3 outside-the-box questions that reveal hidden startup talent

Hiring is tough, regardless of the industry and location.

In 2024, 75% of employers reported having difficulty filling open roles, a study by Manpower Global reveals.

This challenge is more pressing for startups as every single hire is critical for a company in its early stages. One wrong recruitment decision can potentially harm the organization.

Image credit: Timmy Loen

A big part of the problem, in my opinion, is the hiring processes followed by a lot of firms. I feel like they tend to attract the wrong candidates.

For one, credentials that don’t necessarily influence job performance are given too much importance, whereas qualities that actually determine success are severely undervalued.

At the company I founded, Zoko, we’ve come up with an out-of-the-box hiring process that works for us. This has helped us onboard individuals who can’t get jobs at big tech companies often because of inadequate academic credentials.

See also: How a barista gave a master class in corporate training

So far, these employees have consistently proven to be a great fit for our startup, outperforming traditional hires. It can’t be pure coincidence.

In our process, asking these three questions has been beneficial:

1. Have you earned money outside a salary?
2. Have you played competitive sports?
3. Can you figure things out without a manual?

At first glance, these questions might seem arbitrary – but they’re not. Each measures something fundamental about how a person approaches a problem.

The 3 questions

Have you earned money outside a salary?

We ask candidates this question because a “yes” answer to it reveals something remarkable: They’ve created value without anyone telling them how to do it. This is the essence of what you want in a startup employee.

Finding the right fit

Pitfalls

No one-size-fits-all