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Picking the right talent for your SaaS Startup.

Picking the right talent for your SaaS Startup.

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At a Glance

Human Resources hold the key to success for every SaaS enterprise. To create an impressive product and take it to the target customers, you must hire the top talent available. Here are some important steps which will help you acquire the best personnel for your SaaS enterprise.


The cost of getting an early hire wrong is high.


Stanford’s Lecture on ‘How to Start a Startup

By creating a team of talented and aspirational professionals, a SaaS enterprise increases its likelihood of success.

When your SaaS enterprise is in its growing stages and is ready for expansion beyond the founding members, attracting the right talent for your SaaS Startup becomes a critical aspect of strengthening the robust foundation you’ve built. It is then essential for every enterprise to approach the hiring process efficiently and strategically.

As your SaaS startup gains momentum and you yearn for the momentum to prevail, finding top talent for the important roles at the right time becomes pivotal. Imagine the hiring process as the next big step that is necessary to skyrocket your startup’s growth.

Challenges In Attracting The Top Talent

Once you have an enthusiastic team of founders, growing beyond it is the real challenge, especially for new founders who have no experience in campus recruitment or general recruitment. It is important to note that hiring only the top talent is not the priority, but rather you must aspire for the best talents that are right for your company. In other words, it is highly risky to recruit the wrong people even if they have been proclaimed as prodigies. Let us move ahead and talk a bit more about the challenges you will encounter when you start recruiting.

Every Hires Matters

Always remember that when you hire any professional, it will alter your company’s DNA, either negatively or positively. You will observe noticeable changes in different segments of your company, such as product development, company culture and values, team morale, capability levels, and beyond. When your team is small, it requires high productivity and proactiveness from the team members. The right-fit will grow your team in terms of culture, skillset, and productivity. At the same time, a bad fit brings with it deteriorating impacts.

 Your Company Is Yet To Be Recognized.

It is vital to keep in mind that you are looking for top talents the same way you can rely upon; they are looking for something in your company to rely upon too. Not everyone has the courage and willingness to work with a startup. Most of them are looking to work for established brands that can offer them security and reputation. But there is a largely untapped market of job seekers that are innate learners and would do anything to be a part of a growing startup. So, while you are relatively unknown in the industry, you need to invest the time to look for people in the untapped market. You must offer them a value proposition that is too good for them to refuse.

How To Attract Top Talents For Your Enterprise

The secret to successful hiring is this: look for people who want to change the world.


Marc Benioff, Salesforce CEO

Building a solid team is the secret sauce of success for your startup. However, when you are working on a product that only your team knows about, it is challenging to sell the product and the idea behind it to the top talent. The most straightforward way to attract the right people is to be attractive and imbibe those qualities; you must first envision yourself in the shoes of those who would choose to work with you. Here are some important tips that you must keep in mind to hire the best talent.

1.   Company Values

Your company values are the very essence of your startup. Once the company values are clearly defined, publicize them with your website, blogs, and social media pages.

2.   An Online Presence

The success of your company will disrupt the industry, but until you reach that point, you must make conscious efforts to be known. The best way to do that is to build a solid online presence. Anyone before considering working with you will check out all details regarding your enterprise on the internet in modern times. You thus have to represent yourself in the best possible manner.

3.   Compensation Packages

In the realistic world, top talents that deliver valuable work will often compare your competitors’ salaries. There are chances that new employees might be underpaid in the growing stages of the startup. So, it is vital to note it and look for ways to hike employee salaries as soon as possible. However, until you receive the first round of funding, it can be wise to grant employees equity in the startup as compensation.

4.   Look For Potential Candidates

Recruitment should be an ongoing process within your startup, even when you are devoid of workload or resources to immediately grow your team. It is critical to building relationships and connections with top talents in the market when the need arises; it is the basic need of a good recruitment strategy. When it comes to hiring the right people, it is not always that they will come looking for you. At times, you must go out of your way to find them too.

5.   Networking

While you stay engrossed in selling your company’s vision, looking for top talents, and building an effective online presence. Do not forget that you are an asset to your company too. Attending conferences, talks, and tech meetups bring you closer to building personal relationships. Many top talents will simply buy into you and would want to work at your startup as well. Leverage yourself to the fullest.

What To Look For In Potential Hires?

You want to be proud of how much you can get done with a small number of employees.


Sam Altman

 While you sit to develop a recruitment strategy with your team, ponder these types of questions more often.

●       What level of experience is the applicant expecting?

●       If you are looking for a developer, are you going to move forward with campus recruitment or people with a significant amount of experience?

●       As per your present startup scenario, you seek an employee who is a master of one or jack of all trades?

1.   Skills Versus Attitude

Most employers consider qualifications and skills over attitude, for it looks good on paper to see experience and degrees beside a particular name whom you consider fit for a particular role. But remember, especially in a startup, attitude is equally important and at times even more so. It does not matter if an employee has exhaustive experience and skills; if they cannot work with the team, it is not wise to hire them at all.

2.   A culture fit

You need to ensure that your recruiting candidate will be comfortable with your company culture. While recruiting, you can learn a great deal about an applicant and whether they will be a suitable fit. This is critical because the first few people you hire will determine the type of people you will hire in time to come.

3.   Specialists Versus Generalists

It is often a dilemma for the recruiters to decide between someone who has an ocean of experience in one area or someone who has considerable experience but in multiple streams. In the initial stages of a startup, expertise might not be something of a major need, and hence, it will be smart to opt for a generalist who can work optimally across various roles. Although, as your startup grows and roles become more clearly defined – an expert will be the best fit.

Attracting top talents and building a successful recruitment strategy is never a cakewalk. It requires time, energy, and dedication to find your diamonds from a massive field of coal. But once you do what it requires to find your team and start growing with them, nothing can stop your startup from being a rocket ship. And soon a time will come when everyone would want to be a part of it.

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