This article is part of DBA, a series on Mashable about running a business that features insights from leaders in entrepreneurship, venture capital and management.
Working for a startup has its perks: The excitement, energy and satisfaction of building a business from the ground up is extremely rewarding; but it definitely comes with its own unique set of challenges.
One of the most common difficulties is finding the right talent. I studied team-building while working as a manager in corporate America, and it's clear to me that the biggest asset to a company is its team.
Many startups can't afford to hire full-time employees from the onset, so the go-to strategy is to find the best freelancers for your company. The question then becomes: How do you build a team around people who aren't committed full-time?
Living and working in the 1099 culture of today, our teams must be built around a different bond. A founder must find people who are just as excited and committed about the project as he or she is.
Below are some of the best ways to achieve this.
1. Be clear and define your needs every step of the way
As an entrepreneur, you must define exactly what type of candidate you're looking for. Know that there is no single "Superman" who can fulfill every role, so be specific when it comes to expectations for the candidate's qualifications, skill set and responsibilities. The more specific you are, the easier it will be to weed through candidates.
IMAGE: FLICKR, AIESECGERMANY
The same goes once you find a freelancer and are ready to hire — setting a specific job description that both parties sign off on together is vital.
When I initially sought out a graphic designer, I wasn't clear on my needs (which included branding, packaging and web development, just to name a few). In retrospect, it was as if I was asking a general practitioner to complete heart surgery. Sure, both doctors went to medical school, but they specialize in very different areas.
Make sure the communication continues when your freelancer is officially on board — setting clear expectations, and documenting them is key.
Be sure to put both expectations that were agreed upon as well as new responsibilities in writing. Always set realistic deadlines for each project to ensure productivity, since freelancers are usually paid by the hour.
We use two amazing tools to keep everyone on the same page — Harvest and Trello — which foster collaboration and time documentation. Speaking of putting things in writing, once you begin sharing sensitive information with your freelancer, be sure to prepare for the worst-case scenario and have them sign an NDA. Sometimes things don’t always work out; you don’t want your secret recipes being shared with the competition.
2. Tap your networks through word of mouth
The best place to start recruiting freelancers is by reaching out to your network. Sometimes a word-of-mouth recommendation holds more weight than a resume or a portfolio.
When so much is already at stake, you might not want to be the first person you know to take a risk on someone new, so tap your network for trusted professionals with proven results. Other great places to look are Upstart, LinkedIn and even Craigslist, which can be great resources to search for candidates who will meet your needs.
IMAGE: FLICKR, KEV-SHINE
3. Seek out brand evangelists that share your excitement
Finding passion in your freelancers is extremely important. When they are as excited about the brand mission as you are, their enthusiasm will undoubtedly show in their work and they'll be motivated to go above and beyond the mere scope of their job responsibilities.
Odds are that you became an entrepreneur to fill a void or solve a problem you recognized. Your consultants should be ecstatic to be part of the solution. You can tell if a candidate will become a brand evangelist by paying attention to their passion and excitement for your brand. If it's authentic, you'll know.
Don't underestimate the value of positive and motivated freelancers — a freelancer's energy and motivation will impact your company culture just as much as a full-time employee. One of my most valuable current freelancers approached me once and said, "I know your idea will be big. Give me a chance and I will work for free." Despite his non-traditional resume, I decided to give him an opportunity. His hunger and determination to learn and succeed has made him irreplaceable.
4. Don't put yourself in a position to be left hanging — keep on learning
Get involved and learn the job you're asking a freelancer to do.
Working in a startup, every day is a learning experience and your freelancers are your best professors. Yet, freelancers can come and go, so it is vital to arm yourself with the appropriate knowledge to cover all your bases. Consider ways to continue your education that work best for you and your routine.
To stay in the know, I regularly attend General Assembly, and take classes on marketing, graphic design, coding and many others. Every Saturday, I take a few hours to immerse myself in relevant industry news to learn about new programs, tips and technologies to stay ahead of the game. When a new project comes up, I have my freelancers walk me through the process so I can understand how it works myself.
By taking these steps, I can pick up the pieces when a freelancer moves on.
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