Building a startup is hard. Doing it with the wrong team? Even harder. Most early-stage founders focus on product or funding, but building a startup team that truly lasts is what keeps things moving when the funding dries up, or pivots hit hard.
According to CB Insights, 14% of startups fail due to internal team issues — not tech, not market. That number alone should make any founder pause before rushing into hiring. If you’re serious about early-stage entrepreneurship, your team isn’t just your backbone — it’s your survival strategy. Instead of chasing top resumes, think about who’s willing to show up, stick around, and build with belief.
What to Look for in Your Early Startup Team
When you’re building a startup team, you’re not hiring for titles — you’re hiring for temperament. In the early stage, roles blur. Your developer might help with product demos and also handle customer queries. Your marketer might pitch in with customer onboarding. So, the real question becomes: Can this person adapt and share the weight?
Here’s what to prioritize:
- Ownership mindset: Do they treat the startup’s wins and failures as their own?
- Clarity over chaos: Can they prioritize without constant direction?
- Alignment: Do they believe in the problem you’re solving?
- Learning velocity: Are they willing to learn things outside their lane?
You want people who can naturally thrive in fast-moving, uncertain environments. That often means hiring for attitude and versatility rather than perfect resumes.
Using Mentorship and Development Programs to Build a Stronger Team
Many early-stage founders underestimate how useful mentorship and entrepreneurship development programs can be when building their first team. These programs offer far more than just workshops—they plug you into communities where talent, feedback, and co-founder connections often emerge organically.
Participating in mentorship-driven programs also sends a strong signal to potential teammates: you’re not just building alone—you’re learning, evolving, and growing with the help of people who’ve done it before.
Even informal mentors—former bosses, college seniors, or other founders—can offer a sounding board when you’re unsure about a candidate or need to resolve early team conflicts.
Keep It Real: Don’t Oversell, Don’t Overhire
When it comes to hiring in early-stage entrepreneurship, one of the most practical founder tips is this: be real. Be transparent about where your startup is — its challenges, runway, pace. When you’re honest, you attract people who sign up for the mission, not just the hype.
Keep your team lean. Hire when there’s a clear need—not just because you feel behind. Focus on people who want to build something that lasts, not those who are just waiting for the next job hop.
And if you’re unsure, start small. Contract. Intern. Pilot. See how they work before committing. Great teams aren’t built overnight—they’re shaped through shared effort, honest conversations, and small wins that slowly stack up.
Building Right, from the Start
The team you build today will shape how far your startup goes tomorrow. It’s not about speed — it’s about shared belief, clarity, and the right kind of hustle. Explore our Kewirausahaan programs that can help you find the right direction, with mentorship and networks tailored for early-stage founders building with purpose.
