Hiring Your First Employee: When and How to Do It Right
One of the biggest milestones in your startup journey is hiring your first employee. But it’s also one of the most daunting. When’s the right time? Who should you hire? And how do you make sure it’s a smart decision—not an expensive mistake?
As someone who’s been through it, here’s what I wish I knew.
As someone who’s been through it, here’s what I wish I knew.
1. Prioritise Initiative Over Qualifications
I’ve hired people with brilliant degrees and picture-perfect CVs. I’ve also hired people without formal qualifications—just raw grit and drive.
And here’s what I learned: initiative trumps academics, every time.
Some graduates I hired were technically impressive but would come to me unsure of what to do next, needing constant direction. Meanwhile, the person with no degree just cracked on. Solved problems. Got things done without being told.
If you’re hiring your first team member, look for that kind of person. The one who adds momentum—not waits for permission. Because in a startup, there’s no time for hand-holding.
And here’s what I learned: initiative trumps academics, every time.
Some graduates I hired were technically impressive but would come to me unsure of what to do next, needing constant direction. Meanwhile, the person with no degree just cracked on. Solved problems. Got things done without being told.
If you’re hiring your first team member, look for that kind of person. The one who adds momentum—not waits for permission. Because in a startup, there’s no time for hand-holding.
2. If You Can’t Afford Top Talent, Consider Equity
Early on, I couldn’t always offer top-tier salaries. But I could offer purpose, ownership, and equity.
When someone has skin in the game—when they know their effort directly contributes to the value of their shares—they show up differently. They go above and beyond because your growth is their growth.
If someone believes in your mission but you're tight on budget, structure a deal that works for both of you. Just make sure expectations are crystal clear.
When someone has skin in the game—when they know their effort directly contributes to the value of their shares—they show up differently. They go above and beyond because your growth is their growth.
If someone believes in your mission but you're tight on budget, structure a deal that works for both of you. Just make sure expectations are crystal clear.
3. Don’t Let Geography Limit You
I didn’t have access to a big in-person talent pool. I wasn’t based in a startup hub. But that didn’t stop me from building a brilliant team.
Remote and hybrid working opened doors. It let me hire based on attitude, initiative, and fit—not postcode. If you’re worried about building culture or managing from a distance—don’t be. With the right tools and rituals, remote teams can be just as engaged and productive.
Remote and hybrid working opened doors. It let me hire based on attitude, initiative, and fit—not postcode. If you’re worried about building culture or managing from a distance—don’t be. With the right tools and rituals, remote teams can be just as engaged and productive.
4. Get Clear on Roles, Goals, and Culture
Your first hire sets the tone. So before you post a job ad, ask yourself:
- What exactly do I need help with?
- What will success look like in 3–6 months?
- What kind of energy do I want in the business?
Final Thoughts
Your first hire will shape how your business runs, grows, and feels. So choose someone who’s in it with you—not just for the job title, but for the mission.
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