Though interns and entry-level employees are often the backbone of startup teams, there are many roles that require senior-level talent. With more experience, knowledge and, in some cases, employment options available to them, recruiting these senior team members might pose a challenge for your new business. But that doesn’t have to be the case. With these pointers, hopefully you’ll be on the right track to securing the senior staff members your startup needs.

 

Be Unique

The needs and concerns of mid,or late-career candidates are very different from those who are just starting out or only have a couple years’ experience under their belts. Keep that in mind when you’re pitching your company to them and be prepared to explain how your business, product and team are different from where they currently are, or have been previously, especially if they’ve been in a traditionally corporate setting. Offering something unique will likely pique their interest and will hopefully lead to further discussions.

 

Be Able to Articulate Your Business Plan

One major concern a senior-level candidate may have regarding joining a startup is job security. Though you won’t want to disclose all things financial or confidential with a candidate, you should be prepared to discuss your business plan and the future of your company. Expect the sort of questions you would receive from investors or board members, and treat the candidates as if they are your peer rather than a prospective employee. This type of respect will go a long way in helping them determine whether they want to join your startup.

 

Emphasise culture

One major advantage startups always have is their culture. Talk up the type of company you want to be, brag about your team, highlight benefits and perks, and be enthusiastic. Just because someone has been in the job market for a while doesn’t mean they don’t appreciate passion or positivity – often it’s those things they’re looking for when they are open to a new opportunity.

 

Offer flexible and remote working options

Work-life balance is becoming increasingly important to employees at all levels of their careers, but is especially important for those with families and whose priorities have shifted away from a work-first mentality. Offering flexible and remote working arrangements will be a big plus for mid- and senior-level candidates and could help to put your company at the top of their employment options.

 

Harness their knowledge and experience

Though there is a certain level of “all-hands-on-deck” philosophy when it comes to startups, more experienced team members should be treated with the seniority they bring to the table. Make it clear that they will be in supervisory roles, that they will be mentoring the younger staff members, and though they will likely need to pitch in with some tasks that are considered entry-level from time to time, the bulk of their work will be on projects that require their expertise and skills.

By offering something different in the way of culture, great work-life balance and treating candidates with the respect and seniority they are due, it is entirely possible to attract more experienced talent to your startup.