No account?

Post a job


Find and hire the best candidates anywhere in the world by crowdsourcing your jobs.

For Business

Target Professionals

What do you want to do?

Building a team from scratch: A recruitment guide for startups

Sourcing talent and building teams from scratch can be a daunting task for startups, especially when resources are limited, and the need is urgent. However, it doesn’t have to be like climbing a mountain - with the right approach, tools, and strategy - startups will be able to find and hire the talent they need to build a strong team and grow their business fast enough. In this post, we will walk through a few actionable steps that you can take to source more precisely and recruit the right talent for your business and journey.

1. Define your needs

Before you start looking for potential hires, it's important to define what exactly you need. This includes identifying the specific skills and experience that are required for the role, as well as the qualifications and personal characteristics that will make a candidate a good fit for your startup.

Creating a candidate persona and using it as a template for your sourcing is a good way to start off. Ask yourself: who are we really looking for? How do they act? What’s their work style? What do they love? What are their goals and aspirations? What are their dislikes?

2. Utilize candidate platforms

LinkedIn is a powerful tool for recruiting and can be used to find and connect with potential candidates. You can search for people with specific skills and experience, and reach out to them directly to introduce your startup and the opportunity you have.

Although, keep in mind to stay focused on the types of candidates that are likely to be a good match for your opportunity, according to your candidate persona. This can be quite difficult on LinkedIn, where the candidate's interests, passions, and ambitions often don’t show.

When you have created a job post on HiCareer, with information about your journey, culture, and company, as well as the required skills and tech stack, you will automatically get matched with the right candidates for your opportunity and be able to connect with matching candidates of your choice.

3. Leverage employee referrals

Employee referrals can be a great way to find new talent. Encourage your current team members to spread the word about open positions and offer them a referral bonus if they help you find a great candidate.

Employee referrals have the ability to speed up your hiring processes multiple times and 10x your talent pool. Studies of employee referrals have also found that referred candidates are more likely to be a cultural fit and less likely to leave the company within 2 years.

Extending your referral reach can also be a good option if you're up to it. You can activate referral bonuses in external networks too. Are there any communities that you believe could help you find and hire who you are looking for, and benefit from it themselves?

4. Utilize online job boards

Online job boards such as LinkedIn, Glassdoor, Indeed, and HiCareer can also be a great way to find potential candidates. By posting your job on these platforms, you can reach a large pool of candidates.

If you’re a startup or on an intense growth journey, HiCareer is definitely a good option for you. Our platform focuses on candidates who are interested, and have previously worked, in startups and growth companies.

The downside of job postings on irrelevant platforms can be that you receive large amounts of irrelevant applications, which will take time to process. Therefore, our recommendation is to keep to niched job boards where you might get fewer (but more qualified) applicants.

5. Get creative

Don't be afraid to think outside the box when it comes to sourcing talent. Consider unconventional recruitment methods such as hosting a competition or hackathon, reaching out to schools and universities to find recent graduates, or collaborating with influencers and communities to market your openings.

You can also consider starting off by hiring someone remotely temporarily. There is a whole world out there, so why not hire anywhere when you have the need? If you’re looking for consultants within tech and development, let us know - we’d be glad to help you out.

6. Leverage Recruitment Agencies

Recruitment agencies can be an excellent resource for startups struggling to find and hire the right talent. They can help you identify and attract the best-fitting candidates and save you a lot of time and effort, and it doesn’t have to break the bank.

Find a recruitment agency that knows and understands your needs. We have extensive experience working with tech-heavy startups and scaleups, and via us, you will only pay for what you receive. We’ll take care of your entire hiring process - from sourcing to interviewing, qualifying, and contracting, while you stay focused on your business. The only thing you will owe us is a success fee when we have given you what you asked for.

Conclusion

By defining what you’re looking for, utilizing platforms and job boards, leveraging referrals and recruitment agencies, startups can effectively source talent and build strong teams that will grow their business, from scratch.

HiCareer is a great option if you’re a startup or growth company, looking to save time and make your processes more efficient and precise.

It’s good to remember that sourcing talent is an ongoing process and it’s important to constantly be on the lookout for new candidates, and offer talented people the chance to show their interest in you, even when you’re not actively hiring.

Published: Feb 2, 2023


Building a team from scratch: A recruitment guide for startups



Sourcing talent and building teams from scratch can be a daunting task for startups, especially when resources are limited, and the need is urgent. However, it doesn’t have to be like climbing a mountain - with the right approach, tools, and strategy - startups will be able to find and hire the talent they need to build a strong team and grow their business fast enough. In this post, we will walk through a few actionable steps that you can take to source more precisely and recruit the right talent for your business and journey. 


1. Define your needs:


Before you start looking for potential hires, it's important to define what exactly you need. This includes identifying the specific skills and experience that are required for the role, as well as the qualifications and personal characteristics that will make a candidate a good fit for your startup.


Creating a candidate persona and using it as a template for your sourcing is a good way to start off. Ask yourself: who are we really looking for? How do they act? What’s their work style? What do they love? What are their goals and aspirations? What are their dislikes?

2. Utilize candidate platforms:


LinkedIn is a powerful tool for recruiting and can be used to find and connect with potential candidates. You can search for people with specific skills and experience, and reach out to them directly to introduce your startup and the opportunity you have.


Although, keep in mind to stay focused on the types of candidates that are likely to be a good match for your opportunity, according to your candidate persona. This can be quite difficult on LinkedIn, where the candidate's interests, passions, and ambitions often don’t show.  


When you have created a job post on Doublecloud, with information about your journey, culture, and company, as well as the required skills and tech stack, you will automatically get matched with the right candidates for your opportunity and be able to connect with matching candidates of your choice.

3. Leverage employee referrals:


Employee referrals can be a great way to find new talent. Encourage your current team members to spread the word about open positions and offer them a referral bonus if they help you find a great candidate.


Employee referrals have the ability to speed up your hiring processes multiple times and 10x your talent pool. Studies of employee referrals have also found that referred candidates are more likely to be a cultural fit and less likely to leave the company within 2 years. 


Extending your referral reach can also be a good option if you're up to it. You can activate referral bonuses in external networks too. Are there any communities that you believe could help you find and hire who you are looking for, and benefit from it themselves?

4. Utilize online job boards:


Online job boards such as LinkedIn, Glassdoor, Indeed, and DoubleCloud can also be a great way to find potential candidates. By posting your job on these platforms, you can reach a large pool of candidates.


If you’re a startup or on an intense growth journey, DoubleCloud is definitely a good option for you. Our platform focuses on candidates who are interested, and have previously worked, in startups and growth companies.


The downside of job postings on irrelevant platforms can be that you receive large amounts of irrelevant applications, which will take time to process. Therefore, our recommendation is to keep to niched job boards where you might get fewer (but more qualified) applicants. 

5. Get creative:


Don't be afraid to think outside the box when it comes to sourcing talent. Consider unconventional recruitment methods such as hosting a competition or hackathon, reaching out to schools and universities to find recent graduates, or collaborating with influencers and communities to market your openings.


You can also consider starting off by hiring someone remotely temporarily. There is a whole world out there, so why not hire anywhere when you have the need? If you’re looking for consultants within tech and development, let us know - we’d be glad to help you out. 

6. Leverage Recruitment Agencies:


Recruitment agencies can be an excellent resource for startups struggling to find and hire the right talent. They can help you identify and attract the best-fitting candidates and save you a lot of time and effort, and it doesn’t have to break the bank. 


Find a recruitment agency that knows and understands your needs. We have extensive experience working with tech-heavy startups and scaleups, and via us, you will only pay for what you receive. We’ll take care of your entire hiring process - from sourcing to interviewing, qualifying, and contracting, while you stay focused on your business. The only thing you will owe us is a success fee when we have given you what you asked for.

In conclusion: 


By defining what you’re looking for, utilizing platforms and job boards, leveraging referrals and recruitment agencies, startups can effectively source talent and build strong teams that will grow their business, from scratch. 


DoubleCloud is a great option if you’re a startup or growth company, looking to save time and make your processes more efficient and precise. 


It’s good to remember that sourcing talent is an ongoing process and it’s important to constantly be on the lookout for new candidates, and offer talented people the chance to show their interest in you, even when you’re not actively hiring.