For pre-seed startups, building a team is one of the most crucial and daunting tasks. In the early days, every hire can make or break the company. Yet, many founders, especially those with technical or scientific backgrounds, find themselves unequipped to navigate the complexities of recruitment.

One of the most significant hurdles is finding a suitable co-founder. This decision is not only about skills but also about alignment in vision, values, and working style. A mismatch can result in tension that derails the startup’s progress, and undoing such decisions can be challenging, particularly when equity stakes are involved.

When it comes to early employees, the stakes are equally high. The first hires set the tone for the company’s culture and productivity. However, pre-seed startups often lack the budget to hire professional recruiters or the know-how to execute a robust hiring process themselves. This leads to common pitfalls, poorly defined roles, unappealing job postings, and inadequate candidate evaluations, which can result in suboptimal hires.

So, what can founders do? Let’s explore the options for tackling these recruitment challenges without breaking the bank.

DIY Recruitment Strategies

Many founders opt to handle recruitment themselves. This approach is cost-effective but demands time and effort to learn the ropes.

• Define Clear Roles: Start with a well-thought-out job description that includes the required skills, experience, and cultural fit.
• Leverage Online Platforms: Tools like CoFoundersLab, FounderDating, AngelList, and LinkedIn can help founders connect with co-founders and candidates.
• Tap into Networks: Personal, professional, and alumni networks are invaluable for sourcing talent. Meet-ups, pitch events, and industry-specific conferences also offer great networking opportunities.
• Learn Recruitment Basics: Free resources such as webinars, blogs, and templates tailored to startups can provide guidance.

Work with a Recruitment Coach

Hiring a recruitment coach can be a game-changer for founders who want to own the recruitment process but need guidance. This approach ensures that you’re making informed decisions while building your recruitment skills for the long term.

A recruitment coach doesn’t take over the hiring process but supports you at every step:

• Role Definition: Helps you refine job descriptions to align with the company’s needs and appeal to top talent.
• Positioning: Advises on writing compelling job postings and presenting your opportunity effectively.
• Outreach Strategy: Guides you in identifying and approaching candidates in ways that elicit positive responses.

This option combines professional expertise with hands-on execution, allowing founders to stay in control while avoiding common pitfalls.

Leverage Advisory and Mentorship Support

Many incubators, accelerators, and startup communities offer access to mentors and advisors who can assist with recruitment challenges. Experienced mentors can:

• Provide objective evaluations of potential co-founders or hires.
• Offer insights on crafting roles and managing hiring processes.
• Share connections within their networks to expand your talent pool.

Community and Partnership Approaches

Startups can tap into broader communities to find talent:

• Startup Hubs and Online Communities: Platforms like Indie Hackers or Reddit’s r/startups can connect you with potential co-founders or early employees.
• University Partnerships: Collaborating with universities can give you access to students and recent graduates with relevant skills.

Affordable Professional Support

If DIY isn’t yielding results, consider low-cost recruitment options:

• Deferred Payment Recruitment: Some recruiters or agencies offer payment terms tied to milestones, such as securing funding.
• Equity Offers: Recruiters may accept equity in lieu of or alongside cash payment.

Use Recruitment Tools

Affordable tools can streamline your recruitment process:

• Software Solutions: Tools like Workable, Recruitee, and Breezy HR offer templates and pipelines to simplify hiring.
• Free Job Boards: Startup-focused job boards can help you advertise roles effectively.

Structured Collaboration Before Commitment

Minimise hiring risk by testing compatibility through:

• Trial Projects: Work with potential co-founders or employees on a short-term project to assess fit.
• Interim Arrangements: Engage candidates as contractors before offering full-time positions.

Explore Funding Opportunities for Recruitment Support

Governments and grant programs often offer funding to help startups with recruitment or advisory needs. For example:

• EIT (European Institute of Innovation and Technology): Supports innovative startups in Europe.
• EIC (European Innovation Council): Offers grants and funding for cutting-edge startups.
• Horizon Europe: Provides extensive funding opportunities for research-driven startups.

These programs can provide resources to improve your hiring processes or access professional support.

In Conclusion

Recruiting the right co-founders and early employees is no small feat, but it’s essential for the success of any startup. Each of the options above offers a pathway to overcome recruitment challenges, depending on your specific circumstances and resources.

Working with a recruitment coach is an increasingly popular choice for founders who want to combine professional guidance with a hands-on approach. It’s a solution that equips you with the skills to define roles, market opportunities effectively, and approach candidates with confidence, all without relinquishing control of the process.

No matter which path you choose, the key is to approach recruitment strategically and with the long-term vision of your startup in mind. Your team is your most important asset, and investing in getting the right people on board will pay dividends in the journey ahead.

Dr John Bethell is an experienced recruitment coach and mentor who has assisted numerous early-stage startups across Europe in establishing effective recruitment systems and making key appointments, including co-founders, CEOs, and early-stage employees.

As a professional in the recruitment business I've looked at a lot of LinkedIn profile photos ... A LOT!! I've seen some absolute shockers and I've not been shy about offering unsolicited advice.

​Mirrored sunglasses...? No. Side-on photos...? No. Drinking a beer...? No, no, no!

Your LinkedIn profile photo is one of the first things people notice when they view your profile. It’s a key part of your professional brand, and a great photo can leave a positive and lasting impression. Whether you’re looking for a new job, expanding your network, or building your personal brand, here’s how to make sure your LinkedIn profile picture represents you at your best.

Why Your LinkedIn Photo Matters

• First Impressions Count: Profiles with a photo receive up to 21x more views than those without one.
• Showcases Professionalism: A polished image can build trust and credibility.
• Humanises Your Profile: It reminds people they’re connecting with a real person, not just a list of achievements.

Tips for Taking a Professional LinkedIn Profile

Dress the Part
Wear clothing that aligns with your industry and the type of role you want. For example:

• Business formal for corporate roles.
• Smart casual for creative industries or start-ups.
• Stick to solid colours and avoid busy patterns to keep the focus on your face.

Use a Neutral Background
A clean, uncluttered background keeps the focus on you. Options include:

• A plain wall.
• A softly blurred office environment.
• A natural outdoor setting with good lighting.

Focus on Lighting
Natural light is your best friend.

• Position yourself so the light is hitting your face evenly, avoiding harsh shadows.
• Avoid backlighting (when light comes from behind you), as it can make your face appear dark.

Frame It Well

• Your face should take up about 60% of the frame.
• Shoot from the chest or shoulders up for a balanced composition.
• Keep your head straight or slightly tilted for a friendly and approachable look.

Smile (Naturally!)
A genuine smile makes you appear approachable and confident. Avoid forced expressions—relax and think of something that makes you happy.

Avoid Filters and Over-Editing
While it’s okay to touch up minor flaws, heavy editing can make your photo look artificial. Aim for an authentic representation of yourself.

Test Different Photos
Experiment with different poses and angles to find your best side. Avoid overly dramatic angles - keep it professional and straightforward. Try jacket on, or off. Glasses on, or off. I use photofeeler.com to get an objective crowdsourced opinion on my profile photos. You can see some of mine above - guess which one I use.

What to Avoid

• Group Photos: Keep the focus on you, not your friends or colleagues.
• Unprofessional Attire: Avoid overly casual clothing unless relevant to your industry.
• Distracting Elements: Steer clear of busy backgrounds or clutter.

Updating Your LinkedIn Photo
If your current profile photo is outdated or no longer reflects your professional image, it’s time for an update. Consider revisiting your photo every few years, especially if your appearance or career focus has changed.