DREIESKIVA​|Roald Kvam

In the earliest stages of a startup, your people matter as much—if not more—than your product. Ideas evolve, markets shift, and products pivot. But the right team? That’s the engine that carries your vision through uncertainty, adapts to change, and turns ambition into reality.

This article explores how to build and lead a small, agile, and mission-aligned startup team—from hiring early talent to cultivating culture and performance.

Why the 1st hires matter so much

Early hires shape the DNA of your company. They set the tone for your culture, your pace, your standards, and your reputation. A single wrong hire can create drag. The right hire? They can multiply impact, unlock creativity, and energize others.

Startups don’t just need skill—they need alignment. Your team must be able to thrive with ambiguity, wear multiple hats, and remain resilient under pressure. That’s why hiring for mindset and motivation is just as critical as technical ability.

Step 1: Define the mission—and live it

Before you hire, get crystal clear on your startup’s mission and values. What are you building? Why does it matter? What behaviors and beliefs are non-negotiable?

Your mission attracts people who care about more than just a paycheck. When employees believe in what they’re building, they bring passion, ownership, and persistence.

Tip: Articulate your mission clearly in your job descriptions, interviews, and onboarding. And make sure your leadership reflects it in action—not just words.

Step 2: Hire for agility, not just experience

In a startup, job roles change rapidly. Someone who thrives in a big company may struggle without structure. Look for traits like:

• Adaptability: Can they pivot when needed?
• Resourcefulness: Can they solve problems without clear instructions?
• Learning mindset: Do they seek feedback and growth?
• Mission fit: Do they care about the impact you’re creating?

Top places to find early talent:

• Your network (and your network’s network)
• Former colleagues and classmates
• Startup communities
• Specialized platforms

Hire slow, but not too slow. Waiting for the “perfect” hire can paralyze progress—but rushing can cost even more. Use trial projects, clear scorecards, and team interviews to assess fit.

Step 3: Set clear expectations from day one

Startups move fast, which makes alignment essential. Set expectations early and clearly:

• What does success look like in this role?
• How do we communicate and make decisions?
• What are our short-term priorities?

Create clarity around responsibilities, timelines, and outcomes—but leave room for experimentation.

Tip: Use OKRs (Objectives & Key Results) or weekly check-ins to align priorities.

Step 4: Motivate through ownership and trust

People are most motivated when they feel valued, empowered, and connected to the mission.

Ways to motivate a startup team:

• Equity: Let employees share in the upside.
• Autonomy: Give space to make decisions and own outcomes.
• Impact: Show how their work moves the mission forward.
• Recognition: Celebrate wins—big and small.
• Growth: Invest in learning and skill-building.

Remember: motivation isn’t just about perks. It’s about meaning, mastery, and momentum.

Step 5: Build a culture of feedback and learning

In high-growth environments, feedback is oxygen. Build a culture where people feel safe to speak up, share ideas, and ask for help.

Tips for a feedback-rich culture:

• Give regular 1:1s—focused on support, not just updates.
• Model vulnerability: Admit mistakes and show curiosity.
• Normalize feedback: Make it part of daily conversation, not just annual reviews.

Encourage experimentation. When failure is treated as learning, teams move faster and take smarter risks.

Step 6: Manage performance without micromanaging

Startups need high performers who don’t need constant supervision. But they also need alignment. The key? Clear goals, transparency, and accountability.

Try this approach:

• Weekly or bi-weekly team syncs to align priorities
• Regular retrospectives to reflect and adjust
• Visual dashboards or task boards
• Short daily stand-ups (especially for remote teams)

Micromanagement kills ownership. Create structure—but allow flexibility.

Step 7: Nurture your culture (Even when remote)

Culture isn’t ping-pong tables or offsites. It’s how your team behaves when things are hard. It’s how decisions are made. It’s what’s rewarded, tolerated, or ignored.

Early culture tips:

• Write down your values—and revisit them regularly
• Lead with empathy and consistency
• Protect against burnout with realistic pacing and boundaries
• Celebrate progress: Highlight wins in Slack, all-hands, or 1:1s

For remote or hybrid teams:

• Create rituals (e.g., virtual coffee chats, weekly demos)
• Encourage async work—but overcommunicate clarity
• Invest in tools that connect, not just track

Step 8: When to let someone go

Even with the best intentions, not every hire will work out. Don’t delay difficult conversations.

If someone:

• Consistently misses expectations
• Doesn’t respond to coaching
• Undermines team culture

… it’s time to part ways—with dignity and transparency. Protecting your culture is protecting your company.

— — —

Building and leading a startup team is one of the most important and demanding roles you’ll play as a founder. It’s about far more than staffing. It’s about creating a shared journey—a group of people aligned around a mission, committed to solving meaningful problems together.

To lead effectively:

• Hire for heart and hustle, not just resumes
• Set clear expectations and give ownership
• Communicate openly, coach consistently
• Prioritize culture, especially as you scale

Your product might get you noticed. But your people? They’re what makes it sustainable.

Because at the end of the day, the best startups don’t just build great products. They build great teams who build great products—together.