When building a startup team from the ground up, it’s easy to get overwhelmed by all the moving pieces. One question seems to come up again and again: “How do we know we’re hiring the right people?” Well, lucky for you, we’ve collated a list of key points from the most successful startup founders, to give you a comprehensive checklist to help you answer this, breaking down everything you should look for- from skills, emotional intelligence, or cultural fit.
This checklist isn’t just about filling roles; it’s about building a team that grows with you and embodies your startup’s mission.
1. Problem-Solving
This isn’t just about being smart—it’s about thinking ahead, staying calm under pressure, and working with others to tackle the tough stuff.Â
Example Question: “Can you tell me about a time when you faced an unexpected challenge? How did you handle it?”
Look for candidates who show:
- Proactive thinking: They identify potential issues before they escalate and suggest solutions without needing external prompts.
- Analytical approach: Candidates who break down problems logically and analyze them in parts before presenting solutions.
- Resilience under pressure: Even when faced with unexpected challenges, they remain calm and focus on problem resolution.
- Collaboration in problem-solving: They actively seek input from others and don’t hesitate to work collectively to solve complex issues.
- Resourcefulness: Candidates who creatively use limited resources or unconventional methods to arrive at effective solutions.
2. Emotional Intelligence (EQ)
People who can tune into their own emotions—and those of others—are invaluable in a startup. They’re the ones who have:
Example Question: “Describe a time when you had to manage a conflict within a team. How did you resolve it?”
Look for candidates who show:
- Self-awareness: Candidates who recognize their own strengths and weaknesses and are comfortable discussing them.
- Empathy: They demonstrate an understanding of others’ perspectives, even in challenging situations.
- Interpersonal skills: Strong ability to maintain positive relationships and manage emotions during conflict.
- Constructive feedback response: They accept feedback graciously and use it to improve, rather than becoming defensive.
- Conflict resolution: The ability to diffuse tension, mediate disputes, and bring people together toward a solution.
3. Adaptability
Startups are unpredictable, and change is the only constant.
Example Question: “Can you give an example of when your role changed unexpectedly? How did you adapt?”
Look for candidates who show:
- Comfort with ambiguity: Candidates who are unfazed by changing priorities and can pivot quickly.
- Openness to learning: They show a willingness to learn new skills or acquire new knowledge in the face of evolving roles.
- Flexibility in role scope: They are eager to wear multiple hats and take on new responsibilities as the business grows.
- Track record of evolving roles: Their previous roles show clear examples of how they adapted as job demands shifted over time.
- Positive attitude toward change: Rather than resist, they embrace changes with a “can-do” attitude.
4. Grit and Perseverance
Success doesn’t come overnight, and you need people who are in it for the long haul.
Example Question: “Tell me about a project that took a long time to complete. What kept you motivated?”
Look for candidates who show:
- Long-term focus: Candidates show a passion for achieving long-term goals and do not shy away from prolonged efforts or setbacks.
- Consistent drive: They’ve demonstrated steady progress toward goals over extended periods, despite challenges.
- Resilience in failure: They can cite examples where they faced significant obstacles but pushed through or rebounded.
- Endurance in high-pressure environments: They handle demanding situations without burning out or giving up easily.
- Commitment to improvement: They constantly seek ways to better themselves and stay committed to the journey, not just the outcome.
5. Passion for Your Mission
This isn’t just about the job—it’s about being genuinely excited by what your startup stands for.
Example Question: “What is it about our startup’s mission that excites you the most?”
Look for candidates who show:
- Alignment with company values: They naturally express excitement about your company’s purpose and core values.
- Intrinsic motivation: They are driven by something deeper than just compensation, such as making a meaningful impact.
- Flexibility in role scope: They are eager to wear multiple hats and take on new responsibilities as the business grows.
- Clear enthusiasm for the industry: They stay informed and up to date with trends in your field, showing personal interest beyond the job description.
- Engagement in relevant side projects: They pursue projects, hobbies, or volunteer work that align with your startup’s goals.
6. Growth Mindset
Example Question: “Can you share a mistake you made and how you used that experience to improve?”
Look for candidates who show:
- Curiosity: They regularly seek feedback, ask questions, and express an interest in expanding their knowledge or skill set.
- Openness to challenges: They take on new tasks that stretch their abilities and show a willingness to step out of their comfort zone.
- Continuous improvement: There is evidence they actively work on personal and professional development, consistently pushing their boundaries.
- Humility in success: They acknowledge the contributions of others when discussing past achievements and avoid taking full credit.
- Willingness to admit mistakes: They openly share examples of when they made mistakes and explain how they learned from them.
7. Collaboration and Teamwork
Example Question: “Describe a time when you helped a team member achieve a goal. What was your role?”
Look for candidates who show:
- Team-focused mindset: They talk in terms of “we” rather than “I” when discussing accomplishments.
- Comfort in diverse teams: They work well with individuals from different backgrounds and disciplines, showing respect for diverse perspectives.
- Contribution to team success: They actively support others’ success, not just their own, and are willing to help teammates achieve shared goals.
- Receptive to input: They value feedback and suggestions from others and integrate this feedback to improve team outcomes.
- Conflict mediation: They’ve successfully navigated conflicts or differences in teams, balancing assertiveness with diplomacy.
8. Critical Thinking
Example Question: “Tell me about a decision you made where you had to challenge conventional thinking. How did you approach it?”
Look for candidates who show:
- Challenger mindset: They aren’t afraid to ask tough questions or challenge existing ideas in a respectful and constructive way.
- Data-driven decisions: They prefer to use data and evidence when making decisions and avoid jumping to conclusions.
- Strategic foresight: They think several steps ahead, considering potential risks and outcomes before acting.
- Willingness to reconsider: They can change their mind when presented with new information or compelling arguments, showing intellectual flexibility.
- Avoidance of groupthink: They are comfortable voicing differing opinions when necessary, even in a group that may favor a different direction.
9. Passion for Learning
Example Question: “What new skills or knowledge have you acquired recently? How did you go about learning them?”
Look for candidates who show:
- Self-initiated learning: They regularly seek out opportunities to expand their knowledge, whether through formal education, online courses, or side projects.
- Rapid learning curve: They can point to times when they quickly acquired a new skill or adapted to a new area of responsibility.
- Curiosity-driven behavior: They demonstrate curiosity and a willingness to dive into unknown areas to explore new possibilities.
- Ability to learn from feedback: They internalize constructive criticism and apply lessons learned in subsequent tasks or roles.
- Desire for cross-functional learning: They actively seek to learn about other departments or areas of the business, enhancing their overall versatility.
10. Long-Term Vision and Commitment
Example Question: “Where do you see yourself in the next few years? How does this role fit into your long-term goals?”
Look for candidates who show:
- Loyalty in previous roles: They’ve stayed with past companies or projects long enough to see the long-term results of their efforts.
- Commitment to personal growth: They can discuss long-term career aspirations and how they’re working toward achieving them in a way that aligns with your startup’s growth.
- Consistent trajectory: Their career path shows a steady progression rather than frequent, short-term job changes that lack a sense of purpose or direction.
- Big-picture mindset: They’re able to connect short-term tasks with long-term goals, consistently framing their work in terms of its broader impact.
- Sustainable ambition: They show a willingness to balance ambition with sustainability, avoiding burnout while remaining dedicated to the long-term vision.