Startups are nothing without their people. With this in mind, how should an early-stage startup leader approach the task of recruiting? Many prospective hires are already comfortable in established jobs, with supportive networks, benefits and routines that cause them to think hard before leaving their lifestyles behind.
Startups, on the other hand, can offer something we call the “culture of achievement” — a unique environment where the daily stressors of a fast-paced business are offset by meaningful accomplishments resulting from employees’ drive to conquer new challenges individually and as a team. This culture resonates heavily with some, is quickly discarded by others and is generally one of the most misunderstood qualities of startup employee management.
Below are some of the guidelines to help build your startup team.
Team motivation: missionary vs. mercenary
Perhaps the most grievous mistake an entrepreneur can make is luring candidates with superficial perks like titles, money, stock, free food or beer. While these things can contribute to your overall atmosphere, they simply have nothing to do with driving meaningful outcomes. Startups are stressful. Even the most talented people will find themselves in positions of great uncertainty. Unless your team is intrinsically motivated to succeed, there is nothing that a “kegerator” or a Ping-Pong table will do to alter your results. If you’re banking on offering employees these sorts of perks, consider that they will likely be forgotten in times of immense — even soul-crushing — stress.
Experience is the best risk management
If you’re carving out a culture for your startup and expecting a high-performance work environment, as you review prospective candidates, remember there’s no substitute for managers who have experienced the startup cycle in the past. For the same reason experienced engineers and marketers are keenly adept at working through iterations and unpredictable development cycles, startup managers are veterans of the emotional rollercoaster that defines the early life of a company.
source:entrepreneur
