As our startup concentrated on product development, our team organically expanded to 35 remote members. In March, when our Tech Lead stepped down, I assumed the role. This shift in responsibilities led me to manage the engineering aspect of our product, inadvertently causing a delay in hiring a replacement. Consequently, I found myself increasingly immersed in the Tech Lead role, which in turn reduced my availability for recruitment. This created a bottleneck, affecting not just the hiring process but also other critical areas like product development and operations.

This challenge highlighted the urgent need for our first HR professional. Unfortunately, our initial HR hire did not meet our expectations, resulting in a further two-month delay. I've gathered some valuable insights from this experience, which I'll share in the post.

⌛️ When to Hire?

• An HR professional isn't typically necessary for teams with fewer than 20 members.

• Consider hiring when undergoing certifications like SOC2 or ISO, which demand the establishment of HR policies.

• If you're planning to expand your team by more than 10 people in the next year, it's time to think about bringing in HR.

❗️ The Significance of Your First HR Hire

• For teams under 30, an HR professional may not be essential, but it's a pivotal decision.

• The right HR person will significantly shape your company's culture and values. A misfit, particularly in an early-stage company, can disrupt the desired culture.

• An ideal HR professional navigates the fine line between representing employees to founders and vice versa, a challenging yet crucial balance.

💪 Key Skills to Look For

• Intellectual agility and general smartness.

• Meticulous attention to detail and the ability to establish and adhere to processes.

• Strong empathy to understand and relate to team members.

• A natural curiosity about people, coupled with the ability to read and understand them effectively.

What else should I mention?