All About Hiring: Creator vs. Startup

All About Hiring:

Most creators don’t think of themselves as hiring managers. That’s a mistake. The best creators—the ones who scale their influence into real businesses—figure out that their success depends on assembling great systems and a great team.

Hiring as a Creator has a flare very similar to the hiring practices of early, early-stage startups. It’s a fast, scrappy, and personal. The first hires are seen more like choosing collaborators than employees.

If you’re a creator, your hiring process should reflect the way you work. You’re not just building a team; you’re building a system for making things happen—quickly, creatively, and authentically. And because creators are inherently personal brands, the stakes are higher. The wrong hire doesn’t just waste your time; it can harm your entire reputation.

So how do you hire like a creator? By focusing on what matters most: mission, speed, chemistry, and adaptability.

Mission Over Credentials

Traditional companies love resumes. Creators don’t have that luxury, and it’s just as well—they don’t need it. What you need as a creator is people who believe in your mission. They have to get it. The most important question isn’t “What’s on their resume?” It’s “Do they care about what I’m building?”

The best hires for creators are often fans. They’re already invested in your success. They already know your voice, your style, your audience. You don’t have to explain why you do what you do—they already know. And because they care, they’ll work harder and better than someone who’s just there for the paycheck.

Hire Doers

Creators live in a world of constraints: deadlines, algorithms, budgets. Your team has to thrive in that world. That means hiring people who are not just good at what they do but fast. They don’t get paralyzed by indecision or perfectionism. They make things happen.

One way to test this is to give people small, concrete tasks before you hire them. Need an editor? Ask them to cut a 60-second video from raw footage. Need a social media manager? Ask them to write three tweets and suggest a posting schedule. You’ll quickly see who can deliver and who can’t.

Chemistry Matters

If you’re a creator, you’re probably going to spend a lot of time with your team. That means you need people you actually like working with. This isn’t about hiring your friends—it’s about finding people whose energy matches yours. The best teams feel like extensions of the creator’s personality.

This is why trial periods work so well. Bring someone on for a project or two before you commit. You’ll learn more about how they work—and how well they work with you—in a week than you would in ten interviews.

Speed Over Perfection

Creators don’t have the luxury of a slow hiring process. Trends change fast. Your best opportunity might be a week away. If your team isn’t in place, you’ll miss it.

Don’t wait for the “perfect” hire. Good enough now is better than perfect too late. If someone has the right attitude and basic skills, hire them. You can always adjust later. Remember, the goal isn’t to find the best possible person on paper; it’s to find someone who can help you right now.

Build a Flexible Team

Traditional companies hire for roles. Creators hire for needs. One week, you might need someone to edit videos. The next, you might need them to plan a photoshoot or troubleshoot a livestream. The best creator teams are made up of people who can do more than one thing.

This doesn’t mean you should hire generalists for everything. Some roles—like legal or accounting—require specialists. But for your core team, look for people who can adapt. They’ll make your life easier, and they’ll help you move faster.

Fans Are Your Pipeline

One of the best places to find hires is your own audience. Your fans already understand what you’re building. They’re motivated to help you succeed. And because they’ve followed your journey, they often have insights that even experienced professionals wouldn’t.

Post about job openings on your platforms. Frame it as an opportunity to collaborate rather than just a job. You’ll attract people who already feel connected to what you’re doing—and those are the people who will care the most.

Iterate

You won’t get hiring right the first time. That’s okay. The great thing about being a creator is that you can iterate. Start with freelancers or part-time roles. Test people out on small projects. Learn what works and what doesn’t. Over time, you’ll figure out what kind of team you need—and who belongs on it.

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