In a company of ten people, every new hire changes how the whole team works. Skills matter, but in the early stages how someone works often matters more.
Roles change quickly
The job you hire for today may look very different in six months. People who are comfortable with ambiguity, take ownership and pick up new skills tend to grow with the company. A narrow specialist who needs a fixed scope can struggle when priorities shift every quarter.
Small teams amplify behaviour
In a large company, one difficult colleague is absorbed by the organisation. In a small one, they can set the tone for everyone. How a person gives feedback, handles pressure and shares information has an outsized effect.
Fit is not sameness
Culture fit should never mean hiring people who think, look or talk like the founders. The aim is shared values and working norms, such as how decisions get made, how fast the team moves and how people treat each other, while bringing in different backgrounds and perspectives.
How to assess it
- Write down three or four values you actually practise, with an example of each.
- Ask candidates about real past situations, not hypotheticals.
- Include a working session with the team, not just interviews.
- Check references with specific questions about working style.
The right early hires set the culture that every later hire joins. It is worth taking the time to get them right.
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