Stop guessing, start hiring: Proven startup recruiting strategies from a startup founder

In our recent webinar, Steve Bartel, our CEO and Co-Founder, shared his expert knowledge on startup hiring from his extensive experience at Dropbox and Gem. His discussion emphasized a multi-pronged approach, encompassing effective hiring strategies, interviewing, selling, and closing — all with an entrepreneurial lens. 

Here are the key takeaways:

1. Recruiting is your startup's secret weapon

Steve's journey growing Gem to over 200 employees reveals the hidden power of strategic recruiting for early-stage startups. By treating hiring with the same intensity as your product, you're not just building a team but creating your competitive edge.

The most successful founders know recruiting isn't just sales-adjacent. It's sales with higher stakes. You need the same persistence through rejection, qualification rigor, and persuasive storytelling, but the payoff is transformational. When other founders treat recruiting as a secondary concern, making it your priority becomes your unfair advantage in the race to scale.

“I scaled Gem from zero to 10 to 30 to 75 to over 200 people in the first four or five years of starting Gem. We now have thousands of customers.” - Steve Bartel, CEO and Co-founder of Gem

2. Your network is a gold mine for recruiting

Stop wasting time on hiring tactics that don't deliver. Your existing connections are your most powerful recruitment channel, followed closely by referrals, with cold outreach rounding out the effective trio. For early-stage startups, approaches like inbound applications, meetup events, and broad talent marketing don't generate enough return to justify your limited resources.

Instead, mine the hidden value in your relationships. Start by creating your "dream team roster" — a focused list of 10-25 exceptional candidates you already know or have identified as perfect fits. These are your actual "gems" waiting to be discovered. The magic happens when you systematically tap into second-degree connections, turning your team's networks into talent pipelines.

Consistency is your competitive advantage here. Regular, thoughtful outreach using Steve’s proven templates keeps potential stars engaged until the timing aligns. In startup recruiting, that persistent follow-up message or well-crafted referral request isn't just busywork. It's often the difference between landing transformative talent and watching them join your competitors.

3. A smart structure unlocks your startup's hidden potential

Don't just post jobs and hope for the best. Identify and activate "connector nodes" in your network – those well-connected individuals whose endorsement instantly validates your startup to potential game-changing hires. When these trusted voices champion your vision, you're not just another company making promises; you're a pre-vetted opportunity that commands attention.

Master the critical first conversation by doing your homework. Map your compelling vision to each candidate's specific motivations, then maintain momentum through structured, consistent follow-ups that keep excitement building. This isn't about occasional check-ins. It's about strategic relationship nurturing.

The hidden advantage? Creating simple systems that make this repeatable. Set reminders, document interactions, and track candidate journeys with religious consistency. While other founders let promising talent slip through disorganized processes, your structured approach transforms relationship-building from chaotic to systematic, turning your network connections into your startup's secret weapon.

4. You need to master interview techniques that make top candidates say “yes”

Run structured interviews, debrief with purpose, and keep evaluation criteria tight. For roles outside a founder’s expertise, go straight to the source. Ask ideal candidates what “great” looks like to them.

To close candidates, be transparent about your company’s trajectory and involve your team and investors early to build trust and excitement. Brainstorm creative ways to stand out, such as providing a first-class flight in the offer package, to leave a lasting impression. After a candidate signs, maintain momentum through regular communication and early onboarding touchpoints to reduce the risk of candidates backing out.

5. An all-in-one platform is your hiring game-changer

Gem offers the complete recruiting toolkit for startups ready to scale — whether you're assembling a founding team or hiring your hundredth employee. Gem’s AI-first all-in-one recruiting platform brings together ATS, CRM, sourcing, scheduling, and analytics in one intuitive solution. Early-stage companies get six months free and a 50% discount up to 100 employees. It’s a no-brainer for fast-growing teams looking for a smart, cost-effective recruiting edge.

Fix the process, not just the pipeline.

From building pipelines and leveraging networks to interviewing and closing like a pro, Steve’s playbook is a must for any founder serious about hiring. Armed with these tactics, startups don’t just hire. They build unstoppable teams.

Download Steve’s startup hiring guide to learn more.