"We’re not hiring is a myth"

You must be probably thinking that I am crazy.

But just think for a moment, you need to hire people time to time.


There are various reasons why hiring is necessary -

  • The growth of the company
  • Big Project approaching
  • Employee Quitting

So at any point of time, you probably might have to at least start planning the hiring process for a particular position.

We at AirCTO have sourced candidates for more than 100+ companies. These companies are a mix of startups like Healthify and established companies such as Shaadi.com. Every month we serve around 10-15 companies in finding the right candidate for the different positions.

Why am I saying this?

I think this data is enough to tell you that whatever we will be covering in the article is coming from our experience and you can definitely trust us with this.

1. Deciding to Hire Somebody

Hiring needs to be planned. It’s not that one fine day you decide that you need a "Frontend developer" or a "UI/UX Designer" and then start hunting for the right candidate.

It doesn’t work that way.

I know it’s quite difficult to figure which employee to hire and when. But there should be a plan in place.

Don’t worry, the below points will help you.

Understanding Demand and Supply

As a Startup Founder, you must be knowing the theory of demand and supply. Hiring is essential in two cases -

a. When demand exceeds supply
b. When demand will exceed supply

For smooth functioning of your company, it's very necessary to take action at this moment because you would not want to deliver work that you might not be proud of.

Sometimes it’s very certain that you need to hire. This is in the case when an employee quits or will quit your company (serving their notice period).

Here’s what Jeff Oxford from 180 Marketing had to say

“I realized that in order to grow my business I absolutely had to hire an employee and offload some of my tasks and responsibilities.”

The last thing you want is the quality of your work to suffer.

Note: In no way, We mean that you should over-hire. We just mean that you need to be aware of the present condition of the company and act accordingly.


2. Planning ahead

So let’s understand this first with an example. Let’s say a company X gets a big project. The recruiter knows that it would be impossible to complete the project on time with the number of employees he/she currently has.

But he/she still decides to move forward with the project. At midway the recruiter feels that he would have to hire more employees otherwise it wouldn't be possible to complete the project at the given time.

Even if he pays any consultancy or run Ads to hunt for candidates, its almost impossible to find someone who will join in 10 or 20 days.

Even if you are willing to pay him 2x or 3x, realistically it's impossible to find such a individual.

According to the hiring data

Average notice period range from 1 -2 months depending on the company as well the time he was with the company.

Now how can somebody join in 10 days, it's close to impossible.

Where did the company go wrong?

The recruiter misjudged the situation, he should have spent more time analysing the situation. Even if he thought that the company would be able to complete the project on time, he should have started looking for the candidate even when it wasn’t necessary.

Time also varies depending on the position you are looking for like it would take more time to hire a Data Scientist than a Frontend Developer.

So whatever may be the position, it’s recommended to start at least 4-9 weeks ahead. Here’s the average time is taken to complete a task by FitSmallBuisness -

  • 1-2 weeks to organize — write a job description, post to job boards and source
  • 1-2 weeks to review — review resumes and get people on the phone
  • 1-2 weeks to interview — bring the top people in for an interview
  • 1 week to hire — get the offer letter out and signed
  • 3 weeks until they start — the candidate probably needs to give a
  • 3-week notice to their current job
  • Total: 4-9 weeks of time

This data might vary from location to location and for different positions too.

3. Job Description

Saying I need a backend developer is not enough to hire a candidate. There are lots of other parameters that a recruiter will have to consider and mention when he decides to hire someone.

We are by no means expert but we will help you as much as we can.

Just keep in mind to spend enough time in figuring out this criterion. If you make changes in the job description in the middle of hiring process it creates a lot of problems.

For starters, if you using Ads for hiring, you will lose on a lot of ad spend. If you are using consultancies for getting candidates, you might have to pay 10x for getting the same candidate.

We ourselves face this issue again and again. The recruiters provide us with some criterion but as time passes and as we provide them with possible candidates their criterion changes.

This is not only becoming a problem for us but for the client as well.

Let’s break down the job description.

Job Title:

This is the most important part of a Job Description. Candidates might be interested and will care to read further only after looking at the job title.

It’s important that you spend time in crafting a strong and accurate job title. Some examples would be:

  • Software Architect

  • DevOps Engineer

Position details:

To get a better idea about the job title it's important to mention the day to day responsibilities.


Skills are the most important part of any job description. Just prevent to include the important and related ones.

Work Experience -

If experience matters then make sure to mention it in the job description. It will save you time in going through unqualified resumes.

About the Company:

It’s important to write about the company, its future vision etc. This is will help you get more candidates.

I hope you understand the importance of job description now and that deciding a job title is not enough for a job description.

You can read more here - How to create the Ideal Job Description?

4. Compensation

Compensation is the salary you mention in the job description. It’s usually a range.

We're no expert but we have more or less understood the Tech salary packages primarily because we have worked with more than 200 companies so far.

It’s mostly should be set according to the job description and by looking at the current trend.

Just for an example -

In India, IIT is considered as the best college you can pass from if you are planning to pursue a Bachelor’s degree. The minimum salary offered at the time of passing out will be around 15 lakhs INR (12,000$) p.a.

This salary will surely be doubled after he/she works for 2-3 years.

Now if a recruiter is looking for a developer (with 2 years of experience) with a budget of 8 lakhs, is it possible?. Of course not! It’s impossible.

Here’s where you need to do more research and be realistic.

We understand companies have a budget constraint and they can only offer so much for a position, but this doesn’t mean you can expect great candidates on a tight budget.

The best recommendation we would give is that you need to compromise, it may be the college or experience or giving away a stake at the company. You’ll need to be flexible.

Don’t know what salary to set for a particular position?


Note- If you don’t have idea about the current position, just mention your requirements in the remarks we’ll figure it out.

5. Age of the Company also Matters

You might have the best startup idea in the world, but this doesn’t mean the candidates will understand this as well. You might be working 18 hours a day but a 3 months old company will stay a 3 months old company.

So any person working for Amazon or any other established company will prefer joining your company, only if -

1.You are providing him stakes in the company.
2.He’s likes the company idea and vision.

Hope you understand now why various parameters are so important before deciding the job description. Some parameters might not matter to you but will to others.

6. Communicating with the Candidates on Time

Responding to your candidate is very important! Many Big Companies ignore this though it’s a very simple task.

By being responsive, I don’t mean that you should call the candidate who has submits a job application. Just a simple auto-responder mail can also help here. Acknowledgement is an important part here as it gives you competitive hiring advantage over your competitors.

You shouldn't keep the candidate waiting. Submitting an application sometimes can take up to 30 minutes. We think it could be appreciated at least by a simple mail.

RecruiterLoop says -

“One of the most common pieces of candidate feedback is that they never hear back from the recruiter even though they followed all the necessary steps in the application process.”

It’s quite sad.

If any candidate interests you, make sure to reach out to him/her as soon as possible.

Things you can do -

  1. Set up an intro call with the Hiring Manager
  2. Give him an assignment (if it’s part of the hiring process).
  3. Any ETA, if you have to delay for some reason

Most people ignore this part. But it’s very crucial.

How large your company maybe, you should respond to each and every application.


I think, the above steps could be quite useful in taking the right approach when hiring an individual. The most important thing is planning for a new hire and getting the job description right. If you are able to get these two things right, it will be more than easy to find the right candidate.

The thing is that you need to get into the shoes of the candidate to take better decisions. Always understand you’re not the only one hiring, there are thousands of other companies most likely looking for the same talent pool.