During the Interview Process?

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For now, focus on key questions about your culture fit:

Do you trust this person? This isn’t about security but a sense of delegation. If you were sick for a day and had to hand over the keys to this person at your startup, would you feel confident that they’d take those keys and keep things moving forward?
Are you genuinely excited to work with them? After all, you’re going to have to see them every day. If working with them seems like a slog, it might not be a fit. The chemistry needs to be right, or it might affect everyone’s motivation.
Could you work with this person for a decade? If you wouldn’t work with someone for 10 years, don’t work with them for a single day. Yes, it’s as simple as that.
Common Hiring Mistakes First-Time Founders Make
Hiring Simply Because You Think Work Will Pick Up
One of the key traits of any successful startup is adaptability. You sweden telegram data need that even more than you need scalability, which you should consider only once you see signs of product-market fit.

Before then, you need to be ready to pivot, move around, and adjust to whatever the market tells you.

Avoid hiring simply because you think work will pick up down the line. You don’t want to hire people anticipating more work in the future.

What if you over-hire sales reps to accelerate your outbound efforts but later decide that your go-to-market strategy was wrong and now requires a different approach? Letting people go is never easy, and it’s certainly not good for your startup’s culture in the early days.