Hiring isn’t about filling seats—it’s about building momentum. In this NEXUS Masterclass, Lee Tobenas (Founder, Zygo) shares a practical playbook for founder-led recruitment, showing early-stage UK startups how to plan a hiring roadmap, attract talent via social recruiting, choose the right recruiter model, and avoid AI-driven CV/interview pitfalls.
What you’ll learn
- Founder-led recruitment as a competitive advantage: why your first 10–20 hires should be founder-involved.
- Hiring roadmap: plan 3–6–12 months ahead like a product roadmap; define outputs, not job titles.
- Social recruiting for startups: use LinkedIn to build credibility, post value-led updates, and turn culture into a magnet.
- Job advert vs job description: sell the opportunity (ad) vs. list the requirements (JD).
- Recruiter models that work for early-stage teams: contingent (exclusive), retained, embedded, and fractional recruiting.
- Reducing time-to-hire: a fast, fair 3-stage interview process that still hires slow and fires fast.
- AI in recruitment: how to spot AI-written CVs, proxy interviews, deepfakes, and keep interviews human and contextual.
Who this is for
- Bootstrapped, pre-seed and seed-stage founders building their first team in the UK and Europe
- Startup leaders hiring engineering, product, marketing, or sales roles
- Founders weighing freelancers vs full-time or considering fractional/embedded talent
Key takeaways:
- Always be hiring: build a talent pipeline before you “need someone yesterday.”
- Small, high-impact teams > large, mid-tier teams for speed, culture, and fundraising credibility.
- Define outcomes (e.g., “ship MVP with auth, onboarding, billing in 60 days”) to attract the right people.
- Use social proof—good and bad: share wins, lessons, and how you fix customer pain to build trust.
- Stay close to the process even if you use recruiters; set timelines, scorecards, and non-negotiables.
Session outline
- Intro: Johnny Quirk, Head of Community at NEXUS
- Founder-led hiring: why it matters & how to do it
- DIY recruitment + LinkedIn strategy
- Reactive hiring and how it kills traction
- Choosing recruiter models: contingent, retained, embedded, fractional
- AI & recruitment fraud: risk management
- Audience Q&A: “risky startup” offers, freelancers vs full-time, ideal interview stages
About The Speaker:
A specialist in early-stage, founder-led recruitment (bootstrap to seed) with nearly a decade in tech hiring. Lee helps startups access talent via flexible, cash-flow-friendly models and has supported founders with fundraising, first customers, and team design.
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FAQs
Is founder-led recruitment realistic for busy founders?
Yes—especially for your first 10–20 hires. It sets your quality baseline, shapes culture, and boosts investor confidence.
What’s the ideal interview process for startups?
A 3-stage flow: intro conversation → targeted exercise (live where possible) → debrief/final. Keep loops tight and feedback fast.
When should I use a recruiter?
If you lack bandwidth, face scarce talent, or need speed without lowering the bar. Consider retained, embedded, or fractional options for commitment and fit.
How soon should I start hiring for a role?
Plan 3 months ahead (notice periods + sourcing). You can delay a start date—what you can’t do is reclaim lost time.
Ready to level up your hiring?
Join the NEXUS community for masterclasses, office hours, and founder-to-founder support.