Starting a new business is an exciting but challenging journey. For startup owners in the UK, building the right team from the ground up is absolutely vital. Unlike established corporations with set structures and deep pockets, startups operate in a fast-moving, often uncertain environment. Every single hire carries significant weight. Getting it wrong can slow progress or even jeopardise the entire venture. So, what exactly do founders look for when bringing new people on board? It often goes beyond just qualifications and experience, delving into mindset, adaptability, and cultural fit.
Beyond the Basics: Skills and Experience
Naturally, having the right skills for the job is important. Startup owners need people who can actually do the work required, whether that’s coding, marketing, sales, or operations. Relevant experience shows you understand the demands of a similar role. However, startups often value practical application and proven results over lengthy qualifications on paper. They want to see evidence of what you’ve achieved. Simply relying on a standard CV template might not be enough; candidates should highlight specific accomplishments, projects, and how they’ve made a tangible impact in previous roles, especially in dynamic settings. More than just ticking boxes, founders look for a willingness to learn and grow. The ability to pick up new skills quickly and adapt to different tasks is highly prized in a small, evolving company.
The Right Attitude: Culture Fit and Mindset
In a small startup team, personality and attitude count for a lot. Founders look for individuals who will fit well within the existing team dynamics and contribute positively to the company culture. This “culture fit” isn’t about hiring clones, but about finding people whose values and work style align with the company’s ethos. A positive, “can-do” attitude is essential. Startups face constant challenges and setbacks; resilience, optimism, and a problem-solving mindset are crucial. Employees need to be comfortable with ambiguity and change. Passion for the company’s mission or the industry it operates in is another key factor. Believing in what the company is trying to achieve provides motivation through the inevitable tough times.
Adaptability and Flexibility: Thriving in Change
Startups are rarely static. Priorities can shift overnight, strategies may pivot, and roles often evolve. Because of this constant flux, adaptability is one of the most sought-after traits. Owners need employees who don’t just tolerate change but embrace it. This means being flexible with tasks – you might be hired for one role but find yourself helping out in other areas when needed. It also means being adaptable in your approach, willing to try new things and learn from failures. People who can cope with the ever-changing decisions and directions inherent in a startup environment are invaluable. They see change not as a disruption, but as an opportunity.
Initiative and Ownership: Taking the Lead
In large companies, roles and responsibilities are often clearly defined, with layers of management providing direction. Startups usually lack this rigid structure. Founders need self-starters – people who can see what needs to be done and take the initiative without waiting for detailed instructions. Taking ownership means treating your responsibilities as if they were your own business. It involves identifying problems proactively and suggesting solutions, not just executing assigned tasks. Employees who think like owners, always looking for ways to improve processes, save costs, or contribute to growth, are highly valued. This proactive approach is essential when resources are tight and everyone needs to pull their weight.
Communication and Collaboration: Team Players
Clear communication and strong teamwork are the lifeblood of any successful startup. In a small team environment, everyone needs to be on the same page. Founders look for employees who can articulate their ideas clearly, listen actively to others, and provide constructive feedback. Collaboration is essential because tasks often overlap, and team members rely heavily on each other. There’s little room for ego or siloed working. Being able to work well with colleagues, share knowledge freely, and support others is critical. Good communicators and collaborators help build a positive, productive, and cohesive work environment where the team can achieve more together.
Finding the right employees is arguably one of the most critical tasks for a startup founder. Whilst relevant skills and experience form the foundation, the ideal startup employee offers much more. They bring a positive attitude, a strong cultural fit, and an unwavering passion for the company’s mission. They thrive on change, demonstrating remarkable adaptability and flexibility. Crucially, they are proactive self-starters who take ownership of their work and constantly seek ways to contribute.
Editor’s Note: The opinions expressed here by the authors are their own, not those of impakter.com — Cover Photo Credit: Alyibel
