Alexandra Bystrova’s Post

In the three years since we started Every, not a single employee has voluntarily left the company. (Except for one, but he is coming back) One reason is that when I hire people I ask them what their motivation for coming to work at an early stage company is. If the conversation immediately turns to compensation and potential stock upside, it is almost always going to be a bad fit. In the early days of a startup, the financial position can be a roller coaster and those people will often get off the ride early. When you hire someone that is motivated by building for the sake of building, and by the desire to bring something awesome into the world, you know they will be in it for all the twists, turns and loop-de-loops. This changes when you are Series A onwards, so I wouldn’t apply this unless you are at the seed stage.

Many Founders struggle with knowing when to hire a Chief of Staff, what to look for, and how to best leverage this critical role. That's why Ryan Monk and I are sharing insights we've gathered from helping over 30 Founders find the right fit. Hear our thoughts below:

Did you read Rose Penhasi 🚀's column in 'Startup for Startup' (powered by monday.com) yet? In the column, Rose discusses the common dilemma among managers: whether to promote existing employees to management positions or to hire managers from outside. 🔍 Here are some key points: Internal promotion 👉 Empowering employees, a sense of development, and strengthening motivation. External hiring 👉 Need for new professional knowledge, dealing with company growth, and training costs. Whether you are a strong believer in internal promotion, or understand that there are cases where external hiring is necessary, see the pros and cons here: https://hubs.la/Q02CX6110 -- ScaleOps™ • A RevOps Company

Hiring a Chief of Staff can transform your startup. At Primary, we’ve guided 30+ founders in making this crucial hire. Discover how to find the right fit in our Founder’s Guide. https://lnkd.in/gPzUhfUW

In the early stages of building a start-up, should you prioritize adaptability or expertise in your hires? Adaptability allows team members to pivot and embrace change, crucial for the unpredictable nature of start-ups. It means they can quickly learn new skills and handle evolving challenges. On the other hand, expertise brings a depth of knowledge and specialized skills that can drive your project forward with precision and efficiency. The ideal hire balances both traits. Seek individuals who are not only experts in their field but also adaptable enough to thrive in a dynamic environment. This blend of adaptability and expertise can propel your start-up to new heights. #EarlyHires #StartUpSuccess #Adaptability #Expertise #TalentStrategy #PurpleSquirrelConsulting

The initial five hires for your company are CRUCIAL. It's common for early-stage startups to bring in friends and family to help out, but this isn't a sustainable long-term strategy. While the 1st five hires might seem straightforward, bringing on the RIGHT talent involves a mix of strategy, long-term vision for the role and the people, and a lot of small impactful nuances that can be easily overlooked. Missing these details early on can lead to a "fix it while flying" situation later. Therefore, it's essential to think strategically about your talent acquisition. Consider these questions: 🌟 When and for what roles do you hire for the build stage vs. run & maintain? 🌟 When is the right time to transition to start thinking about your company culture? 🌟 How to think about insourcing vs. outsourcing talent while you're developing your product or service? 🌟 What alternatives exist to ensure you're building a solid foundation without risking future stability? Have you experienced this before? What are your thoughts? #startuphiring #earlystagestartup #hiringstrategies #strategichiring #recruitmentstrategy #outsourcingopportunity #thursdaythoughts

When we launched our startup four years ago, we were laser-focused on growth. As we started gaining traction, we noticed something crucial: our team was stretched thin, and we were constantly playing catch-up. We knew we needed a better strategy. One day, we had a pivotal meeting with a mentor who shared a story that changed our approach. He told us about a successful company that had anticipated its growth by hiring ahead of demand. This company didn’t wait for the workload to become overwhelming; instead, they built a robust team early on. This foresight allowed them to stay agile, innovate, and scale seamlessly. Inspired, we decided to adopt this proactive strategy. We started by forecasting our needs, looking at market trends, and setting ambitious yet achievable goals. We then focused on building a talent pipeline, engaging with potential candidates through networking events and online platforms. We didn’t wait for a position to open up to start these conversations. With a clear plan and a bit of financial adjustment, we began hiring ahead. The initial investment paid off. New team members had the luxury of time to integrate into our culture, understand our values, and get up to speed without the pressure of immediate high-stakes tasks. This smooth onboarding process made them more effective and engaged. As a result, when new projects came in or unexpected challenges arose, we were ready. Our team’s flexibility and preparedness became one of our biggest strengths. We were no longer just reacting to growth; we were driving it. Looking back, hiring ahead was one of the best decisions we made. It taught us the value of foresight and the power of being prepared. If you’re aiming for sustainable growth, consider hiring ahead. It might just be the key to your success. #HiringAhead #GrowthStrategy #ProactivePlanning

"The strongest startups are built on cohesive teams." As a startup founder, your team is your most valuable asset. Building the right team goes beyond just hiring—it's about creating a culture that fosters collaboration and drives your mission forward. ✅ Recruitment: Prioritize cultural fit alongside skills. ✅ Onboarding: Provide clarity, structure, and immediate value. ✅ Retention: Offer growth opportunities, recognition, and support. ✅ Empowerment: Delegate responsibilities to encourage ownership. In the early stages, each hire can make a profound impact on your growth trajectory. Strong teams are flexible, aligned, and motivated. 👉 How do you build a winning team? Drop your tips below! #CohesiveTeams #StartupCulture #RecruitmentTips #OnboardingSuccess #EmployeeRetention #TeamEmpowerment #GrowthMindset #EntrepreneurshipJourney

🌅 Founder Reflection: Every startup should build a unique DNA, shaped by the talent within it. As founders, we’re constantly torn between hiring seasoned professionals to bring immediate expertise or nurturing young talent who will grow with the company. 💭 “Do we want quick impact, or are we willing to invest in potential?” 🚀 What strategies have you found most effective for identifying and hiring top performers who truly drive growth? ☄️ How do you balance between hiring young talent to train and hiring experienced professionals who can make an immediate impact? I’d love to hear from other founders – how have you navigated this choice in your journey? What’s worked (or backfired) in your experience? https://lnkd.in/dsekUzks #FounderReflections #StartupDNA #TalentStrategy #SundayThoughts

23% of startups fail because they don't have the right team. As someone who's worked closely with founders and leadership teams in scaling eCommerce and marketing agencies, I've seen first-hand the power of having 'the right team'. A team with the... → wrong skills → bad culture fit → low commitment level will stop growth in its tracks, no matter how great the idea. Startups are about speed and agility, but that doesn’t mean rushing through hiring. Investing in a structured, thoughtful recruitment process can be a game-changer for your company. Getting the right team is non-negotiable as: → They drive innovation and keep up with the demands of a fast-paced environment → They bring diverse skill sets that can cover all business needs effectively → They cultivate a resilient culture that can handle inevitable challenges It's not just about hiring more people; it's about hiring the right people who are aligned with your vision and values. Need help building the right team for you? Get in touch!