What do tech founders prioritize beyond experience when evaluating their team members? In the fast-paced tech industry, the answer is often surprising. Discover what sets top performers apart in the eyes of industry experts.
EMPHASIZE EMOTIONAL INTELLIGENCE
A trait that I highly value in an employee, above their experience, is emotional intelligence. In an industry that thrives on innovation and collaboration, emotional intelligence plays a pivotal role in fostering a supportive and productive work environment.
An employee who possesses high emotional intelligence can effectively manage their emotions, empathetically understand others, and navigate complex interpersonal dynamics. This leads to better teamwork, effective communication, and a positive workplace culture. By prioritizing emotional intelligence, we ensure that our team members can work harmoniously, resolve conflicts constructively, and drive collective success for our organization.
Amit Doshi, Founder and CEO, MyTurn
CHAMPION OPENNESS
I really value people being open. We can’t really solve any problems when they are hidden, or when people are running or scared. It is so important to just own what is and be open about any challenge we are facing so we can brainstorm solutions and move forward. It is easy to waste a lot of time on red herrings that aren’t really centered around the main issue because people are worried or ashamed.
Cache Merrill, Founder, Zibtek
INTEGRITY SHAPES SUCCESS
As a tech founder of a global workforce management platform, I value integrity in an employee more than their experience. In the fast-paced tech industry, skills and technologies can be learned and adapted with time. But integrity is a core value that shapes how someone approaches work and decision-making.
For example, when we expanded to new markets, employees with high integrity were transparent in their communication and decision-making. This strengthened our internal operations and built trust with our new clients and partners globally.
Employees with integrity build trust in the team, uphold company values, and contribute to a positive company culture. They are reliable, honest, and will do what’s right, even when it is hard. This is the key to long-term success and the foundation for growth.
Lucas Botzen, Founder, Rivermate
SEEK PROBLEM-SOLVERS
Problem-solvers are critical thinkers who can analyze situations and find the root cause of issues. They drive the spirit of innovation in organizations because they possess a unique ability to transform challenges into exciting opportunities. They go beyond the surface of an issue to uncover innovative solutions. This is a key differentiator in a rapidly evolving business world. You need someone who can inject a creative spark into your business operations and encourage a culture where innovative ideas are appreciated and celebrated.
As a co-founder of an AI company, I understand the immense value a skilled problem-solver brings. They can streamline complex processes and enhance the overall efficiency and scalability of operations. Their ability to implement automation, establish standard operating procedures, and integrate advanced technologies is crucial if you want to stay ahead of the competition.
Mitchell Cookson, Co-founder, AI Tools
PRIORITIZE LEARNING INCLINATION
The attractiveness of a candidate is less about the experience they have under their belt at the time but rather their inclination to learn. This must-have attribute matters for numerous factors:
- Ability to operate in a fast-paced environment: The tech space changes constantly, and startups have a far different speed of change than large established companies. A person keen to learn can easily pick up new technologies, methodologies, and problems that are more advantageous than static experience.
- Bold ideas and solutions: A learning mindset fuels creative thinking. When employees have a thirst for new learning, they are more likely to step out of the rat race and discover fresh resources for intricate problems.
- Potential to grow: Employees who love learning have greater growth potential within the company. They will be able to take on additional, new responsibilities and work across skills in line with the growing startup.
- Desire to learn: Generally, candidates who are keen in their circles of interest tend to be curious, humble, and receptive to new ideas. These traits are important for a startup to succeed as they help inculcate a healthy, team-oriented work culture.
- Value over time: Older employees will become more relevant with time, provided they continue to update their skills—because as the company grows, so too must its workforce.
- Resilience and grit: Learning is rarely easy for everyone as it involves overcoming obstacles and pushing through hardships. Individuals who learn tend to be more resilient and are better able to cope with the challenges (and there will definitely be a lot of those in startup life) that being an employee or co-founder for a small tech company throws up.
Startups work mainly on innovation, and they push their limits. Someone who is always ready to learn fits right into this because ideas are not foreign territory for them, and they can add value.
In the tech startup world, the ability and hunger to learn is valued even more than prior knowledge. Maybe even more than experience, someone who loves learning can close the gaps faster and become an important part of your company’s expansion.
Supratim Sircar, Software Engineer, Cisco
VALUE RESILIENCE
Resilience—especially technological—allows us to deliver faster and better, especially when things are not 100% in your favor.
Ravi Baranwal, CTO, LegittAI
GREAT TEAM PLAYERS EXCEL
Running Vimos, I’ve realized that a great team player can often bring more to the table than someone with just a long résumé. One of my favorite hires was a person who didn’t have the most impressive background on paper. However, they were amazing at working with others. They listened, shared ideas, and helped everyone feel involved.
This kind of person helps foster a culture where everyone wants to contribute and support each other—and that makes all the difference.
Randal Hung, CEO, Vimos
QUICK LEARNERS DRIVE PROGRESS
As a tech founder, there’s one trait I value above all else, even more than experience. It’s the ability to learn and adapt quickly.
Here’s why: In the tech world, things change at lightning speed. What’s cutting-edge today might be obsolete tomorrow. Experience is great, but if someone’s stuck in their ways, they’ll get left behind faster than you can say “outdated tech stack.”
I want people who are hungry to learn, who aren’t afraid to dive into new technologies or approaches. Someone who can say, “I don’t know how to do that … yet,” and then figure it out.
This trait is a multiplier. Give me someone who learns fast, and they’ll not only catch up to the experienced folks, they’ll often surpass them. They’re the ones who’ll help push our company forward, who’ll come up with innovative solutions to problems we didn’t even know we had.
Plus, these quick learners tend to be more resilient. When things go sideways (and in a startup, they will), they don’t freak out. They see it as a challenge, an opportunity to learn and grow.
So yeah, experience is nice. But give me a fast learner any day of the week. They’re the ones who’ll help us stay ahead of the curve and crush our competition.
Chris Kirksey, CEO, Direction.com
GROWTH MINDSET OUTPERFORMS
If I had to choose one thing I look for in an employee, even more than experience, it’s a growth mindset. Someone with a growth mindset wants to learn and adapt, which is key for those of us working in the fast-paced tech industry. I’ve seen firsthand how employees with a growth mindset can turn setbacks into stepping stones and come up with innovative solutions. Plus, their positivity and adaptability can inspire the team to push boundaries and create a collaborative and welcoming work environment for everyone. In my experience, someone who is willing to constantly grow and develop will always outpace someone who is stuck in their ways.
Benjamin Rojas, Co-founder, All in One SEO
SPEED FOR EXECUTION MATTERS
As a tech founder, one trait that I value in an employee more than their experience is speed for execution, and here’s why: The ability to quickly adapt and implement changes is crucial. Team members who execute tasks rapidly can pivot and adjust to new information, market demands, and technological advancements more effectively than those who are slower, regardless of their experience.
Speed fosters a culture of innovation. When employees are quick to execute, they can iterate on ideas and prototypes more frequently, leading to faster innovation cycles and the ability to test and refine products or solutions rapidly.
Speed is a significant competitive edge. Being first to market with new features or products can capture market share and set the company apart from competitors who may be bogged down by slower processes. Employees who can execute quickly tend to be more efficient, often finding ways to streamline processes and eliminate unnecessary steps. This efficiency can lead to reduced costs and improved productivity, benefiting the overall organization.
Speed creates momentum, which keeps projects moving forward and maintains a sense of urgency and progress. This momentum can be motivating for the entire team and can help maintain focus and drive toward achieving business goals.
For me, speed for execution is a highly valuable trait in employees, as it enables the company to stay agile, innovative, and competitive in the ever-evolving tech and business landscape.
Devesh Dwivedi, CEO, Higher Valuation
OWNERSHIP OVER EXPERIENCE
One trait I value in an employee more than their experience is their ability to take full ownership.
Without that, corporate personnel would waste one another’s time in emails, chats, and meetings. They keep passing the ball to each other and fear making decisions and being responsible for their outcomes.
But like any relationship, it’s a two-way street and requires work. The employer should have an open mindset and experimentally give a free hand to deserving individuals without micromanaging. It also requires the individual to gain management’s confidence over time that “YES, I can, and I will deliver it.”
Failures might come; again, it is up to the employers to evaluate them based on planning, the intensity of effort, and intent rather than just blasting the individual. Though taking repeated ownership of similar failures by an individual is nonsense; it means something else is seriously flawed.
Various offline and online courses can teach all tech and soft skills, but taking ownership is critical to reaching the VP, director, or CXO level.
Abhinav Gupta, CEO, Concretio
HANDS-ON PROBLEM SOLVING
As a tech founder, one trait I value in an employee more than their experience is a hands-on mentality coupled with a willingness to dive into new challenges and solve problems. In the fast-paced world of technology, adaptability and proactive problem-solving are crucial. Employees who are ready to roll up their sleeves and tackle unfamiliar tasks bring immense value to a startup. This leads to constantly evolving with the industry’s rapid changes.
In our dynamic environment, we often face novel problems that don’t have established solutions. Having team members who are not intimidated by these unknowns but instead embrace them as opportunities to innovate can significantly drive our progress. This hands-on approach means they are willing to experiment, iterate, and learn from failures. They don’t wait for the perfect solution to present itself but take initiative, using available resources to develop and test potential solutions.
Equally important is the ability to communicate challenges effectively. In a startup, the ability to articulate when you are stuck or need assistance is crucial. It ensures that problems are addressed swiftly and efficiently, preventing small issues from escalating into major obstacles. Employees who are open about their difficulties can leverage the collective knowledge and experience of the team. This collaborative approach not only fosters a supportive work environment but also accelerates problem-solving.
Asking for help and being receptive to feedback is a strength, not a weakness. It demonstrates self-awareness and a commitment to personal and professional growth. In my experience, employees who are willing to seek guidance and accept constructive criticism tend to improve rapidly and contribute more significantly to the team’s success. They understand that leveraging the expertise of their colleagues can enhance their own capabilities and lead to better outcomes for the company.
Moreover, this mentality encourages a culture of continuous improvement. When employees are open about their learning processes and share their insights with the team, it creates a rich environment of shared knowledge. This collective learning accelerates the company’s growth and helps build a resilient and versatile team.
Marlon Steele, Founder, on.storage
VISIONARY THINKING LEADS
One trait I value more than experience is visionary thinking. This trait encompasses the ability to think creatively, envision future possibilities, and proactively drive change. Visionary thinkers are not constrained by the status quo; they challenge assumptions and explore new solutions. They bring a dynamic approach to problem-solving, which is crucial in the ever-evolving tech landscape. Their forward-thinking nature helps the company stay ahead of trends, adapt to emerging technologies, and maintain a competitive edge. This mindset fosters a culture of continuous improvement and innovation, driving long-term success.
Henry Massey, Co-founder and CRO, ELORA
INTELLECTUAL CURIOSITY OUTSHINES
In the rapidly evolving tech industry, particularly in AI, I’ve found that intellectual curiosity trumps experience every time. While experience can become outdated overnight, curiosity is a timeless asset that drives innovation and adaptation.
Curious employees are natural learners, constantly absorbing new information and skills without prompting. They question established norms, asking “why?” and “what if?” which often leads to groundbreaking solutions and process improvements.
This trait also fuels creativity. I’ve seen curious minds connect dots others miss, bringing cross-disciplinary insights that result in novel approaches. They’re more resilient too, viewing challenges as puzzles to solve rather than obstacles.
Importantly, curious team members tend to be more empathetic and user-centric. They dig deeper to understand user needs, resulting in products that truly resonate with our audience.
In my years leading AI-driven companies, I’ve consistently seen curious individuals outperform those with more experience but less intellectual drive. They’re the ones who turn challenges into opportunities and push boundaries unprompted.
While experience has its place, in the fast-paced world of tech and AI, I’ll choose a curious mind every time. These are the people who won’t just adapt to the future of work—they’ll actively shape it.
Iwo Szapar, CEO, Remote-how
CREATIVITY FUELS INNOVATION
As a tech founder, one trait I value in an employee more than their experience is their creativity. Creativity encompasses the ability to think outside the box, generate innovative ideas, and approach problems from unique angles. This trait is crucial in our dynamic and innovative field, where individual strengths and perspectives significantly contribute to our collective success.
- Personal growth: Creative employees continuously seek personal growth, understanding their strengths and weaknesses, leveraging their abilities effectively, and seeking improvement.
- Empathy and collaboration: They are often empathetic, making them excellent collaborators who respect the perspectives and ideas of their colleagues, fostering a supportive and inclusive work environment.
- Creativity and innovation: Their creativity leads to innovative solutions and fresh perspectives that drive the company forward.
- Team synergy: Creative employees enhance team synergy by navigating dynamics skillfully, creating a positive atmosphere where everyone feels valued and motivated.
- Conflict resolution: They handle conflicts constructively, seeking solutions that benefit the team.
- Adapting to change: In the fast-paced tech industry, creative employees are adaptable, resilient, and open to change, which is essential for thriving.
- Shared purpose: Creative employees align their personal goals with the company’s mission, understanding how their contributions fit into the larger vision.
- Motivation and drive: Understanding the purpose behind their tasks keeps creative employees motivated and driven, taking ownership of their roles and striving to make meaningful contributions.
- Leadership potential: Creativity is a key trait in leaders. Fostering this trait builds a strong team and cultivates future leaders who can guide the company toward its goals.
In summary, while experience is important, the value of creativity in an employee cannot be overstated. Understanding and harnessing individual strengths, fostering collaboration, and driving a shared sense of purpose are pivotal for success in the tech industry. Creative employees bring out the best in themselves and their colleagues, ultimately propelling the company toward innovation and growth.
Mark Woynarowich, Director of Operations, Cenozon Inc.
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