Your earliest hires will (probably) come from your network
Early hires often come from people you already know and trust. They know you and your reputation, and they’ll take a bet on you if they believe in your mission. But they won’t necessarily reach out to you.
Don’t assume a LinkedIn post or job advert will be enough to get their attention. You need to approach them directly.
The “low-hanging fruit” of your own network can be gold. Ask your team (if you have one) and your network for referrals. Consider offering financial incentives in return for any successful hires.
Don’t leave it to chance
If your plan is to “stick an advert out and see what comes back,” you’re leaving your hiring to luck. That’s not a strategy.
The best people aren’t scrolling job boards, they’re already in good jobs, well looked after, and being approached about multiple opportunities. If you want them, you need to be proactive. Reach out, leverage your network, and tell a compelling story about why your business is worth their attention.
Tools like LinkedIn Recruiter can help you to pro-actively headhunt, but they’re expensive, require annual contracts and headhunting is time-consuming.
Posting a job will still attract hundreds of applicants, often 300+, sometimes 1000+, but the quality and relevance will vary significantly. Many will ignore detailed requirements on location, salary, visa status, or skills.
Some candidates will use AI to tailor their CVs, ranging from light edits to outright fabrications. Don’t assume every CV is genuine. Dig deeper.
Be aware of candidates using AI in interviews too. Ask for specific examples and consider in-person interviews if possible.