How to Hire Your First Employees

Hire when you have more work than founders can handle, revenue or funding to support salaries, and clear role definitions. Don't hire to feel like a 'real company.'

Write out specific responsibilities, required skills, and success metrics. Be honest about what the job actually involves at a startup—it's messy and requires wearing multiple hats.

Early-stage hires rarely come from job boards. Tap your network, ask for referrals, recruit from communities, and look for people already interested in your space or product.

Early employees often take below-market salary plus equity. Be transparent about your stage and finances. Standard early-stage equity ranges from 0.5-2% for first employees, with 4-year vesting.

Look for: comfort with ambiguity, self-direction, resourcefulness, and culture fit. Past startup experience helps but isn't required. Test with real work when possible.

Even at a tiny startup, have a basic onboarding plan. Explain context, introduce them to customers, pair them with a founder. The first 90 days determine if the hire succeeds.