Hiring your first few employees is one of the most exciting and intimidating milestones for any founder. These early hires don’t just fill roles; they shape culture, execution speed, and even the future direction of your company. One wrong hire can slow you down, while the right one can multiply your impact overnight. Entrepreneurs and business influencers often stress that early-stage hiring is less about resumes and more about mindset, alignment, and adaptability. If you’re just starting to build your team, here are three hiring tips that can help you set a strong foundation.
Hire for mindset before skill
In the early days of a company, job descriptions are fluid and priorities change fast. This is why experienced founders and creators repeatedly emphasise mindset over perfect credentials. Skills can be learned, but attitude, curiosity, and ownership are much harder to teach.
Entrepreneur and content creator Ankur Warikoo often talks about the importance of hiring people who are comfortable with ambiguity. In a startup environment, there are no neatly defined roles or step-by-step playbooks. Your first hires should be people who enjoy figuring things out, not waiting for instructions.
Similarly, global business influencer Sahil Bloom has highlighted that early hires should be “builders, not renters.” Builders treat the company like their own, take responsibility when things break, and proactively look for solutions. Renters, on the other hand, do only what is assigned and disengage when things get messy.
When interviewing, go beyond technical questions. Ask candidates how they handled uncertainty in previous roles, how they learn new skills, or how they responded when a project didn’t go as planned. Their answers will tell you far more than a polished CV.
Don’t rush the process, even when you’re desperate
One of the most common mistakes founders make is hiring too quickly under pressure. When workloads pile up, it’s tempting to onboard the first “good enough” candidate. But early hiring decisions have long-term consequences, and replacing a bad hire is far more expensive than waiting a few extra weeks.
Gary Vaynerchuk has often said that slow hiring and fast firing is a healthier approach than the opposite. In the early stage, however, even firing is emotionally and operationally draining. That’s why patience at the hiring stage is critical.
Take time to clearly define what problem this role needs to solve right now—not six months later. Many startups fail because they hire for a future version of the company instead of current realities. A candidate who thrives in chaos today may look very different from someone suited for a scaled organisation later.
Trial projects, short contracts, or probation periods can help both sides assess fit. These allow you to evaluate how a candidate works in real scenarios rather than relying only on interviews.
Build culture consciously from day one
Culture doesn’t start when your company grows to 50 people—it begins with your first hire. Every early employee reinforces behaviours, communication styles, and work ethics that future hires will follow.
Creators who have built strong personal brands often draw parallels between audience trust and internal culture. Just as influencers stay consistent with their values online, founders must model the behaviour they expect from their teams. If transparency, accountability, or flexibility matter to you, demonstrate them daily.
When hiring, talk openly about how your company works. Discuss working hours, decision-making styles, feedback culture, and expectations around ownership. This honesty helps attract people who genuinely align with your vision and filters out those who don’t.
Remember, skills can scale, but culture compounds. A small, aligned team will always outperform a larger, disengaged one.
Hiring your first team is less about filling seats and more about building momentum. By prioritising mindset over credentials, resisting the urge to rush, and consciously shaping culture from day one, founders can avoid many early-stage hiring pitfalls. Influencers and entrepreneurs who’ve walked this path repeatedly remind us that the first few hires are not just employees—they are partners in your company’s journey. Get this right, and you’re not just hiring help; you’re building a future.
