Hiring your first few team members is one of the biggest decisions a startup will make. Every person shapes your culture, pace, and trajectory. Yet founders are often juggling product, funding, and customers, which means hiring can slip or become reactive. A UK recruitment agency that understands startups can accelerate the process, reduce risk, and help you secure permanent talent who will grow with the business.
Why startups use a recruitment agency
- Speed to shortlist – Agencies already know active and passive candidates, so you see quality profiles faster.
- Fit over volume – A good partner filters for mindset, learning agility, and resilience, not just keywords on a CV.
- Market guidance – Salary benchmarks, interview formats, and realistic timelines keep decisions grounded.
- Founder time saved – You focus on product and customers while the agency runs sourcing, screening, and coordination.
What to look for in a startup-ready agency
- Clear discovery process – They begin with outcomes, not just duties – three measurable results for the first 90 days and first year.
- Structured assessment – Scorecards, practical tasks, and reference checks reduce bias and mis-hires.
- Lean timeline – Two interview stages and swift feedback protect candidate engagement.
- Transparent fees – Straightforward pricing and replacement terms aligned to your risk profile.
- Founder empathy – Advice on role design, equity versus cash, and how to sell the opportunity credibly.
Specialist or generalist – what is best for you?
- Specialist sales and commercial recruiters bring depth when you need a Sales Development Representative, Account Executive, or Account Manager who can deliver quickly. They understand pipelines, cycles, and what good looks like in your market.
- Generalist agencies can work well for multi-discipline hiring sprints, especially if you need several roles at once.
The right choice often blends both – use a specialist where performance risk is highest and a generalist where breadth matters.
Typical cost models for startups
- Contingency – Pay on success only. Good for early budgets but choose partners carefully to protect quality.
- Exclusive or retained – A modest upfront element secures priority, deeper market mapping, and tighter timelines.
- Project pricing – Useful if you need a cluster of hires during a defined period.
A simple, startup-friendly hiring process
- Role scoping – Clarify outcomes, responsibilities, hybrid pattern, and progression.
- Sourcing and shortlisting – Targeted outreach to active and passive candidates, with evidence against your must-haves.
- Structured interviews – One competency interview and one short, job-relevant task.
- Decision and offer – Market-aware terms, verbal offer within 24 hours, written breakdown of base, on-target earnings and accelerators, plus start date.
- Onboarding – A practical 30-60-90 plan so your new hire ramps quickly and confidently.
Reducing risk on your first commercial hire
Your first revenue-generating hire is pivotal. Look for candidates who demonstrate curiosity, repeatable process, and coachability. Use a short role play focused on your ideal customer profile – for example, a discovery call into a local sector – and score questioning, value articulation, and next steps. Set realistic ramp targets and provide regular call reviews in month one.
Why startups choose TY Recruitment
We tailor permanent recruitment to your stage – from first commercial hire to building a small team. You receive a concise, qualified shortlist, structured interviews, and clear guidance on pay, progression, and hybrid expectations. The goal is simple: hire once and hire right, so you can get back to building the business.
Ready to hire with confidence? A focused brief, fair process, and decisive offers will help you secure the right people quickly – and set your startup up for long-term success.