Hiring your first employees in a startup is like setting a stone of a grand structure. In the dynamic tech world, these initial hires bring a unique mix of skills and qualities that outperform their counterparts at larger, more established companies.
Understanding what these skills are, how the environment differs from large companies, and the reasons behind choosing to work at a startup can shed light on this exciting and fast-paced ecosystem.
Essential Skills and Qualities for Startup Employees
Startup employees are often the Swiss army knives of technology – versatile, capable and ready to tackle whatever comes their way. Unlike in large corporations where roles are neatly defined, startup employees often juggle multiple tasks. It doesn’t have to be tech-savvy, skillful problem solvers with an entrepreneurial spirit. In technical projects, advancements in coding technologies and languages are necessary and often required first. A startup presents unexpected challenges, so employees must be creative and innovative in their problem-solving approaches. A strong sense of ownership and a proactive attitude are essential; startups are self-employed workers who can work independently and are in charge.
Start connecting causes
Considering the full range of options in the job market, people want to work at startups for a variety of reasons. Many are drawn to the startup’s innovative nature and ability to work on cutting-edge technology and products. Startups offer the opportunity for rapid career growth and the opportunity to take on significant responsibilities early in one’s career. The possibility of equity and ownership stake in a company can be a strong motivator.
Looking at the first hires
To learn more about how hiring is practiced at startups, we explored the topic with four tech founders from across the country.
The Romanian Proptech Bright Spaces, Bogdan Nicoara, CEO and co-founder, we remember: “We knew it was a privilege to start with our first three employees from day one. I previously founded and led the software development program with Andrei Constantin, co-founder and CTO. Our journey to creating brilliant spaces began after winning the first PropTech hackathon in Southern Europe. This success inspired us to transition from the agency to focus entirely on Clear Spaces. We brought on board three of our employees to join us in this new venture, so we had a solid foundation from the start.”
These key players were hired on contracts, including two developers and one 3D artist. There was no formal hiring process, because these employees were already part of the previous company and two of them are still famous with Spaces.
Munch, a Hungarian FoodTech startup founded in 2020 by four student entrepreneurs, chose a different path. Bence Zwecker, CEO and co-founder, explains: “We hired our first three employees within the first two months of starting. The volunteers worked with no financial benefit, which was possible through the very close community the university joined.
The first team members took on these roles in marketing and sales, and the hiring process was quick, thanks to pre-existing relationships in the university community.
“In the very beginning, I was hired as an email marketing and content artist, but I actually did more. Since then I have had four different positions and now I am responsible for PR communication, partnerships, and written content in four countries,” Belayane Najoua, one of Munch’s first employees, described.
On the other hand, Sloneek, a Czech HR startup, participated in a strategic mix of planning and rapid action. Milan Rataj, co-founder, shared, “We hired our first three employees about six months after we started. We hired them because we always wanted 100% commitment and work for us. The first three positions were one backend developer and two frontend developers. The hiring process was a little We only had a few strong resources. Currently, one frontend developer from this group is still with us.”
Choice, an online subscription-based B2B service founded by Alex Ilyash in 2020, has also raised existing networks. Alex says, “Before it was even registered, we reached out to people we knew from past partnerships and agreed to join us. We hired both freelancers and employees on contracts. Initial positions were developer, head of sales, UI/UX designer. The hiring process took about a month, and all those employees are still with the company, having virtual shares and options in the company.
If we draw a common line between these stories, maybe it’s the moment to start with the people you’ve met before you. As everything at that point is pretty new and obscure, having people who are looking for answers together is the trick to making a startup work.