Do you want to improve your writing? Try our new evaluation service and get detailed feedback.
Check Your Text it's free

How to hire a new team for a growing startup without rattling the old

How to hire a new team for a growing startup without rattling the old XGqNE
One of the big questions that startups face as they begin to scale is whether they should promote their own employees up to new roles or hire laterally. How should they hire these leaders? What traits should they look for? How should they manage the inevitable tensions between the newcomers and the home-grown rock stars? How does this impact the culture of the company? Hiring and assimilating laterals is a key success factor for a startup to scale smoothly. Typically, a startup begins to refresh talent after the product-market fit has been established and the founders see an opportunity to scale. By the time they reach this point in their journey, founders would have often recognized the inadequacies in the leadership team that could be an obstacle to further growth. While the early team is great at hustling and getting things done, its members often lack the ability to put in place systems to keep the ship stable as the organization scales. I will touch upon two separate but interrelated aspects of hiring and assimilating laterals. To start with, there is a tendency to be impressed by those who have the experience of scale and managing large teams. But there is a world of difference between those who have managed in a scale environment and those that can build for scale. It is important to differentiate the two and hire those who can build for scale. They have two traits that the former don’t have: a) ability to roll up their sleeves and get things done even without support structures, and b) ability to solve problems ground up. I can think of two cases where I was involved in making the wrong call. In one case, we were hiring a global head of sales and in the other, a chief operating officer (COO). In both cases, we ended up hiring individuals who were managing scale but had lost the ability to be hands on. In both cases, there were red flags all along—in the demands they made, the questions they asked, the way they steered the discussion to avoid deeper probing—but none of the individuals who interviewed the candidates raised their fears for the simple reason that there was tremendous pressure from the board to close the positions quickly. This created a false consensus of sorts because the candidates seemed so right in every other way and we made the wrong decision. Both individuals had to be let go eventually and this set back the growth journey by more than six months in each case.
One of the
This phrase/word is too simple and can be replaced with:
big
questions that startups face as they
This phrase/word (depending on the context) can be potentially replaced with :
begin
to
You use this word too often, consider replacing it with
scale
is whether they should promote their
This phrase/word (depending on the context) can be potentially replaced with :
own
employees up to new roles or hire
laterally
. How should they hire these leaders? What traits should they look for? How should they manage the inevitable tensions between the newcomers and the home-grown rock stars? How does this impact the culture of the
This phrase/word (depending on the context) can be potentially replaced with :
company
?

Hiring and assimilating laterals is a key success factor for a startup to
You use this word too often, consider replacing it with
scale
smoothly
.
Typically
, a startup
This phrase/word (depending on the context) can be potentially replaced with :
begins
to refresh talent after the product-market fit has
been established
and the founders
This phrase/word (depending on the context) can be potentially replaced with :
see
an opportunity to
You use this word too often, consider replacing it with
scale
. By the time they reach this point in their journey, founders would have
This phrase/word is too simple and can be replaced with:
often
recognized the inadequacies in the leadership team that could be an obstacle to
further
growth. While the early team is great at hustling and getting things done, its members
This phrase/word is too simple and can be replaced with:
often
lack the
You use this word too often, consider replacing it with
ability
to put in place systems to
This phrase/word (depending on the context) can be potentially replaced with :
keep
the ship stable as the organization
You use this word too often, consider replacing it with
scales
. I will touch upon two separate
This phrase/word is too simple and can be replaced with:
but
interrelated aspects of hiring and assimilating laterals.

To
This phrase/word (depending on the context) can be potentially replaced with :
start
with, there is a tendency to
be impressed
by those
You use this word too often, consider replacing it with
who
have the experience of
You use this word too often, consider replacing it with
scale
and managing large teams.
This phrase/word is too simple and can be replaced with:
But
there is a world of difference between those
You use this word too often, consider replacing it with
who
have managed in a
You use this word too often, consider replacing it with
scale
environment and those that can build for
You use this word too often, consider replacing it with
scale
. It is
This phrase/word is too simple and can be replaced with:
important
to differentiate the two and hire those
You use this word too often, consider replacing it with
who
can build for
You use this word too often, consider replacing it with
scale
. They have two traits that the former don’t have: a
Unpaired symbol: '(' seems to be missing
)
You use this word too often, consider replacing it with
ability
to roll up their sleeves and
This phrase/word (depending on the context) can be potentially replaced with :
get
things done even without support structures, and b
Unpaired symbol: '(' seems to be missing
)
You use this word too often, consider replacing it with
ability
to solve problems ground up.

I can
This phrase/word (depending on the context) can be potentially replaced with :
think
of two cases where I
was involved
in making the
This phrase/word is too simple and can be replaced with:
wrong
call. In one case, we were hiring a global head of sales and in the other, a chief operating officer (COO). In both cases, we ended up hiring individuals
You use this word too often, consider replacing it with
who
were managing
You use this word too often, consider replacing it with
scale
This phrase/word is too simple and can be replaced with:
but
had lost the
You use this word too often, consider replacing it with
ability
to be hands on.
Three successive sentences begin with the same word. Consider rewording the sentence or use a thesaurus to find a synonym.
In
both cases, there
were red
flags all along—in the demands they made, the questions they asked, the way they steered the discussion to avoid deeper probing—
This phrase/word is too simple and can be replaced with:
but
none of the individuals
You use this word too often, consider replacing it with
who
interviewed the candidates raised their fears for the simple reason that there was tremendous pressure from the board to close the positions
quickly
. This created a false consensus of sorts
This phrase/word is too simple and can be replaced with:
because
the candidates seemed
This phrase/word is too simple and can be replaced with:
so
right in every other
Use a comma before 'and' if it connects two independent clauses (unless they are closely connected and short).
way and
we made the
This phrase/word is too simple and can be replaced with:
wrong
decision. Both individuals had to be
This phrase/word (depending on the context) can be potentially replaced with :
let
go
eventually
and this set back the growth journey by more than six months in each case.
What do you think?
  • This is funny writingFunny
  • I love this writingLove
  • This writing has blown my mindWow
  • It made me angryAngry
  • It made me sadSad

IELTS essay How to hire a new team for a growing startup without rattling the old

Essay
  American English
4 paragraphs
425 words
5.5
Overall Band Score
Coherence and Cohesion: 5.5
  • Structure your answers in logical paragraphs
  • ?
    One main idea per paragraph
  • Include an introduction and conclusion
  • Support main points with an explanation and then an example
  • Use cohesive linking words accurately and appropriately
  • Vary your linking phrases using synonyms
Lexical Resource: 5.5
  • Try to vary your vocabulary using accurate synonyms
  • Use less common question specific words that accurately convey meaning
  • Check your work for spelling and word formation mistakes
Grammatical Range: 5.5
  • Use a variety of complex and simple sentences
  • Check your writing for errors
Task Achievement: 5.0
  • Answer all parts of the question
  • ?
    Present relevant ideas
  • Fully explain these ideas
  • Support ideas with relevant, specific examples
Labels Descriptions
  • ?
    Currently is not available
  • Meet the criteria
  • Doesn't meet the criteria
Recent posts