När ett bolag växer snabbt är recruitment inte bara ett sätt att fylla vakanser. Det är ett strategiskt verktyg för att bygga nästa fas av organisationen.
Det kräver ett annat tänkande än traditionell rekrytering – och en kravprofil som beskriver framtiden, inte bara närtid.
Hire for where you're going – not where you are
The most common mistake is hiring someone who fits the organization as it looks today, rather than someone who can grow with it. A person who thrives in a company of ten can hit a wall when it reaches forty.
The question to ask when building the role profile is: what capability do we need in eighteen months? And can we find someone who's ready for that – or who can grow into it?
Ambiguity tolerance is a requirement
In a fast-growing organization, processes are incomplete, roles are partly undefined, and decision-making structures change rapidly. That puts high demands on ambiguity tolerance – the ability to perform well under uncertainty and incompleteness.
It's a quality that's hard to measure in a standard interview, but it surfaces when you ask candidates to describe concrete experiences of working in high-change environments.
Cultural fit evolves with the company
In an early-stage company, culture is often strong and implicit. It's set by the founders and the first employees. As the company grows, culture needs to be made explicit – otherwise it gets diluted and disappears.
That means every hire during a growth phase is a cultural decision, not just a competency one.
If you have thoughts, questions, or simply want to talk something through — feel free to get in touch. I am happy to have an initial conversation with no agenda.
Right person. Right place. Everything changes.