If you’re a new founder, you may be surprised to learn where most of your time goes.
It’s not spent on fundraising or marketing or product development.
It’s spent on recruitment.
When Michele Romonow, serial entrepreneur and Prairie success story, started Clearco, her co-founder advised her that most of her time would be spent recruiting.
“At first, I didn’t believe Andrew [D’Souza] when he told me how much of my job was going to be to recruit,” Romonow wrote in 2021. “Little did I know, that’s probably close to 80% of what I do today.”
There was a similar experience for the founders of Cloudflare, one of whom is Saskatchewan-raised entrepreneur Michelle Zatlyn.
“I had forgotten how hard it was to hire people in the very beginning,” said Cloudflare co-founder Matthew Prince. “I think that Michelle and I spent probably at least 70% of our time in the first two years just begging people to work for us.”
Even if you’re a serial entrepreneur with a high-profile exit under your belt or a billionaire with an unlimited budget, convincing people to jump on board your rocket ship to an as-of-yet unexplored, and potentially dangerous, destination is hard. But it’s necessary. If you want to bring your cool idea to life, then you need the talent to build it, the talent to market and sell it, and the talent to manage the operations that turn a product or service into a sustainable business.
The Guide to Recruitment for Startups and Tech Companies is meant to streamline that process for you and make it a little less painful. While hiring for a startup is still challenging, startup culture has been cooking for long enough that there are now experts steeped in startup recruitment best practices.
Understanding the challenges startups face, Harvest Builders was originally established as a venture studio based in the Prairies, supporting startups as they navigate common challenges faced at each stage of growth. Along the way, we’ve built and scaled companies throughout Canada, including Neo Financial, OneVest, Propra and Walnut. With scale comes growth of teams. Our recruiters have two unique characteristics. The first is that they come from the tech startup world. They understand what startup culture is like.
The second is that they spend everyday working with Harvest’s portfolio companies, Neo, OneVest, Propra, and Walnut. This day-to-day exposure to a startup’s growth and talent needs, gives them unique insight into what early-stage companies need and how to identify “startup suitable” talent.
The Guide to Recruitment for Startups and Tech Companies is a consolidation of our recruiters’ insights to help founders successfully find the talent they need to bring their business to life.