When you’re choosing candidates to bring on board your startup, it’s often easy to tell who’s hungry and excited to sign on, and who’s not. It might not be so easy, however, to assess where that excitement is really coming from. Make sure your expectations are in-line early, and that new recruits know exactly what they are getting into. The excitement of joining a new organization could fade quickly if the new recruit finds herself in a situation she didn’t anticipate. Don’t be afraid to be frank. Make it crystal clear that working in a startup is different from what they might be used to in their previous organization. Ask questions like “Can you function without a secretary and with less vacation time? Are you willing to work long hours and fly coach?” Questions like these won’t phase people who are passionate and excited about joining your startup for the right reasons. Having the right conversations with a prospect early will help you identify people who are more likely to be in it for the long haul.
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