Mastering the Art of Startup Hiring: 5 Essential Steps to Build Your Dream Team

One of the key decisions every early-stage start-up founder faces is determining what roles will have the greatest impact and value at this pivotal stage of development. While it's natural to focus on finding the right people, it's crucial to define the "what" and "why" before the "who." We'll walk you through the steps we use to figure out the roles and functions your start-up needs to thrive.

Step 1: Create an Organisational Chart

Create a comprehensive organisational chart that clearly outlines the current roles and responsibilities of each team member. Emphasise the critical functions necessary for efficient business operations, categorising them into areas such as product development, sales and marketing, operations, finance, and customer support. Be sure to include any outsourced responsibilities as well. Since founders wear multiple hats, this step is crucial for identifying any imbalances in responsibilities.

Step 2: Identify Key Skill Gaps

With your critical business functions in mind, identify the skill gaps within your current team. Ask yourself: what expertise is lacking that's essential to execute those functions successfully? Why is hiring to fill this gap important? Are you utilising your own time effectively, or could you delegate tasks to another team member or outsource them? We understand that relinquishing control over certain aspects of your day-to-day business operations can be challenging, but it's all about finding ways to optimise and enhance both your own and your team's performance.

Step 3: Define Roles

Once you have identified the skill gaps and critical functions that require support, it is time to create and define the necessary roles. Consider the title, responsibilities, and objectives of each role. In some cases, it may be possible to combine certain roles into a single position, reducing responsibilities and saving onboarding and salary expenses. Don't be afraid to add your own creative touch to role titles. Additionally, assess whether it makes sense to bring any outsourced roles back in-house. Start-ups thrive when team members can collaborate seamlessly across functions. As you make hiring decisions, ensure that the roles you bring on board can work cohesively. Something which is important to consider when deciding what functions to outsource.

Step 4: Budget

A seemingly obvious, but important step to mention. Set a realistic hiring budget with contingency, to avoid unnecessary pressure. Consider factors such as current market salary, taxes, pension, onboarding costs, and any hiring expenses. Leverage the expertise of Findrs to benchmark salaries and gain insights into talent availability. Keep in mind the availability of talented individuals and the time it takes to hire for high-demand positions. You don't want to rush or make hasty hires out of desperation.

Step 5: Prioritise Roles Based on Impact

As tempting as it might be to hire for various roles immediately, not all roles will have the same level of impact on your start-up's success. Prioritise roles that have a direct influence on revenue generation, customer satisfaction, and product development. For example, hiring a top-notch salesperson might be more critical at this stage than hiring a full HR team, a role that you could outsource. Leveraging freelancers and contractors to fulfil specific tasks and projects allows you to access specialised skills without committing to long-term hires.

Growth Workshops

Findrs use these steps to facilitate team growth planning workshops for start-ups across the UK and Europe. Hiring decisions in a start-up can seem extremely overwhelming and critical, but by helping you to identify your critical functions and prioritising roles based on impact, you'll set a solid foundation for your start-up's growth. With a well-defined roadmap of what roles your business needs, you'll be better equipped to find the right individuals who can drive your vision forward.

If you need assistance in articulating a list of responsibilities for a new hire or if you are uncertain about the role or its title, Findrs can offer valuable support.