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Beyond CVs - When Startups Hire




The three most important aspects for a start up to consider are probably staffing, business model, and financing are. Bad planning and implementation in any one of them has the power to sink even the brightest of concepts.

Sure, cashflow is king, we all know that, so not much to say other than plan with plenty of time to spare, double the costs and extend the time to revenue a fair bit more. Cash hardly ever comes in according to plan.

Your business model is the backbone of your business. If it doesn't add up, you are going nowhere fast.

Even if you have your financial structure in place with all the required contingency plans, and a fantastic business model ready for implementation, the people you sign up will determine the fate of your enterprise. Sure, we all know that skills and experience are essential aspects, and in general 'acquiring the right CVs' is (usually) a straight forward exercise where success is related to the financial strength of the startups and the ability of the entrepreneurs to sell their vision.

However, I suggest that the main challenge regarding staff is not in the hiring the right competence, but in building a well balanced and complementary set of minds.

Consider this little tale that I heard a while back and adapted over the years:

Sandra, a career advisor is preparing profiles for different careers. Most of the work involves interviewing people who work in each sector. Today Sandra will interview workers at a quarry that is a large local employer. The interview is simple, with the main question being “what can you tell me about your job?”She will interview three people picked at random among the most experienced.

The first one, Tommy, says: “well, I am paid to break stones from nine in the morning to five in the afternoon, and that is what I do”. Sandra feels that not much else can be said, thanks Tommy, takes some notes, and heads to her next interviewee, Bob.

Bob Seems quite happy to have a chance to talk about his work “I am paid to break stones, but I've developed some techniques and tools that have increased the quality and output of my work, and of many people around me” he says, proudly before going into detailed explanations about his innovative methods and systems.

Sandra takes extensive notes and thanks Bob for his time and help. Next is Barry.
He receives Sandra with a smile that grows when she asks about his job, his chest expands and he says “Me? I help to build castles!”...

The point of this tale is that Bob, Tommy and Barry have the same job, but have totally different perspectives about them. Their CVs might look exactly the same also, and will give no indication of how the individuals will relate to their new jobs, or what will be their perspective when they come in every day.

Interviews might help identify some of these characteristics, but first entrepreneurs need to know what they are looking for. Yes, you might need a coder, and a 'Tommy' would provide you with that. However, a 'Bob' would code as requested, while looking for possible areas for gaining efficiency or spot issues with the architecture. A 'Barry' on the other hand, while he would also code, he would probably be assessing the long term impact of decisions and might keep in mind the end-user's experience and requirements at all times.

There is no right or wrong. The three have characteristics and focus that are relevant and useful to a company, but you are unlikely to find people that will be all three at the same time, so ask yourself: Which of them does your business need the most now?

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