Early hires shape culture, speed and quality for years. How to find, assess and close them.
Your first ten employees will set the standard for everyone who follows. They will interview future hires, establish norms, and make hundreds of decisions you will never see. Choose carefully.
Hire for slope, not just intercept
At an early-stage company, the rate at which someone learns matters more than their current title. Look for people who have grown quickly in past roles and who are energized by ambiguity.
Make the work the interview
Paid trial projects, real problem-solving sessions and pairing exercises reveal far more than conversations about past experience. They also let candidates see what working with you is actually like.
Sell the mission honestly
You cannot outbid large companies on salary, so compete on ownership, learning and impact. Be candid about the risks. People who join with clear eyes stay through the hard months.
Write down your values early
Even three short sentences about how you work — how decisions are made, how feedback is given — will help new hires align quickly and help you say no to strong candidates who are not the right fit.
Finally, move fast. Great candidates have options. A clear, respectful process that closes within two weeks is itself a signal of how your company operates.