Building a team in a startup environment is both a challenging and rewarding experience. In this first episode of our series CEOs Confidences : The Challenging Art of Building Great Teams, Paul Berloty, CEO & Cofounder of Modjo shares valuable insights gathered over five years of team-building, revealing the complexities and lessons learned along the way.

Here are the key takeaways:

1. The Early Days: Attracting Entrepreneurial Talent

In the early stages, a small company can attract profiles willing to take risks, such as those who are eager to join a startup with no established track record. These individuals often bring an entrepreneurial spirit that is essential for growth.

2. Mistakes Made, but Fewer in the Beginning

Interestingly, during this initial phase, despite limited experience and processes, fewer recruitment mistakes are often made. The candidates drawn to startups are typically those who thrive in uncertain environments.

3. Challenges Emerge with Growth

As the company raises funds and expands, the nature of hiring changes dramatically. New hires often come from a different background, expecting more resources and structure to perform effectively. This shift can lead to significant challenges in recruitment.

4. The Need for Speed vs. Quality

Rapid growth necessitates quick hiring decisions, which can compromise the quality of recruitment. The pressure to scale can lead to overlooking critical factors, resulting in hiring misfits that impact team dynamics.

5. Understanding Cultural Fit

One of the most crucial lessons learned is the importance of cultural fit in hiring. A great skill is to identify candidates who align with the company’s values and culture, as these individuals can significantly influence overall team performance.

6. Listening to Feedback

Ignoring feedback from team members can lead to retention issues. Employees often sense when a leader isn't the right fit but may hesitate to voice their concerns. It’s essential to foster an open dialogue and address any issues promptly.

7. The Impact of Leadership

The departure of strong team members often signals deeper issues within the organization, particularly related to leadership. Retaining top talent is a clear indicator of effective management.

8. Recognizing the Signs

When top performers leave, it's a wake-up call to reassess leadership effectiveness. Cultivating a culture where employees feel valued and heard is crucial for retention.

9. Growth and Culture Go Hand in Hand

Hiring individuals who can grow within the organization not only enhances team performance but also contributes to a positive company culture. These individuals can help shape strategies and drive the company forward.

10. Learning from Mistakes

The journey of building a team is filled with learning opportunities. Embracing mistakes as part of the process allows leaders to refine their recruitment strategies and avoid repeating the same pitfalls in the future.