People make a business. You can’t create great products without great people. No factor is more important to determine a company’s success. Peoples’ values influence company values. Company values influence how decisions are made. A bad hire can have a detrimental impact on any company — but particularly in a small team.
I think the value of a strong, diverse, and cohesive team is understood — but far too often hiring isn’t given the time to reflect this. Job descriptions are rushed together. Interviewers are unprepared for interviews. Companies arrogantly think great candidates will just flood in.
Investing time to think about how you hire people is something that will pay generous dividends. Time spent upfront will save exponentially more time in the future. Recently, we doubled our design team (from 1 to 2, but still counts… no? 🤷♂) Hiring a second product designer was the perfect opportunity to take a step back, look at our hiring process, and re-evaluate our approach. I’m going to break down the key stages that make up our process — giving a lesson learnt from each stage.
People make a business. You can’t create great products without great people.
We value people a hell of a lot at Thriva — they’re a big part of what has made Thriva such a great place to work up to this point. We’re dedicated to continuing to hire great people and finding a process that scales with us as we grow. Hiring great people is a tough process. There’s so much competition — especially when every startup is trying to 3× their headcount. Each small piece of the process matters. It’s a combination of these things that can make your role seem more desirable than the next.