Because building a rocket ship needs more than just people who “look good on paper.”
Intro: Why Early Hires Are Everything
Imagine you’re building a startup. The idea is raw, the coffee is strong, and your budget is… well, let’s say you know your bank balance too well.
In this messy, magical stage, your first few hires are your founding crew. These people will not just work for the company—they will shape it. They’ll be the culture carriers, the problem slayers, and the ones who stick around when things go sideways.
And guess what?
Resumes won’t tell you most of what you need to know.
So what will?
Let’s explore the traits you really want when hiring your first 5–10 people—the stuff you won’t find in bullet points and polished LinkedIn profiles.
1. Hunger Over Hype
You want hungry people. Not the ones chasing just titles or stock options, but those who get itchy if they’re not building something real.
They don’t talk in buzzwords. They do the work. They get excited by problems, not perks. They’re the ones who’ll roll up their sleeves and figure things out even when the blueprint doesn’t exist.
How to spot it:
- Ask about side projects they’ve done just for fun.
- Look for self-taught skills or career pivots.
- See if they ask you real questions about the company’s challenges.
2. Grit and Resourcefulness
Startups are chaotic. Things break. Plans fail. You need people with grit—those who don’t crumble under pressure or wait around for someone to tell them what to do.
You also need MacGyver-style thinkers. People who can turn duct tape, Notion docs, and coffee into a product launch.
Look for:
- Stories of when they turned limited resources into big wins.
- Their ability to stay calm and adapt when things go wrong.
- Problem-solving questions in interviews (“What would you do if our entire product crashed at 2 AM?”)
3. Bias for Action
In a large company, there’s room for thinkers, talkers, and planners. In a startup? You need doers.
Early employees should be comfortable making quick decisions with limited info. Action-oriented folks don’t wait for perfect—they push for progress.
Test this:
- Give them a mini-task or project before hiring.
- Ask: “Tell me about a time you had to make a decision fast.”
4. Ownership Mindset
You want people who treat the startup like their own. They’re not clocking in and out—they’re emotionally invested. They own outcomes, not just tasks.
They don’t say, “That’s not my job.” They say, “Let me figure it out.”
You’ll see it when:
- They use “we” instead of “they” when talking about your company—even before joining.
- They follow up proactively after interviews.
- They challenge your assumptions—in a good way.
5. Cultural Chemistry, Not Just “Fit”
You’ve heard of “culture fit,” right? That term can be dangerous if misused. Instead, look for culture add or culture chemistry.
These are people who:
- Align with your mission and values,
- Bring diverse energy to the team,
- Make your workplace better, not just more similar.
Avoid building a team of clones. Diversity in thought, background, and approach is your superpower.
6. Communication That’s Real
In the early days, communication is everything. You’ll be brainstorming over Slack, email, walks, coffee, late-night texts… and sometimes, all at once.
You need people who:
- Can express themselves clearly and openly,
- Don’t get passive-aggressive or vague,
- Know when to speak up and when to listen.
How to test this:
- Watch how they explain their past work.
- Observe their clarity and tone in emails or async tools.
- See how they handle disagreement during interviews.
7. Willingness to Learn (and Unlearn)
Startups evolve daily. What worked Monday may break by Friday. You want learners—people who can absorb new things and unlearn outdated habits.
Look for:
- Curiosity about industries, tools, and tech.
- Humility to admit when they’re wrong.
- Adaptability to changing environments.
8. Emotional Intelligence
Startups are emotional rollercoasters. Highs are high, and lows can suck. Having people with strong emotional intelligence (EQ) is non-negotiable.
They’ll:
- Navigate stress without toxicity,
- Support teammates during tough times,
- Lead with empathy even under pressure.
EQ is a power skill—not a “soft skill.”
9. Multi-Hat Mentality
That first marketing hire? They might also be your part-time designer, community manager, and customer support rep. Your first engineer might help with recruiting.
You need people who can wear many hats without melting down.
Ask:
- “What’s the weirdest thing you’ve had to do in a past job?”
- “Are you comfortable jumping between roles?”
If they smile instead of flinch, that’s your person.
10. Startup Spirit
Let’s be real. Startups aren’t for everyone. Some folks thrive in structured, stable environments. Early-stage companies? Not that.
You need people who:
- Thrive in ambiguity,
- Don’t mind chaos,
- See building from scratch as fun.
Look for that twinkle in their eye when you say things like: “We don’t have a process for that yet.”
Bonus: Look for People You’d Want in a Foxhole
At the end of the day, startup life can feel like being in a foxhole. Choose people you trust, admire, and actually enjoy being around when things get tough.
Would you call them at 2 AM if something broke? Would you feel safe being honest with them?
If yes—hire them. Resume or not.
Conclusion: Beyond the Bullet Points
Hiring early employees isn’t about checking boxes—it’s about building the soul of your company. You want people who care, hustle, grow, and help you create magic from mess.
So next time you’re hiring, don’t stop at the resume. Dig deeper. Have real conversations. Find the humans behind the paper.
Because in the startup world, the right people matter more than the perfect CV.