When investors assess startups, they’re not just looking for a good idea, they’re evaluating the founders, the market fit, the execution potential, and the long-term value. Why not bring that same level of strategic thinking to your hiring process?
And no… you don’t have to build a super cool product that changes people’s lives forever. It doesn’t matter if you are a 5-person marketing agency or if you work as a software factory, this could be for you.
At kala, we work closely with startup leaders and executives, and we’ve seen a pattern: the most successful companies hire with the same intentionality they bring to investment decisions. Whether you’re hiring your first employee or scaling a team, adopting a VC-style mindset can lead to smarter hires and stronger long-term returns.
Here’s how to do it 👇
1. 🎯 Define the problem before sourcing the solution
Just like investors ask, “What problem is this startup solving?”, hiring managers should ask, “What exact challenge is this role meant to solve?” Sometimes there are many things on the plate, which makes things unclear. The role definition is one of the most important things, and one of the biggest mistakes is using a JD you googled. Take the time to understand what you really need.
Instead of defaulting to a recycled job description, get clear on:
- What outcomes are expected in this role in the next 6–12 months?
- What skills and mindset are essential for achieving those outcomes?
- What existing gaps on the team will this person fill?
💡 Hiring Tip: Don’t look for a “rockstar” in general. Look for the person whose skills and mindset match your current stage and business needs. You don’t need a team full of captains. Building a team is like building a sports team. You need people with different skills doing different things.
2. 🧠 Bet on people with founder-like qualities
Venture capitalists often say they invest in founders more than ideas. That’s because the right person can pivot, grow, and execute under pressure, even when the market shifts.
The same applies when hiring. The project could change, even your service or product, but what the person brings to the table is key. Ask yourself:
- Is this candidate resourceful?
- Do they demonstrate ownership and the ability to thrive in ambiguity?
- Can they grow with the role as the company evolves?
💡 Look for signals of entrepreneurial thinking, even if they haven’t run a company. People who’ve built projects, taken initiative, or shown resilience in tough environments tend to be strong long-term hires.
3. 🧩 Cultural fit = Market fit
Just like a product must match its market, a candidate must match your company culture.
This doesn’t mean hiring people just like you. It means understanding:
- Do they align with your company’s mission and pace?
- Will they contribute to the team’s energy and values, or clash with it?
- Are they comfortable with your current level of structure (or lack thereof)?
💡 Hiring someone brilliant who can’t adapt to your culture is like investing in a genius idea that doesn’t fit the market. 🚫
4. 🔍 Do your diligence, beyond the CV
VCs do deep diligence before investing: reference checks, market research, financial audits. Why should hiring be different?
In your process:
- Go deeper than the surface. A polished CV doesn’t equal performance.
- Ask behavioral and situational questions to understand how candidates make decisions, handle conflict, and navigate complexity.
- Run structured interviews with scorecards to reduce bias and gut-feeling decisions.
- Check references thoughtfully. Ask former managers or peers about strengths, growth areas, and how they contributed to team dynamics.
💡 Bonus Tip: Ask references what environment the candidate thrives in. This can reveal more than just past accomplishments.
5. 📊 Assess ROI, not just salary
When investors evaluate a startup, they don’t focus only on current burn rate. They look at future value and return.
Apply the same logic to candidates. Instead of asking, “Can we afford this person?” ask:
- “What is the value this hire can generate in 6–12 months?”
- “How much time, revenue, or efficiency can they add?”
- “How long would it take them to reach full impact?”
Sometimes, a higher-salary hire who can lead a team or generate results fast is more cost-effective than hiring someone less experienced and needing more oversight.
6. Gain Hands-On Experience With a Side 6. 🌎 Hire globally, invest wisely
VCs are no longer limited to Silicon Valley. They’re funding startups across the globe. Likewise, your talent pool should go beyond your city or country.
At kala, we help companies build remote teams in LATAM, where you can find world-class professionals in roles like:
- Sales & Business Development
- Marketing & Content
- Customer Success
- Operations & Finance
- Tech & Product
🌍 The upside? Cultural alignment with U.S. companies, high English proficiency, overlapping time zones, and cost-efficient hiring.
7. ⏳ Use your time like capital
The opportunity cost of a bad hire is massive: loss of time, productivity, morale, and money. Just like investors protect their capital, protect your time by making hiring a strategic priority.
If you’re stretched too thin to do it well, bring in a partner
🤝 Need help? kala can be your talent partner
We specialize in helping high-growth companies find and hire exceptional remote talent from LATAM, without upfront fees or wasted time.
✅ We pre-vet every candidate with the same rigor you’d expect from a VC-style approach.
✅ We help you define the role, structure your offer, and move fast.
✅ We find people who align with your company’s mission, culture, and stage.
Whether you’re scaling your team or making your first remote hire, kala can help you hire smarter.
🚀The next time you think about hiring, don’t treat it like a task to check off, treat it like a strategic investment.
Ask:
👉 Will this person grow with us?
👉 Will they multiply our team’s value?
👉 Can they solve real problems from day one?
📩 Ready to hire like an investor? Let’s talk.
