INTRODUCTION
Hiring isn’t just about headcount.
It’s how you build momentum, shape culture, and scale sustainably. For early-stage founders, the first few hires set the tone for everything that comes next.
But too often, hiring happens reactively- or without clarity around what the business actually needs.
This guide is for founders who want to scale with purpose. Inside, you’ll find a framework and canvas to help you get clear on:
- Who you are as a business
- What outcomes you’re driving toward
- What roles will unlock your next stage of growth
SECTION 1: WHO ARE YOU BUILDING THIS FOR?
Why this matters:
Every hiring decision is a cultural one. If you don’t know what you value, you’ll struggle to hire (and retain) the right people.
Questions to reflect on:
- What’s your mission? Why do you exist?
- What does “great” look like at your company?
- What behaviours do you reward?
- What is absolutely non-negotiable?
✍️ Prompt: List 3 values that show up in action at your company—not just words on a wall.
SECTION 2: YOUR BUSINESS PRIORITIES
Why this matters:
Your hiring plan should be driven by business goals, not just org charts.
Define your direction:
- What are your top 3 priorities for the next 6–12 months?
- What outcomes need to happen for you to hit those goals?
- What capabilities or roles are missing right now?
✍️ Prompt: Complete the sentence: To hit our next milestone, we need to…
SECTION 3: YOUR EVOLVING ROLE AS FOUNDER
Why this matters:
If you’re doing everything, you’re the bottleneck. The sooner you let go of the right things, the faster you scale.
Ask yourself:
- What tasks only you can do?
- What decisions can be delegated?
- Where are you in the weeds?
✍️ Prompt: Write down 3 things you need to stop doing in the next 3 months—and who might take them on.
SECTION 4: BUILDING YOUR HIRING PLAN
Why this matters:
Early hires shape culture, capability, and team dynamics. Hire with purpose.
Build the plan:
- List the 2–3 key outcomes you want a new hire to achieve in their first 6 months.
- Define the must-have skills (and what can be coached).
- Think beyond job titles—what value do you need them to unlock?
✍️ Prompt: Instead of “We need a [title],” try: “We need someone who can [deliver outcome].”
BONUS: CONVERSATION STARTERS
Use these prompts in founder coaching, investor check-ins, or team planning sessions.
- What’s the cost of under-hiring right now?
- If we keep doing what we’re doing, where will we stall?
- What do we want our culture to feel like—and what do we need to get there?