Hiring for Startup

by GDP Venture

In startup community, there’s a term named “scaling” as an action that companies take once they have proven their product or service for sale is in demand, and once the business has shown some ability to reliably deliver a consistent growth. When it begins to scale, a company must ready to overcome new challenges. The first thing they need to solve is a collection of talent who create a product or a service. President of Vistaprint Trynka Shineman claimed there are a few principle areas that need to be priotitized when hiring:

1. Prioritize anything that directly impacts customer satisfaction.

Define which departments and positions need to be improved. Say customer service agents, associates in a retail location, logistics or delivery employees or people looking at quality control. This step could ensure a whole new exceptional experience for the customer.

2. Ensure you evaluate your time and the role you are playing.

Prioritize hiring roles that help create space for you to do the work that only you can do. It may a little bit tricky to conduct, but once you’ve done it you can pull yourself from working in your business to actually working on your business is one of the most difficult challenges for any founder, but also one of the most essential needs to keep your business developing. The first thing first is determine when its best to offload some of the responsibilities that are holding you back from doing what you do best. In the end, you are the best appropriate to develop your business strategy and vision, build the culture, and lead the team. You may also be most critical in sales and new business development, or delivering product innovation.

3. The need for speed.

Businesses can default to inadvertently hiring for the roles that are easiest to fill as opposed to those that can unlock the most value for the company at a given point in time when you failed calculating prioritization. One of the most important characteristics of a growth business is the ability to get to market quickly so you can deliver value to customers, get customer feedback and continue to improve. With that in mind, I suggest prioritizing the things that are slowing you down -- bottlenecks that are preventing you from moving as fast you otherwise could. This can be easier said than done. One way to surface bottlenecks is to encourage employees to let you know when they find themselves waiting or blocked, even if they can work through the block independently. This can be unnatural for people – often the tendency is for the employee to want to work this through on their own. But this information can be critical to helping you understand how work is flowing across your organization and what is really slowing the team down.

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