Question 1

Do I need an ATS (Applicant Tracking System)?

Accepted Answer

Once you have more than a few applications per role, yes. An ATS prevents candidates falling through cracks, enables team collaboration, and creates consistency. Start simple—Notion works initially, then graduate to Lever or Greenhouse.

Question 2

Greenhouse, Lever, or Workable?

Accepted Answer

Workable is simpler and cheaper—good for early stage. Lever balances power and usability. Greenhouse is enterprise-grade. Match to your hiring volume and sophistication needs. All three are solid choices.

Question 3

Where should I post job listings?

Accepted Answer

LinkedIn for most roles. AngelList/Wellfound for startup-oriented candidates. Indeed for volume. Industry-specific boards for specialized roles. Your own network often yields the best candidates.

Question 4

How do I write a good job description?

Accepted Answer

Clear title, compelling company pitch, specific responsibilities, required vs. nice-to-have qualifications, compensation range, and why this role matters. Avoid jargon. Be honest about challenges.

Question 5

What should my interview process look like?

Accepted Answer

Typical: Recruiter screen (30 min) → Hiring manager interview (45-60 min) → Skills assessment → Team interviews → Final/offer call. Keep it to 4-5 total touches maximum. Long processes lose candidates.

Question 6

Should I include a take-home assignment?

Accepted Answer

Controversial. They can assess real skills but burden candidates (especially those with jobs). Keep them short (2-4 hours max), compensate for longer ones, and make them relevant to actual work.

Question 7

When should I do reference checks?

Accepted Answer

After deciding you want to make an offer, before extending it. Talk to former managers. Ask about strengths, growth areas, and whether they'd rehire. References reveal patterns.

Question 8

Do I need background checks?

Accepted Answer

Depends on role sensitivity. Roles with financial access, customer data, or vulnerable populations warrant checks. Services like Checkr make it simple. Get candidate consent first.

Question 9

How do I make competitive offers?

Accepted Answer

Research market rates (Levels.fyi, Glassdoor, salary surveys). Consider total compensation (base, equity, benefits). Be transparent about compensation philosophy. Know your walk-away points.

Question 10

Should I offer equity to early employees?

Accepted Answer

Yes, equity compensates for below-market salary and aligns incentives. Typically 0.1-1% for early employees, with vesting. Use a cap table tool to manage grants properly.

Question 11

What does a good onboarding look like?

Accepted Answer

Before day one: equipment, accounts, intro email to team. Day one: warm welcome, buddy assigned, immediate wins. Week one: role expectations, key relationships, training. Month one: increasing ownership. Document everything.

Question 12

How do I build a diverse team?

Accepted Answer

Write inclusive job descriptions. Source from diverse communities and networks. Structured interviews reduce bias. Diverse interview panels. Track diversity metrics. Build an inclusive culture that retains diverse talent.

Question 13

What about remote hiring?

Accepted Answer

Video interviews are standard. Assess communication skills explicitly. Consider time zone overlap requirements. Remote work culture is a skill—evaluate for it. Onboarding remotely requires extra intentionality.

Question 14

When should I hire recruiters vs. do it myself?

Accepted Answer

Founders should hire directly initially—you know the culture and can sell the vision best. Consider recruiters when you are hiring multiple roles simultaneously or need specialized talent you cannot source.

Question 15

How do I avoid bad hires?

Accepted Answer

Structured interviews, multiple perspectives, reference checks, and trial periods help. But some bad hires happen. Act quickly when fit is not working—a 90-day probation gives both sides an out.

I need to hire my first employees

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