishing a hierarchy becomes crucial. It ensures responsibility and provides a well-defined framework for the company. Instead of reaching out to everyone, you can simply communicate with those who require your attention.


Creating a successful team is an ongoing process, full of chances for growth. By applying these useful tips and customizing them to suit your needs, you increase your chances of finding the right people to lead your business to success. Remember, the journey is a valuable learning experience. Embrace challenges, learn from mistakes, and continuously improve your hiring strategy as a start-up founder.


Meet the team I’ve hand-picked while keeping these things in mind- Wix Freaks

Drop your business’s website link and let me know what you’ve learned during your hiring process!

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