For early hires, working closely with candidates before hiring helps ensure they are a good fit for the team.

Investing in HR early on can prevent future challenges and contribute to a healthier company culture as the startup grows.

Investing in relationships with potential hires pays off; candidates who are familiar with your team and culture are hired 35% faster than those meeting you for the first time.

Consider hiring a technical recruiter only after you've made your first hire, as understanding the hiring process yourself is crucial.

The cost of making a bad early hire is high; many startups never recover from a poor first hire, so take the time to ensure that new hires align with your company's culture and mission.

Hiring in the early stages of a startup is often unscalable and requires significant effort to sift through potential candidates.

A strong company culture can be a powerful hiring tool, especially as competition for talent increases.

If you hire the wrong people early on, those mistakes will propagate, making it much harder to correct course and build a coherent company culture later.

Investing in people who might take a long time to hire is crucial when you're early in a company's history.