What to consider when building your core startup team

One of the most crucial decisions you’ll make as a startup founder is who to hire first.

These early employees aren’t just workers—they’re the people who will help turn your idea into a real business. Every new hire shapes the culture, product, and future of the company. The choices you make at this stage can define your startup’s success.

But hiring isn’t just about filling roles. You need to be deliberate. Before you post that job ad, here are four things to consider when building your core team.

1. Find the gaps in your founding team

Before you start hiring, take a hard look at what your current team is missing. You’re probably great at some things, but there are gaps in every team. These gaps might not be obvious right away, but you need to find them.

One simple way to do this is by using a framework like the Business Model Canvas. It helps you identify where your team’s strengths are—and where they aren’t. Another approach is a cost-benefit analysis. This lets you weigh the pros and cons of hiring someone to fill those gaps versus trying to get by without them.

A third-party facilitator can also help you objectively assess what you need. Once you know where the weaknesses are, you can figure out which roles to hire for next. The goal is to complement your existing team’s skills, not just add more of the same.

2. How to fill those gaps

Once you’ve identified your gaps, the next step is to build a hiring roadmap. What kind of people do you need to achieve your goals? It’s easy to focus on technical skills—most founders start by hiring developers or engineers. But don’t stop there. You need to think more broadly.

Here are five traits to consider beyond technical skills:

Soft skills

The ability to work well with others is essential. Startups are chaotic, and you need people who can communicate clearly and collaborate smoothly. As Ben Smit, co-founder of Teamgage, says, “If you bring people on who can’t get to the point, it wastes time.” You want team members who can provide clarity, especially as your startup grows.

Personality-job fit

You need people who are self-motivated and disciplined. Conscientiousness is a key trait here—people who follow through and take ownership of their work. Empathy also matters. Empathetic team members tend to collaborate better and understand customer needs more deeply, which can lead to better products and services.

Generalist skills

At the early stages, it’s often better to hire generalists—people who can wear many hats and adapt as needed. They won’t stick to a narrow job description, and they’re often better equipped to handle the chaos of a startup environment. Whether it’s solving problems on the fly or stepping into new roles, flexibility is a huge asset.

A mix of backgrounds

Diversity of experience is a real advantage. People from corporate backgrounds bring structure and process. This can be especially useful if you’re selling to corporate clients. Their insights can help you understand your customers’ pain points and how best to serve them.

A growth mindset

Look for people who believe they can improve and learn new things. A growth mindset is invaluable in startups, where failure is common, and adaptability is crucial. People with this mindset bounce back from setbacks and learn from their mistakes.

3. Where to find the right people

Once you know what you’re looking for, you need to start the actual process of recruiting. Hiring takes time—up to 35 hours or more for each hire, according to some estimates. That includes everything from writing the job ad to interviews and follow-ups. But it’s worth investing the time to get it right.

Here are some channels you can use to find your next hire:

Recruiters

Many founders turn to recruiters, especially for technical roles like software engineers. Recruiters can help with both finding and vetting candidates, which can save you time. If your time is better spent elsewhere, using a recruiter might be a smart move.

Networking

Your personal and professional network can be one of the best sources of talent. Whether it’s through friends, former colleagues, or networking events, people you know might be the key to finding the right hire. Building and nurturing your network takes effort, but it’s worth it.

Customer communities

One unexpected place to find talent is within your own customer base. If you have a community of customers or product testers, consider tapping into it. These people already understand your product and might be a perfect fit for your team.

Job boards

Traditional job boards like LinkedIn and Seek are still useful for many founders. Make sure your job ad clearly communicates your startup’s mission, culture, and goals. It’s not just about listing responsibilities—you need to sell potential hires on why they should join your team.

4. Build a better hiring process

Once you’ve got candidates, you need a solid process to evaluate them. It’s easy to make mistakes in hiring, especially when you’re moving quickly. A structured hiring process can help you avoid bad hires and create a better experience for candidates.

Here’s how to build an effective hiring process:

• Structured interviews: Use a consistent set of questions for every candidate. This helps you compare them more easily and reduces the risk of bias.
• Clear communication: Keep candidates informed at every stage of the process. The more transparent you are, the better their experience will be.
• Measurable criteria: Set specific benchmarks for each stage of the hiring process. Know what qualities you’re looking for and what will disqualify a candidate.
• Realistic expectations: Be upfront about the challenges of working at a startup. It’s not for everyone, and that’s okay. The more transparent you are, the more likely you’ll find someone who’s a good fit.
• Continuous improvement: Get feedback from candidates about your process. If something’s not working, fix it. Over time, this will make your hiring process more efficient and more effective.

How to build a diverse team

Diversity isn’t just a buzzword. It’s been shown to drive innovation and improve company performance. A team with diverse backgrounds, experiences, and skills is more likely to come up with creative solutions to problems.

But achieving diversity isn’t easy, especially in certain fields like engineering. A lack of diversity often stems from biases—whether in the hiring process or in how jobs are structured. Here are some ways to address those issues:

• Check for bias: Review your job descriptions and hiring process for language or practices that might discourage diverse candidates from applying.
• Encourage candidates: Make it clear that you value diversity. Sometimes, candidates don’t apply because they don’t think they’ll fit in. Show them that they will.
• Offer remote work: If possible, allow remote work. This can open up your talent pool to people who don’t live near your startup.
• Showcase your culture: Be transparent about your culture. If candidates can see how they might fit in, they’ll be more likely to apply.

Where to start

Building a strong team is one of the most important things you’ll do as a founder. It’s not just about finding people with the right skills—it’s about finding people who fit your culture and are ready to take on the challenges of a startup.

If you’re ready to start hiring, take your time. Think about the gaps in your team, and be deliberate in filling them. Focus on the people, not just the roles, and build a hiring process that works for both you and your candidates. A great team won’t just help you grow—they’ll help you succeed.

Want more information on finding the right people for your startup?

Download our free guide to learn how founders at Stone & Chalk have successfully recruited for their businesses – and how you can do the same.