“Hire Fast, Fire Fast” – Another Startup Cliché

The startup world is full of rules of thumb that sound impressive but are often highly overrated. Such a cliché is the “Hire fast, fire fast” concept – the idea that speed is everything when building a team. It sounds dynamic, aligns with the “move fast and break things” mentality, but… does it actually work? In fact startups that blindly follow this approach may end up trapped in an endless cycle of hiring and firing instead of actually building a team that delivers results.

Why Is “Hire Fast, Fire Fast” a Bad Approach?

High turnover is costly.

Startups operate with limited resources. Every poor hiring decision costs time, energy, and money — resources that could have been used to scale the business. If you are constantly replacing employees, you’re not scaling—you’re stuck in a loop, endlessly training new people.

It creates organisational chaos.

Hiring in a rush usually means there’s no structured hiring process. Many startups focus on filling roles quickly instead of making sure they hire the right person for the job. The result? Mismatched expectations, cultural misalignment, and the need to fire fast.

Lack of proper onboarding undermines the right candidates.

It takes time to adapt to a new environment, especially when it lacks processes, clear communication lines and the whole knowledge resides in the Founders’ heads. Sometimes employees aren’t meeting expectations and you keep firing them because you don’t give them the right introduction to the job. The problem may not be the people — the problem may be your onboarding process.

Building a strong team requires strategy, not knee-jerk decisions.

Startups don’t need random hires. They need people who align with the company’s goals, strategy, culture, structure and the way of working — people who bring real value and create a competitive edge. Instead of “hire fast, fire fast”, I propose a more balanced approach.

 A More Balanced Approach to Hiring in Startups

Hire quickly, but hire wisely. Just because startups need to move fast doesn’t mean they should hire anyone, as quickly as possible. Speed should come from a well-designed recruitment process, not desperation. Smart hiring means:

• Hiring only when you have a clear understanding of who you need and why.
• Streamlining hiring processes without sacrificing quality.
• Clearly defining roles and expectations before the recruitment process starts.

Fire when necessary, but avoid systemic turnover. Sometimes, people don’t work out – that’s normal. But if you find yourself constantly replacing employees, the real issue is your hiring and management process, not the people themselves. Before deciding to let someone go, ask yourself:

• Did they have clear goals and KPIs?
• Were they given the necessary support and onboarding?
• Is the issue related to skills, cultural fit, or unrealistic expectations?

Onboarding is the key to success

Even the best hire will struggle without proper onboarding. Failing to integrate new team members effectively is the fastest way to turn a good hire into a “bad fit.” Building a team should be an investment, not a cost, so start hiring with a well structured approach.

A Smart Hiring Framework for Startups

1. Hiring Plan

Before opening a new role, ask yourself: Do we truly need this role right now? What specific problem will this person solve? Will we need this role in the future? How will this role evolve? Could this function be outsourced in the short term?

2. Defining the Role Clearly

Each role should have: A clear set of responsibilities and expected outcomes. Not just required skills, but also cultural and behavioural fit. KPIs to measure success.

3. Smart, Fast Recruitment

Startups can’t afford long, inefficient hiring processes, but “fast” shouldn’t mean reckless. Optimise recruitment, but don’t skip key steps (e.g., case studies, team interviews).

Look for people who can thrive in a startup’s fast-paced, evolving environment which requires a lot of independence and self-awareness in the role.

4. Effective Onboarding

New hires don’t become productive overnight – support them: Set clear expectations and KPIs from day one. Assign an onboarding buddy. Monitor progress in the first 30, 60, and 90 days.

5. Thoughtful, Not Reactive Decisions

If someone is not delivering, act upon this, but first, ask yourself: Were expectations clear? Did they have the tools and time to succeed? Was the role assignment done properly?

Last but not least

If someone is not delivering, the issue may be either with the person or with the organization, or both. Think twice and ask yourself as a manager: Do you have clear workflows and processes in your startup? Do they align with your strategy? Does your structure align with the processes and strategy? Do you have effective role descriptions in your structure?

Final Thoughts

“Hire fast, fire fast” is just another startup myth—one that can lead to unnecessary churn and wasted resources. Startups that hire wisely, onboard effectively, and develop talent strategically have a far better chance of scaling successfully.