Everything I Wish I Knew About Hiring

Hiring at early-stage startups should start from a real business problem, with a scorecard of desired outcomes and traits written before the job description. Job descriptions should list five to seven responsibilities and five to seven qualifications, plus optional bonuses and an introduction that sells the company. Sourcing should start with personal networks, investors, conferences and hackathons, while aggregators like Indeed are discouraged. Before interviews, one owner should coordinate candidate contact, interviewers should give detailed notes and numerical ratings, and a 15-30 minute screener should check qualifications.