Depending on how far along your startup is, your staff could consist of a handful of employees, a couple of people working on a project together in a garage, or just you, alone with your great idea and no one to help you bring it to fruition. 

Regardless of your current situation, you’ll need more people on your team at some point during your startup's growth. You’re probably reading this because that time is now, but you’re not sure how to find top talent. After all, you wouldn’t be searching for ‘how to find employees for a startup’ if you already had your dream team in place!

At Zeni, we know startups. We work with them every day, and we were in your shoes when we first started, too! So, we put together this hiring plan for your startup to help you map out your recruiting strategy and the qualities to look for in your ideal candidates. 

Did you know Zeni is hiring? If the idea of joining an established, passionate team of experts intrigues you, apply on our career page!

Follow This 4-Step Hiring Plan For Your Startup To Find Employees You Can Rely On

1. Take stock of the skills you already have, and identify the skills you don’t have.

Every startup founder has strengths and weaknesses. You may have a background in marketing but not finance, or in market research but not product development. Your earliest hires should close the gaps in your startup team structure with as little redundancy as possible. Consider these factors as you build our your organizational structure.

If you have an extensive background in tech, for example, and could feasibly manage a small tech team for the early phases of your startup, it makes no sense to focus your efforts on hiring an engineering lead or a Chief Technology Officer  (CTO) right off the bat. You’d be better off filling in the gaps with an expert in finance or market research first. 

2. Strike a balance between hiring leaders and doers.

As a startup founder, sometimes it’s tempting to hire your junior-level staff first and assume they will work under your direction for a while. But this can leave you stretched thin, trying to get your business off the ground while you simultaneously manage your team and provide day-to-day direction. 

On the other side of the coin, you could hire your department leaders first, and surround yourself with team members who can offer guidance and expertise of their own. However, this approach could leave you shorthanded when it comes to actually putting those great ideas to work. 

One of the lesser-known but more powerful tips on how to recruit talent for a startup is to think about building your team from the top down and the bottom up at the same time. The key is to keep a balance between team leaders and doers that allows you to manage the things you want to manage, while delegating the tasks you’d like to get off your own plate. 

3. Build a culture of trust.

Most startup founders think of their company as their baby. It can be incredibly hard to loosen your grip on the reins and let other people take over as department leaders. However, to move forward, you have to be able to trust the people you hire and free yourself up to worry about other things. 

After all, you’re presumably hiring these people for their competence and expertise in the first place. And if you feel you can’t trust someone, you definitely shouldn’t hire them. 

One of the unexpected benefits of placing trust in the leaders you select is that this breeds a positive company culture that will permeate your whole business as you grow. Employees who feel like their employer trusts them are more likely to want to earn that trust, and more likely to reciprocate it as well. 

4. Keep company culture in mind as you look for executives.

By the time you get to the point of finding executives to come on board, you’ve probably been operating for a while and had ample opportunity to develop a company culture. As you hire people for the executive suite, remember: They need to fit into your company, not the other way around. Build an outline of what you are looking for from a values and culture perspective into the job description. 

Prioritize candidates based on their expertise, certainly, but also remember their passion, sense of mission, and personal way of handling situations are going to have an equal, if not bigger, effect on your company as it evolves. 

See Also: Best Payroll For Startups: Gusto vs Justworks vs TriNet vs Rippling

Want to check one huge task off your list right now?

You may not know it yet, but you’ve already found an expert business finance team who would love to work with your startup. Zeni offers all the financial help you might need, from everyday bookkeeping to advanced CFO services. 

Why spend time searching for a finance department you’d have to support in-house when you could let us handle all the accounting, tax filing, and other matters you don’t want to deal with? 

See how you can bypass hiring an entire finance department by scheduling a demo with Zeni.

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