Let’s be honest: as a startup founder or CEO, hiring can feel like just another fire to put out.

Your to-do list is overflowing. Sales. Product. Growth. Fundraising. And somewhere in the middle of all that? You need to build a team that can help you scale. Oh, and fast.

But hiring doesn’t have to be long, painful, or slow. With the right approach, you can move fast without cutting corners, and bring in people who actually move the needle.

Here’s how to make it happen.

‍

1. Start With Clarity: What Do You Really Need?

Before diving into CVs and interviews, zoom out for a moment.

Not every role is equally urgent. Not every task requires a full-time hire. Start by getting clear on two things:

• Which responsibilities are truly critical right now?
  Focus on functions that directly impact growth or operations.
• What does the “ideal” candidate look like- realistically?
  Define skills and experience, yes. But also think adaptability, mindset, and startup stamina.

Having this clarity not only saves time, it protects you from hiring reactively (which often leads to poor long-term fits).

💡Bonus tip: Ask yourself if this person needs to be in-house. Could it be a freelancer? Fractional? Don’t default to full-time.

‍

2. Use the Right Tools to Speed Things Up

There’s no need to start from scratch, tech can take a huge load off your plate.

Here are a few tools that help speed things up:

• Recruitment platforms: Use startup-savvy boards like AngelList, Wellfound, or LinkedIn to post roles where the right people are actually looking.
• Automated assessments: Tools like TestGorilla or Vervoe let you evaluate real skills before the interview, without manual effort.
• Virtual interviews: Video calls streamline scheduling and help you move fast without sacrificing candidate quality.

These tools don’t just save time, they help you focus your energy on the best-fit candidates.

💡Bonus tip: Consider the cost of delegating vs doing it internally. You might be surprised. We'll deep dive on this topic on another article.

‍

3. Prioritize Agility Over Perfection

Yes, hiring is important. But obsessing over the “perfect” hire can slow you down, and in startups, speed is a competitive advantage.

• Hire for what’s next, not just what’s now: Look for people who can grow with you, not just fill today’s gap. Our experience hiring in startups tells us that aptitude > technical quality. The earlier stage you are, the more truth this becomes.
• Move fast on strong candidates: Don’t wait for a unicorn. If someone ticks 80% of the boxes, make a decision before another startup does.
  ‍

💡Bonus tip: Progress > perfection, every time.

‍

4. Tap Into Your Network (But Don’t Rely on It)

While this isn’t a “hire only your friends” guide, your network is still gold.

• Ask for intros: One quick post or DM to trusted contacts can uncover amazing talent.
• Encourage internal referrals: A simple incentive can turn your team into recruiters and referred candidates often stay longer and perform better.

Just make sure your network isn’t your only pipeline.

‍

5. Outsource the Admin Stuff

If you’re swamped, don’t try to do it all yourself.

Outsource tasks like:

• CV screening
• First-round interviews
• Interview scheduling

There are recruitment partners (like us 😉) who specialize in startup hiring and can act as an extension of your team. No overhead, no fluff.

‍

6. Keep Candidates in the Loop

One of the biggest reasons candidates ghost? Silence.

Keep communication frequent, transparent, and honest, even if it’s just to say: “We’re taking a few more days to review.”

It makes a difference. Especially in fast-paced markets where top talent has multiple offers.

‍

TL;DR: Smart Hiring = Fast Growth

Hiring doesn’t need to be bureaucratic or slow. With a focused plan, the right tools, and a little help from your network, you can move fast and still hire well.

So you can get back to doing what you do best: building something great.

‍