Turning Your Startup into a Talent Magnet

What is one of the pillars that exceptionally successful businesses are built on?Incredible teams. Not good teams. Not okay teams. Incredible teams.

High-quality talent working together toward a common goal will almost always outperform less skilled, less motivated, or less committed teams that aren’t aligned.  

That’s not news - so, what is news?  

Even as a startup, you can make this happen.  

Even as a startup, you can attract the kind of talent that industry leaders struggle to find and keep.  You can build high-performing teams - and do it consistently.  

How?

To build a high-performing team, you need to develop a strong reputation in the talent marketplace - wherever your ideal candidates are spending their time. Your goal is to make your company the place where top talent can 10X their career.

That might sound daunting, but it’s completely achievable with a simple process broken into three key phases:

1. Attraction

First, you need to build an employer brand that speaks directly to your target audience. This means showing up where they are - whether that’s LinkedIn, industry associations, or niche social media groups. Your brand should reflect your company’s culture, what it’s like to work with you, and the type of people you want to attract.

The content you create to support your employer brand should be relevant and engaging to your target talent - and posted consistently enough to maintain their attention.

Example: If you're looking for AI talent, post thought leadership in AI-focused LinkedIn groups or sponsor a session at an AI conference. If you’re targeting developers, host a hackathon or contribute to open-source projects that the developer community values.

2. Recruitment

Once you’ve captured top talent’s attention, the key is not to lose it. Avoid frustrating them with drawn-out processes, unclear communication, or inconsistent feedback.

Keep it simple:

• Qualify their skills.

• Ensure their personal values, goals, and mission align with your company’s.

• Confirm that this role represents a logical next step in their career.

Once you’ve done that - make them a competitive offer and get them started. Top talent is easily lost to slow interview and offer cycles, so minimize the time from first conversation to signed offer.

Example: A fintech startup wanted to hire a senior product manager. After attracting strong candidates through thought leadership content on LinkedIn, they kept the interview process to two rounds - one focused on skills and one on values alignment. They provided feedback within 24 hours and made a competitive offer the next day. The candidate accepted immediately, noting how impressed they were with the speed and professionalism of the process.

3. Retention

It’s much easier to fill a bucket than a colander. You’ll never develop a reputation as a place for top talent to 10X their career if they leave as quickly as they arrive.

Retention starts with setting the right foundation during the recruitment phase - aligning the candidate’s goals and values with the company’s mission and providing a clear career path. But to truly retain talent, you need to go deeper using the EFG framework:

• E – Engage: Make people feel heard and valued.

• F – Fulfill: Ensure they feel satisfied with the work they’re doing and the company’s direction.

• G – Grow: Provide opportunities for growth within their current role and beyond it.

Example: A SaaS company hired a senior engineer who was eager to grow into a leadership role. During onboarding, they paired the engineer with a mentor and set up quarterly growth reviews. Within six months, the engineer had led a successful product launch and was promoted to team lead. The company’s investment in mentorship and clear growth pathways helped retain the employee and increased team morale.

Is there more to this?

Of course.

But if you start with these steps, you’ll be well ahead of your competitors - and on your way to becoming a magnet for the top talent you need to thrive.

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About the author: Gerry Gadoury is a serial entrepreneur, best-selling author of “Destination Employer” and speaker. He is the Founder of RedBeard Solutions here in Dudley, MA. His hobbies include reading, writing, and hiking. You can connect with him here.