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Hiring and Retaining the Right Cultural Fit for Your Startup


Hiring the right cultural fit for you startup is one of the most crucial aspects to consider when scaling your startup. Startups who are motivated to hire and retain the right cultural fit see increased performance, better productivity, improved quality of work, and higher employee morale. In fact, a recent study finds that high performers are 400 percent more productive than average ones. So, it’s safe to say that the right startup team can make or break your startup. But how exactly do you find and retain such talent? At Allied Legal, we have answered this for you below:

Understand Your Startup’s Brand

Before you think about recruiting new team members, take a step back to consider how your startup is being perceived. Conduct an audit of your startup’s social media, website, and reviews. Your startup’s image is a big part of what draws in attractive new talent. If you are communicating that your brand is agile and innovative, chances are you’ll attract talent to match.

Look for Talent Who Will Stay

According to CIO there are a couple ways to determine whether your potential candidate will stay with your startup long term. When interviewing talent ask how long they stayed within their previous roles. This can be a key indicator into their appetite for longevity. You should also ask about your candidate’s interests and hobbies. People who have passions that extend beyond their careers are usually better at time-management and will be more versatile.  

Post Creative Job Descriptions

According to an article by Mckinsey top talent look for four key elements in a job description. These elements include great leaders, company, job, and rewards. Your startup’s job advertisement should clearly highlight these points by outlining tangible rewards, opportunities for support and what a prospective employees’ experiences with the startup may look like. Depending on the person you are trying to attract, you can also include verbiage that will sound appealing to the talent you are seeking. For example, including “creative” or “agile” may attract candidates who are willing to think outside the box. 

Invest in Onboarding for Your Startup

According to research, approximately 20% of team members leave within their first 45 days in a new role. As a startup you should invest in recruiting long-term candidates who are willing to grow with your venture. This will save you time and energy. Onboarding can be a great way to provide initial support and assist in building a rapport with a new hire. Small gestures such as calling to congratulate the new talent or sending an email to the team as a welcome can be a great way to showcase your startup’s unique culture.

Work on Your Startup’s Culture

Even after you have hired a team that you’re proud of, the work doesn’t stop there. Think about how you can support your team members to grow and thrive. Checking in with your team about what motivates them to remain with your startup is a great way to gain insight into what you’re doing right and what you can improve on. It will also show your team that you value their opinion. Remember that if you treat your employees poorly your talent will eventually leave. Continuing to support your startup team will cultivate long-lasting relationships.

Need help? Contact us

It doesn’t matter how successful your offering is if you don’t have a strong team behind you. At Allied Legal we deal with startups in all stages of recruitment. In our experience we’ve found that continuing to support your team by providing opportunities for creativity and professional development will cultivate long-lasting relationships. If you have a any questions around your employer responsibilities, get in touch with one of our commercial lawyers on 03 8691 3111 or send us an email at hello@alliedlegal.com.au.

You might also like our article 5 Important Startup Terms You May Not Know.

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