How do you build and grow a successful software startup? It’s a billion-dollar question, answered by thousands of blog posts and hundreds of books every year, with complex propositions and hypothetical strategies.
Many of the suggestions are inaccurate or limited to a particular type of company, but there is one simple answer that is applicable to every software startup: build a great team. While the success of other industries may hinge on external factors like raw materials or complex logistical problems, a software company is almost entirely defined by the people in it. If you’re tackling the wrong problem, good people will uncover a better one. If you can’t reach your market, good people will find a way. If you’re searching for a technical solution, good people will create it. A great team solves nearly every problem.
So it’s surprising that we don’t talk more about how to attract the best people to our teams. The humble job description may not be a sexy topic like big data or growth hacking, but it’s incredibly valuable. It’s often the first and only thing that a candidate reads about your company, and is the critical conversion point where you can capture or lose their interest.
Our startup intends to double in size during the next few months, from 12 to 24 people. We’re hiring for completely new roles and adding more people to fill existing positions. We’re also hiring for roles in new locations, such as our first engineers in New York.
So we’ve put a lot of thought into the best way to write and structure our new job descriptions. Have a look at what we’ve come up with along with some of our rationale, and let us know what you think.
You can see the full job description here.