Hiring Traits To Look For: Startup vs Corporate

This post certainly is not about listing major difference between Startup and corporate. In fact, it’s not even fair to compare them on certain parameters because they both work on entirely different concept of growth strategy. Rather, this very article talks about the best practices and strategies a small startup should have, so that they don’t miss out on a good talent and avoid risky hires. I specifically mentioned “small startup” because any startup with more than series A funding, more or less, has similar hiring pattern and strategy as that of a corporation.

A startup who is seed funded or not funded at all, for that matter, can not afford to go through long and rigorous hiring process. Thus, they need to have an altogether different hiring objective which could help them to pick a right candidate.

Cultural fit One should keep a note of a fact that any hire at this stage will be a core member of the team, hence the first thing they should look in a candidate is his/her comfort level with the existing team members. It is really likely that the hire would sit in a same room with others, thus it becomes very important to maintain a friendly and encouraging environment.

Passion Eagerness to learn new things should be the prime attribute in a candidate. If an individual is not passionate enough in foraying into different technology or work, then that person may not be a perfect fit for a startup. One must ask different questions along the lines of his/her work to get an idea of his/her zeal to learn new technology or work.

Believing in the product Each and every team member works on a single idea and a product. No one can give his best if there is no attachment for the product. Considering this very fact, one must make sure that the candidate likes the idea and the product that he/she would be working on.

On the other side, corporate hiring is heavily dependent upon the amount of experience a candidate has. They need people for a very specific role, hence they conduct rounds of interviews to single out the best possible hire for that particular role. They can afford to hire experts for every division, therefore the concept of multitasking is not their cup of tea.

A startup doesn’t hire people, it builds a team.