5 Things I have learned about hiring at a high-growth startup

Working as a Talent Partner at Thirdfort has been an exciting, fast-paced journey. Start-ups are unique environments that come with both incredible opportunities and significant challenges, especially when it comes to hiring. During my first six months here at Thirdfort, I have gained invaluable insights into what it takes to build a strong team in such a dynamic setting. Here are five key lessons I’ve learned along the way:

1. Cultural fit matters as much as skill

In a fast-moving startup, every new hire has a massive impact on the company’s culture. Skills and experience are important, but finding someone who aligns with the company’s values, mission, and ways of working is critical. At Thirdfort, we prioritise candidates who not only bring expertise but also embody our core values of Security First, In It Together, Go Above and Beyond, Own it, Operate Openly, and Challenge Anything. A great hire doesn’t just fulfil the requirements of the job, they help shape the culture we’re building.

2. Speed and quality must go hand in hand

The need to fill roles quickly can often clash with the desire to find the perfect candidate. I’ve learned that you don’t have to sacrifice quality for speed if you have a structured hiring process. Making sure you have clear, defined role requirements at the beginning of each process, using the strongest platforms for candidate sourcing and maintaining streamlined communication. By having these fundamentals in place, we’ve been able to balance the pressure of rapid hiring with finding the right talent. Preparation and organisation make all the difference!

3. Adaptability is a non-negotiable

Startups evolve rapidly, and the ideal candidate is someone who thrives in an ever-changing environment. It’s not just about technical skills; it’s about hiring individuals who are comfortable pivoting, learning on the go, and wearing multiple hats. One of the most valuable questions I ask candidates that gives me insight into this is about how they’ve handled change in previous roles, and their answers often reveal how well they’ll thrive in our environment.

4. Communication is key to a strong candidate experience

A start-up’s reputation in the talent market depends heavily on how candidates perceive the hiring process. Clear, transparent, and timely communication is essential for creating a positive candidate experience. Even if someone isn’t selected, leaving them with a good impression can turn them into an advocate for your company. At Thirdfort, we make it a priority to try and provide constructive feedback and ensure every candidate feels valued. This is an area we are constantly trying to improve.

5. Hire for the future, not just for the present

One of the most strategic lessons I’ve learned, and am and still learning, is to think beyond the immediate need. Start-ups are constantly scaling, so it’s important to hire people who can grow with the company. We look for individuals who not only fit the current role, but also have the potential to take on greater responsibilities as Thirdfort grows. This forward-thinking approach helps us build a team that’s ready for both today and tomorrow.

Hiring in a fast-growing startup is challenging, but it’s also one of the most rewarding parts of the job. Every hire has a direct impact on the company’s trajectory, and being part of that journey is incredibly fulfilling. By focusing on cultural fit, balancing speed with quality, prioritising adaptability, ensuring great candidate experiences, and hiring with the future in mind, we’ve been able to build a team that drives Thirdfort’s success.