Guest Post: Your First Hire

**This is the first post of two on the hiring process for early-stage startups from our friends at Seed.Jobs.**teamwork
We are halfway through the Class of 2015 programme! We can't believe that only a short time ago the sky was grey, and our founders were just joining us in London. Two months later, they are all on their way to becoming full-fledged businesses. And a part of that journey is expanding their teams. What are the sorts of things a founder needs to take into consideration when making some of their first hires? Here's a quick list of things to keep in mind;


Step 1: Figure out what kind of people you want to have in your team/project/company

Culture can evolve, but 1-10 employees can really dictate how it is shaped in the early days. Consider the impact of hiring people that you wouldn't go for a beer with, or that work remotely.

Step 2: Figure out how to make those kind of people excited by what you're doing. 

We start interviews by briefly telling people about what we're building and why it's important, and by explaining our work process and culture. Find out how to tell your story to the right audience at the right time.

Step 3: Define what you care about at a high level 

  • General
  • Interest in what we do
  • Communication
  • Curiosity
  • Tech
  • Learning
  • Problem Solving
  • Knowledge sharing (e.g. open source contribution)

Step 4: Identify core skills/strengths/criteria you want to prioritize for the role

  • Required
  • Bonus
  • Javascript (4/5)
  • Angularjs (2/5) - focus
  • Reactjs (3/5)

N.B consider what a candidate may want to focus on in next role. 

Step 5: Figure out where you can find candidates that don't apply to you 

e.g. For developers we like to use Angel List, along with contacting people directly through forums. For other roles, such as designers, posting jobs can be effective, but you can find great passive candidates in other places (e.g. Dribbble).

Step 6: Figure out the simplest way to start conversations with relevant candidates 

e.g. a simple landing/jobs page, with Email/Apply with Linkedin (or check out what we at do to make this easier)

Step 7: Come up with an interview process that sells you, and lets you comparatively assess them

For more info on that, click here.