How to Get Your First Hire as a First-Time Founder
Your first hire can make or break your startup. It's not just about filling a position; this person will help shape your company culture, influence your growth, and either speed up or slow down your progress.
According to research, 23% of startups fail because of team-related issues, including poor hiring decisions, skills gaps, and conflicts between team members. As a first-time founder, the hiring process might feel overwhelming, but with the right approach, you can find someone who becomes a true partner in building your business.
At Nossa, we connect founders with top global talent to help them scale smarter and faster. Here's what you need to know about making that crucial first hire.
Figure Out What You Actually Need Right Now
Before you start looking at resumes, take a hard look at where your startup is stuck. Ask yourself:
What's blocking our growth right now? Is it sales? Product development? Getting the word out?
What tasks eat up my time but aren't really my strength?
What skill would make the biggest difference in the next 90 days?
Let's say you've built something solid but struggle to close deals. A sales professional who can create your sales process should be your focus. If you're drowning in chaos and missing deadlines, a project manager who brings structure will free you up to think about strategy.
The bottom line: Hire for what's holding you back today, not what you think you'll need six months from now. Your second and third hires can handle what comes next.
Find Someone Who Fits Your Vibe
Skills can be taught—personality and work style can't. Your first hire sets the tone for everyone who comes after.
Look for people who show:
They take ownership - Do they wait for instructions or jump in to solve problems? Ask them: "Tell me about a time you fixed something that wasn't technically your job."
They're comfortable with uncertainty - Startups change direction constantly. Try asking: "Describe a situation where priorities shifted halfway through a project. How did you handle it?"
They actually care about what you're building - Beyond the rehearsed answers, do they ask thoughtful questions about where you're headed? Do their career choices show they value similar things?
One approach that works well: Have them spend a few hours working on a real problem your startup is facing. You'll see how they think, communicate, and fit with your style; way more telling than any interview question.
Look for People Who Can Do Multiple Things
In the early days, job descriptions didn't survive reality. Your "marketing manager" might end up analyzing data, talking to investors, or helping with customer support during a busy period.
Your ideal first hire embraces this flexibility. When you're evaluating candidates:
Check their background across different functions or industries
Present real scenarios: "If our main way of reaching customers suddenly stopped working, how would you find alternatives with barely any budget?"
Look for evidence they've achieved results despite limited resources, not because they had everything they needed
This adaptability keeps your startup lean and ready for whatever comes next.
Think Beyond Your Local Area
Don't let geography limit who you can hire. Remote hiring gives you several advantages:
Access to specialized skills - That expert you need might live across the country or around the world
Better use of your budget - Competitive salaries vary by location, helping your funding last longer
Different perspectives - Teams with varied backgrounds consistently solve problems better than similar groups
Nossa specializes in connecting startups with talented remote professionals across sales, marketing, operations, and technical roles. We vet everyone to ensure they not only have the right skills but also thrive in startup environments—so you're not limited to whoever happens to live nearby.
Pay Attention to How People Communicate and Handle Pressure
Technical skills might get the work done, but communication and resilience determine whether that work fits into your growing company. For remote and hybrid teams, this matters even more.
Watch for:
Clear communication - Can they explain complex ideas simply? Do they ask questions before diving into tasks?
Proactive collaboration - Do they share updates without being asked? How do they handle disagreements or criticism?
Emotional toughness - Startups involve setbacks and uncertainty. Ask: "Tell me about a professional failure. What did you learn, and how did it change how you work?"
Consider bringing your co-founder or an advisor into final interviews. Different people catch different red flags or strengths you might miss.
How Nossa Makes Hiring Easier
We understand the pressure first-time founders face: limited resources, urgent needs, and the high stakes of getting this decision right. Nossa takes the friction out of hiring:
Pre-vetted talent - Every candidate has been assessed for startup readiness, technical abilities, and cultural fit
Support throughout the process - From defining what you need to getting someone started, we guide you through each step
Global reach with startup understanding - Access professionals worldwide who get the pace and demands of startup life
This means you spend less time sorting through unqualified applications and more time building your product and serving customers—while we connect you with people who'll become real partners in your success.
Your Next Steps for Hiring Right
Making your first hire is both exciting and strategic. Here's how to approach it:
Define your biggest need with specific results you expect in 90 days
Design interviews that reveal cultural fit and problem-solving ability, not just what's on their resume
Stay open to remote talent to dramatically expand your options
Trust your gut about communication style and values; these predict long-term success
Your first team member should feel less like an employee and more like a co-builder who's genuinely invested in where you're going. When you find that person, you're not just filling a position; you're gaining a partner who'll help shape everything that comes next.
Ready to build your team? Partner with Nossa to access vetted global talent that matches both your immediate needs and long-term vision. Let's help you hire smarter from day one.
