🧩 Jump-start July — Week 3
From Solo to Squad: Building the Startup Core Team Right
The first people you hire aren’t just employees — they shape your product, your pace, and your culture.
In this issue, we explore how to find and onboard early team members who believe in your vision and thrive in chaos.
Plus: practical onboarding rituals and tips for building culture from Day 1.
Early Hires Define Your Startup’s Future
It’s easy to treat early hiring as a fire drill: scramble, fill roles, move fast. But these aren’t just workers—you’re bringing on your co-creators. These are the people who will decide how fast you move, how boldly you build, and how your team communicates under pressure.
As Hari Kiran, founder of OpenSource DB, puts it:
“Your early team is your culture in motion. Help them succeed fast, and they’ll help you scale smart.”
đź› How to Build Your Core Team Right
1. Hire Generalists with Grit
- Look for folks who thrive in ambiguity, wear multiple hats, and enjoy building from zero.
- Prioritize attitude and ownership over credentials.
- Ask behavioral questions like:
- “Tell me about a time you built something from scratch.”
2. Build a Clear Onboarding Path
- Share the vision, customer context, and why this work matters—on Day 1.
- Assign 10-day mini-projects to give them a quick win and build confidence.
- Set clear metrics, outcomes, and check-in points.
3. Create Founder-Led Rituals
- Start with daily standups and end-of-week demos to keep alignment sharp.
- One-on-one check-ins help uncover blockers early and build psychological safety.
- Don’t outsource this—founder involvement is key in the early days.
4. Shape Culture from the Start
- Articulate your values early: e.g. transparency, autonomy, speed.
- Use async updates, promote radical candor, and encourage a builder mindset.
- Model the behavior you want to see—this sets the tone.
5. Keep Feedback Flowing
- Don’t wait for quarterly reviews—make feedback a daily operating habit.
- Create bi-directional loops. Your early team should feel safe giving you feedback too.
⚡️ Jump-start Challenge
This week, reflect on these:
âś… Do you have a 30-day success plan for each new hire?
âś… Are your onboarding rituals intentional or improvised?
âś… What kind of culture are your early hires experiencing right now?
Update your onboarding flow to match the kind of company you’re trying to build—not just the one you are today.
🎯 TL;DR
Your first five hires are not just employees. They’re your startup’s soul.
Get this right, and you set yourself up for scale. Get it wrong, and you spend the next six months cleaning up.
Stay tuned for Week 4, where we dive into: Sales & GTM Jump-starts for Early-Stage Startups