You draft a job description and make a list of qualifications. You start the interview process and realize what you already knew: you won’t find one person who “has it all.”
In a mature company, you can hire to strike a balance among employees in a department, playing off weaknesses and strengths. Potential candidate Steve nails every qualification except social advertising experience? No problem, because your Amanda is a pro. Oh. Wait. You’re a young startup?
That “marketing department” may consist of one (or gasp! two!) employees. There is no one who has a strength to balance that new hire’s weakness. There is no “Amanda.” You’re rolling the dice on one person- Steve. And you’re rolling the dice to determine which of the qualifications from that job description are the least important when you really need them all.
Hiring is tough for startup managers. Almost like choosing the person you’re going to marry. Who will stick with you through thick and thin? Who will commit even when the going gets tough? Who will bring out the best in you (your team)?
For startup companies, every person involved has the opportunity to make a big difference in the business. And every person involved has the potential to pull it down.