Successful funding round – check. 

Creating the buzz around the corner – check. 

The next big thing is just a matter of time! 

All you need now is a visionary tech leader – who can steer the ship through uncharted waters. 

And now the age-old dilemma begins – hire fast or hire right? 

In the fast-paced world of startups, it’s easy to get caught up in the excitement and urgency, but when it comes to hiring a tech lead, the choices you make today will echo far into your company’s future. 

Here’s a quick checklist for you to assess the right candidate. 

     1. Focusing on Immediate Needs over Scalability

In the initial phase of a startup, when the pressure’s on to fill a critical role, it’s tempting to focus on putting out the immediate fires. But what happens when the smoke clears? You’re left with a leader who may solve today’s problems but isn't equipped to handle the challenges of tomorrow.

Scalability should always be part of the conversation. Does the leader have the vision to anticipate future needs and the skills to build a team that can scale as the business does? If not, you might be in a constant cycle of hiring and rehiring, which is costly enough to stunt your company's growth.

     2. Fixating on the ‘Glamour Quotient’

We've all been there—getting swept up in the glamour of a big-name hire. But here’s the kicker: success is often a moving target, and what worked yesterday might flop spectacularly tomorrow. Yet, it’s all too easy to fall into the trap of thinking, “If they’ve done it before, they can do it again—right?” Well, not necessarily. 

Maybe your blue-eyed candidate has excelled in a massive corporate environment, but do they have the agility to adapt to a leaner team with more hands-on multitasking ability? Do they have a nuanced understanding of the specific industry or region you operate? For instance, while expanding its footprint in India, this logistics giant sought a CPTO with extensive experience in the Indian logistics landscape. Relevant industry and regional experience can make all the difference.  

     3. Not Assessing Leadership Style

Ever hired someone whose leadership style just didn't fit with your company's culture? It can feel like trying to fit a square peg into a round hole—no matter how hard you push, it’s just not going to work. A candidate might have the perfect credentials on paper, but if their approach to leadership clashes with your team’s working style, it could spell disaster.

Psychologically speaking, hiring managers can easily fall into the trap of affinity bias, where they hire candidates who mirror their own characteristics and perspectives. While it's essential to ensure that a candidate's vision aligns with the business's goals, it's equally crucial to avoid creating an echo chamber. This can stifle diversity of thought and limit the team's potential for innovation. 

     4. Emphasizing Technical Skills over Business Acumen

Sure, you want a tech leader who knows their stuff. But in today's business environment, technical skills are just the baseline. What really sets a great tech leader apart is their ability to align technology initiatives with broader business goals. 

A CTO who can’t speak the language of the boardroom or understand the financial impact of tech decisions is like a Ferrari with no wheels—looks great, but it isn’t going anywhere. You need someone who can balance the technical with the strategic, making decisions that drive innovation as well as profitability. 

The best tech leaders are those who think like a CEO, not just a coder.

     5. Relying too heavily on Referrals and Networks

Referrals are often treated like golden tickets in hiring, but relying too heavily on them has its risks. Just because someone has been highly recommended doesn’t mean they naturally fit your business. 

Widening the net is the best way to find the right fit for your specific needs. And this leads us to the prime question: Do you really need an executive search company to onboard a leader? Statutory warning: This might be a little promotional, but bear with us; it will change your hiring outlook. 

Bringing a Third-Person Perspective to Your Hiring Strategy 

When you’re knee-deep in the daily grind of running a startup, it's easy to develop tunnel vision. From meeting investors to driving marketing efforts and launching the product as quickly as possible – you’re focused on immediate challenges, firefighting, and juggling priorities, day in and out. 

However, when hiring a tech leader, this intensity can sometimes cloud judgment. That's where an executive search firm brings invaluable third-person perspective. For instance, we consulted a company to revise their mandate and onboard a leader who can play multifaceted roles towards product development, team management, and brand building. 

From shortlisting candidates from a global talent pool of 10,000+ to navigating compensation negotiations and providing onboarding support, we’ve helped 100+ clients secure the right tech leadership. Our Behavioural Metrics Model, powered by 83+ parameters, ensures we strike the right synergy between a client's needs and a candidate’s aspirations. 

TLDR; a recruitment firm, armed with years of industry expertise, can bridge the gap that a first-time founder or CEO might not even realize exists. 

What’s your thought on this? Have you encountered any challenges while hiring a tech leader for your team? How did you tackle it? Comment below and let us know. 

And if you are looking for a tech leader, you know where to find us. 

 

Authored by Soumi Bhattacharya

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