Best fit hiring maxim ‘square pegs for square holes, round pegs for round holes’ works in mature businesses. Hiring for start-ups is more complex because their vacancies come in odd shapes and evolve as the business grows, necessitating people to adopt cross functional responsibilities and go beyond the brief. Where should start-ups look for employees with drive and the ability to fill positions as they develop?

1. College campuses

Fresh minds are best hired on college campuses. Great talent can be found in the IITs and IIMs, especially now that more students from those premier institutions are seeking jobs in start-ups. However, their remuneration expectations are much higher than those of students from less popular colleges, which can pose a challenge to cash-strapped start-ups. “Tech hires from leading institutes get paid 25 to 30 percent more than hires from lesser known colleges,” says Shripal Gandhi, founder and CEO at Swipe Technologies India.

So, to get sufficient talent onboard for the lowest cost, track down star performers at local colleges as well. Interact with faculty to identify best fit hires. Engage with students. “Student interactions will show people who match the start-up culture. We make it a point to place such finds,” says Nidhika Jain, director, Human Resources, mydala.

Look for students with aptitude and the right attitude. Don’t fixate on skills as those can be taught,” adds Gandhi.

2. Start-up focused hiring agencies

Job platforms on sites like hiree.com, naukri and monster, and some human resources consultants specialise in start-up recruitment. Also, tap entrepreneur forums like TiE and Indian Entrepreneur Club for highly knowledgeable tech talent, suggests Gandhi. Most experienced techies are driven to join start-ups for stock options, which they see as a huge opportunity to generate wealth. “To bring such people onboard, design remuneration packages that combine attractive Employee Stock Ownership Plans (as performance-linked bonuses) with a basic fixed compensation,” says Gandhi.

 3. Referrals

At mydala, referrals are actively sought from both inside and outside the company.

Referrals make sense because those who suggest names are familiar with the company culture and hence, they are more likely to propose good fits,” explains Jain.

For instance, at mydala, it is a custom to set the bar really high. Teams work hard to achieve goals, and party harder when they win. mydala offers an informal environment—no dress code, informal interiors and every employee can directly approach the CEO to discuss an idea. Challenges are aplenty as is learning a daily affair. And truly, the sky is the limit for those with zeal.

“Referees know all this and only send like-minded people our way. Some of our best hires have been smart young people who are looking to gain rich experiences in a short span of time,” adds Jain.