LEADERSHIP
Foundational Strategy
Hiring for Potential vs. Expertise
Startups need people who grow with the business. Balancing potential and proven skill is key to hiring that scales.
TIME COMMITMENT
1–2 weeks setup; ongoing per hire
Why This Matters
Enables long-term talent development
Reduces risk of overhiring or burnout
Aligns team with evolving company needs
Cultivates learning culture
Helps you avoid “title-heavy” mismatch hires
When to Focus On This
Early team is forming
Hiring in ambiguous, high-growth roles
Building a leadership bench for 6–12 months out
How to Complete
Define the growth curve of the role
Use structured frameworks to evaluate learning agility
Include hypothetical/scenario questions in interviews
Prioritize problem-solving over pedigree
Create performance plans that support ramp-up
Make room for mentorship or external support if needed
Document hiring rationale for transparency
Tools
Interview rubrics for growth mindset
Potential vs. performance matrix
Behavioral interview prompts
Deliverables
Scorecard with potential-weighted metrics
Interview question bank
Candidate calibration guides
How to Measure Success
Growth in scope/responsibility within 6–12 months
Retention of high-potential hires
Feedback from managers on adaptability and performance
Who Owns This
Hiring manager, supported by CEO or Head of People
Get It Right
Ask for stories of growth, not just wins
Design trial projects or practical tests
Involve multiple perspectives in evaluation
Build support structures for high-potential hires
Create feedback loops early
Don't Make These Mistakes
Over-indexing on prestige or big-name resumes
Expecting immediate performance from stretch hires
Failing to invest in onboarding
Skipping growth assessment in interviews
Hiring without clear success benchmarks