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Startup Leadership Series - #2

Why does hiring feel more complex than expected?

Hiring your first team member often feels exciting, but also uncertain. We know the role is important, but defining what we actually need is harder than it seems. We may start with a job description, but quickly realise that what the business needs is evolving. Priorities shift, expectations are unclear, and the “ideal candidate” becomes difficult to define.

So the question becomes: what are we really trying to solve with this hire?

What are you actually hiring for?

In startups, hiring is not just about filling a role; it's about solving a problem. The challenge is that many first-time hiring managers focus on tasks rather than outcomes. We describe responsibilities, but not what success actually looks like. This creates confusion in the process. Candidates may look strong on paper, but without a clear definition of what the role is meant to achieve, it becomes difficult to assess who is truly right.

How do you make better hiring decisions from the start?

Here's the shift: before thinking about candidates, you need clarity on the problem.

Recognising this is important, but the responsibility still sits with you. If the problem is not clearly defined, no candidate will fully match your expectations: what needs to change once this person joins? What outcomes should they deliver in the first six months? What capabilities are required to make that happen?

Once that is clear, the process becomes more focused; you are no longer evaluating profiles, you are evaluating the ability to deliver a specific impact. Because in startups, good hiring is not about finding the “best candidate”; it is about making the right decision for the problem you are trying to solve.