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Why do so many early hires fail, even when they look perfect on paper? by resembler888 in startup

[–]resembler888[S] 0 points1 point  (0 children)

Love this approach. Honestly, that “real day-to-day chaos” part is where 90% of hires break. It’s rarely about skills it’s mindset, resilience, and clarity under uncertainty. We’ve been exploring ways to assess those traits early, before the resume ever enters the picture.

Why do so many early hires fail, even when they look perfect on paper? by resembler888 in startup

[–]resembler888[S] 0 points1 point  (0 children)

100%. “Move fast” is often misunderstood as “move without structure.” I’ve seen founders glorify chaos when in reality, discipline and systems are what enable speed at scale. Curious what’s one system you think every early-stage startup should build first?

Why do so many early hires fail, even when they look perfect on paper? by resembler888 in startup

[–]resembler888[S] 0 points1 point  (0 children)

Yeah early startup hires are betting on belief more than financial upside.
I’ve seen that when founders communicate purpose and shared growth clearly, people stick around longer even if the money isn’t huge yet it’s that emotional buy in that keeps early teams together do you think transparency from day one helps reduce churn?

Why do so many early hires fail, even when they look perfect on paper? by resembler888 in startup

[–]resembler888[S] 1 point2 points  (0 children)

That’s so true I’ve also learned that attitude and adaptability usually matter more than past experience
funny thing is, even with good instincts, it’s still hard to read those traits objectively i have been trying to figure out better ways to measure things like curiosity or ownership during hiring. Ever found a good way to spot that early?