Overcoming Imposter Syndrome in Building Teams & Startup Hiring
When it comes to hiring in a startup, there's a guiding principle I always recommend: Don't hire anyone you wouldn't consider working for in another setting.
This litmus test is not just about assessing a candidate's skills or experience; it's about recognizing their potential to lead and contribute meaningfully to your team, many times in ways that surpass your own expertise.
The Startup Hiring Dilemma: Rapid Growth and Inexperienced Leaders
Startups, especially in today's environment with massive funding rounds and the AI craze, are in a race to scale up. The founding teams, often with just a handful of years of experience, suddenly find themselves in rapid expansion hypergrowth. Hiring becomes a frantic priority, but it's accompanied by the inevitable imposter syndrome.
Imposter Syndrome in Hiring: Overcoming Self-Doubt
Imposter syndrome, that nagging feeling of self-doubt and fear of being exposed as a 'fraud,' can significantly skew a hiring manager's decision-making process. A common thought that runs through their mind is, "This person has a lot more experience than me... what if they end up taking my job?" This fear can lead to hiring less experienced candidates, which, although seemingly safer, actually poses long-term challenges. The team's overall skill level may remain lower, and the manager may end up spending excessive time on coaching and problem-solving.
Tips to Overcome Imposter Syndrome:
Acknowledge Your Value: Understand that you were chosen for your role for a reason. Your unique skills and insights are invaluable to your startup's growth. You were there from the start, and you know the company, the culture, and the products better than 99% of folks out there
Embrace Learning: View more experienced hires as opportunities for your personal and professional growth. They bring knowledge that can elevate the entire team, including you. Everyone should be a wiling mentor, and willing learner.
Focus on Collaboration: Shift the focus from a competitive mindset to one of collaboration. Remember, a strong team member elevates the whole team, not just themselves.
This approach is vital in startups and building teams. Hiring individuals smarter or more experienced than you doesn't diminish your role; it amplifies the potential of the entire organization. The odds are always against a startup succeeding, in particular in this age with trillion dollar companies with unlimited R&D budgets. However, by getting the best talent possible as you scale, you maximize your probability of success. As the company grows and scales, there will always be more opportunities for you to lead and to grow.
As you scale your startup, remember to assess candidates not just for their current skills but for their potential leadership and contribution to your organization's vision. Use case studies based on real-world problems during interviews to understand their problem-solving approach.
And most of all, at the very end, ask yourself, could I see myself working for this person in an alternate universe?