How to Hire for Small Tech Teams: Strategies for Success

Books every startup founder should read — from team culture to product thinking

Hiring for a small tech team is tough. There’s no room for dead weight; every role matters. Often, you’re competing with bigger names that can offer more money to the same candidates. If you’re a founder, hiring manager, or part of a startup’s leadership team, chances are you’ve lost some sleep over this issue.

So, how do you attract great talent and keep them when you don’t have the salary budget of a scale-up or the perks of a corporate? Here’s what’s working for Melbourne startups right now.

1. Stop Chasing Unicorns. Get Real About What You Need.

It’s tempting to create a wish list when hiring. You might think, “We want a full-stack engineer with 5+ years of experience, AI/ML knowledge, startup hustle, and strong business acumen.” However, that person either doesn’t exist, or they already have three offers on the table.

Instead, focus on the 80/20 rule. What 20% of skills will drive 80% of value for your business over the next 12–18 months? Be brutally clear about what’s a must-have versus a nice-to-have.

Write your job ad like a human, not a tech spec. This approach will attract better-fit applicants, helping you avoid losing strong candidates who might otherwise self-select out.

2. Sell the Journey, Not Just the Job

While you may not be able to match salaries with industry giants like Atlassian or Canva, what you can offer is impact, autonomy, and growth. Candidates who join a 15-person startup often are not seeking beanbags and bonuses. They want to build meaningful projects and be part of something from the ground up.

Show them what they’ll get to own. Discuss the future of your product. Introduce the founding team early in the process. Be transparent about your runway and honest about the grind involved. This type of clarity builds trust, and trust wins candidates over.

3. Counter-Offers Will Happen. Be Prepared

The closer you get to making an offer, the higher the chances their current employer will swoop in with a counter. This scenario can be emotional and flattering. It can be especially hard for candidates who weren’t actively looking for a job.

While you can’t prevent counter-offers, you can reduce the risk by remaining close to the candidate’s motivation. Why are they interested in connecting with you? What are they running from, or toward? Keep checking in throughout the process. If you understand their 'why,' you’ll be better positioned to help them navigate this challenging decision.

4. Interviews are a Two-Way Street

In a small team of 20, every hire shifts the dynamic. It’s essential to protect your culture without falling into the trap of hiring people who are all the same. Culture fit isn’t just about personality or shared hobbies. It’s about values, communication styles, and resilience in a startup environment.

Use working sessions or paid trials whenever possible. Allow candidates to solve actual problems alongside your team. This approach offers insights into how they think and helps them see how your team operates. That experience can be far more revealing than any traditional “tell me about a time” interview question.

5. Stay Human. Especially When Things Go Quiet

Startups are fast-paced. Hiring often falls to someone juggling multiple roles. It’s easy to forget to reply to a candidate or leave them hanging after an interview. However, in a market where good talent has various options, silence sends the wrong message.

Even a quick message to say, “We’re still thinking—thanks for your patience,” can set you apart. If a candidate isn’t right for now, close the loop properly. You never know when your paths may cross again.

6. Build a Culture of Transparency and Feedback

Creating a culture of transparency is crucial in a startup environment. When candidates feel valued and heard, they’re more likely to stay engaged. Encourage open dialogue throughout the hiring process.

Seek feedback from your team about the candidates. Ask for impressions and insights. This inclusive approach helps candidates feel involved and comfortable, increasing their chances of accepting an offer.

7. Create Opportunities for Growth

In a small tech team, one of the most attractive aspects you can offer is growth opportunities. Whether through learning new skills, taking on new responsibilities, or participating in interesting projects, candidates are likely to be interested in how they can grow with your company.

Discuss personal development plans during the interview. Talk about training programs and potential career advancement within the organization. Highlighting these opportunities can make your offer more compelling compared to larger firms with rigid structures.

Final Thought:

Hiring well in a small tech team is more about clarity and consistency than fancy perks or clever sourcing tricks. Be clear on what you offer. Be honest about what you need, and treat candidates like humans from start to finish. That’s how you build a team that sticks around.

For more insights on growing a successful startup, consider exploring resources like the desired content here.