Don't let your company get backed into a corner by a cascade of demands. Here's how to strike a deal that satisfies everyone.I watched this interchange at a friend's house between a mom and a 4-year-old child:"Sweetie, it's not time for cookies. "Sweetie, leave the cookie jar alone.
For many job seekers, startup companies hold the allure of a high-energy environment, the chance to make a big contribution and the possibility of an outsized reward if the company succeeds and grows.
But it’s these high stakes and fast pace that make it crucial to prioritize organizational culture in the startup hiring process. With a small staff, the impact of hiring a great fit—or a mismatch—is magnified. A poor culture fit can bring down the entire venture, while a strong fit can strengthen morale, boost productivity and encourage innovation.
How does the notion of “culture fit” differ for startups, and how can they optimize hiring processes to preserve a strong culture? Let’s explore some of the challenges startups face and one business that has set the standard when it comes to hiring for culture fit.
Challenges of building a strong startup culture
Many job seekers are invigorated by the higher risk associated with a startup experience, and some uncertainty can be a healthy motivator for employees. But it can also contribute to a high-stress environment, and when tensions run high, clashes over personalities, values and goals can come to the forefront, contributing to a weakened or even toxic organizational culture.
Startups should be cognizant of diversity in hiring from the beginning. Succeeding as a startup employee takes a certain amount of grit, tolerance for change and the ability to dive into tasks you may have little experience with. But when hiring managers target too narrow a set of traits in candidates, they sometimes end up with a homogeneous staff that lacks diversity of experience and background, or even gender, age and race.
In the early days of a new venture, there’s often a relentless focus on profitability and productivity. The danger is this leaves little time for culture-building discussions. Without clear direction on a long-term mission and core values, startups run the risk of emerging with no clear culture at all, or allowing an unhealthy culture to flourish.
This is why it’s crucial for startup founders to identify the pillars of their company culture early, communicate them often and exhibit them in their own behavior.
Hiring lessons from Airbnb’s legendary culture
Peer-to-peer home rental marketplace Airbnb has one of the most admired and studied company cultures in the world. The core values of entrepreneurship, “home” and adventure are infused into every aspect of the employee experience, from an empowering management style and benefits that include regular travel stipends, to the company’s workplace design, which provides employees “landing zones” instead of dedicated desks.
For a tech company like Airbnb, a strong culture can be the competitive differentiator needed to win top tech talent. Software engineers and developers are some of the most in-demand candidates in today’s tech job market.
The success of Airbnb’s culture is no accident. Co-founder and CEO Brian Chesky prioritized culture from day one, and preserving it remains his top priority, even as the company has grown to more than…
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