Shields Group Search

Shields Group Search is a NYC based executive search firm that works exclusively with Seed-Series C startups. Reach out to [email protected].

[Shields Group Search @shieldssearch]

Technical skills are the baseline. High Agency is the multiplier.
At Seed stage, things break hourly. Don't hire people who wait for orders.
Interviewing:
1. Ask about hitting a dead end alone.
2. Look for "I" over "we".
3. Probe side projects.
#StartupHiring #Founders

[Shields Group Search @shieldssearch]

Counter-offers are a temporary fix. Remind candidates why they started looking. If they stay only for the money, they’ll usually be back on the market within 6 months. #RecruitmentTactics #Negotiation

[Shields Group Search @shieldssearch]

Seed stage founders: Stop hiring 'closers' as your first GTM hire.

You need a playbook-builder, not an operator.

Builders map patterns and iterate fast. Operators expect a system that doesn't exist yet.

Hire for the stage, not the pedigree.

#StartupHiring

[Shields Group Search @shieldssearch]

Your Careers page is a filter.

If it’s too polished and 'corporate,' you're scaring away the builders. Show the mess. Show the challenge.

The best early-stage talent isn't looking for a vacation; they're looking for a mountain to climb. #StartupHiring #GrowthMindset

[Shields Group Search @shieldssearch]

Your Careers page is a filter.

If it’s too polished and 'corporate,' you're scaring away the builders. Show the mess. Show the challenge.

The best early-stage talent isn't looking for a vacation; they're looking for a mountain to climb. #StartupHiring #GrowthMindset

[Shields Group Search @shieldssearch]

Compensation at Seed stage:

If a candidate is optimizing for cash over equity, they probably aren't a 'startup person.'

You want 'owners,' not 'renters.' Renters leave when the market dips. Owners stay to fix the problem. #Equity #StartupJobs #Hiring

[Shields Group Search @shieldssearch]

Looking for 'Zero-to-One' builders? Skip the pedigree. Ask about failures.

The best hires have been in the trenches building from scratch.

Don’t hire a machine operator at the Seed stage. Hire the builder.

#StartupHiring #Hiring #SeedStage

[Shields Group Search @shieldssearch]

Scrappiness > Pedigree.

An 'Elite' background looks good on a deck, but it can be a liability in a Seed startup. If they’re used to a 50-person support team, they’ll suffocate in your chaos.

Find the person who’s done hard things without a safety net. #StartupHiring

[Shields Group Search @shieldssearch]

Hiring your first GTM leader?

Look for someone who is comfortable with ambiguity. They need to build the sales process from the ground up, not just execute an existing one. Look for builders, not just closers. #SalesLeadership #GTMStrategy

[Shields Group Search @shieldssearch]

Hiring for "potential" is a luxury for Series B startups.

At the Seed stage, you need people who have "done it before": or at least something very similar. You don't have the time or resources to train someone from scratch. #SeedStage #HiringTips

[Shields Group Search @shieldssearch]

Your first 10 hires set the ceiling for your company.

At the Seed stage, you don’t need a 'VP of Strategy.' You need a utility player who ships code, answers support tickets, and closes deals.

Hire for utility, not specialized luxury. #StartupHiring #SeedStage

[Shields Group Search @shieldssearch]

Back-channel references are the only ones that matter. Standard refs are curated. Find 2-3 people who worked with them but weren't listed.

Ask: 'Would you hire them again in a heartbeat?' & 'Where did they struggle when things got messy?' #Recruiting #Founders

[Shields Group Search @shieldssearch]

Hiring for 'Slope' vs. 'Y-intercept':

Y-intercept = where they are today.
Slope = how fast they improve.

At a startup, you need high slope. Someone doubling their skills every 6 months quickly outpaces a 'safe' hire who stays static.

#StartupGrowth #HiringTips

[Shields Group Search @shieldssearch]

The Seed stage Salary Trap:

Founders think 3 juniors for $240k beats 1 senior for $200k.

It doesn’t.

Juniors need management, cycles, and a clear roadmap: 3 things you don’t have yet.

Hire the veteran who can ship solo and build the playbook for the Series A juniors.

[Shields Group Search @shieldssearch]

Your Twitter and blog are your best recruiting tools.

Share your thoughts on the industry, the problems you're solving, and the culture you're building. It attracts like-minded talent before you even have a job opening. #EmployerBrand #Sourcing

[Shields Group Search @shieldssearch]

The first 90 days are just as important as the interview process.

A great hire can fail if they aren't onboarded correctly. Set clear expectations, provide the necessary tools, and integrate them into the culture early. #Onboarding #StartupGrowth

[Shields Group Search @shieldssearch]

Your hiring process is your brand.

A messy interview experience signals a messy company. Clean invites, clear expectations, and prompt follow-ups are non-negotiable.

If you can't get the interview right, top talent won't trust you.

#CandidateExperience #Recruiting

[Shields Group Search @shieldssearch]

Stop trying to outbid Big Tech for AI talent. You'll lose.

Instead, sell the mess.

Real builders want the impact of being hire #5, not a cog in a machine. Highlight the hard problems and the technical debt. That's your leverage. Scale with precision.

[Shields Group Search @shieldssearch]

PMF is the signal to scale hiring, not a fundraising round. Hiring before PMF is 'hiring debt.'

Stay lean until you have a repeatable motion. A high-density team out-maneuvers a bloated one every time.

#PMF #Startups #GrowthStrategy

[Shields Group Search @shieldssearch]

Early GTM hires don't just sell: they expose cracks.

If your first sales hire fails, it's rarely a "bad hire" problem. It’s usually a broken process or lack of PMF.

Hire for feedback loops, not just closing. If they can't find the "why," you can't scale the "how."