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At Elveo, we love helping people understand founders’ behaviours. Many of us have a flawed view of them, mainly because of TV shows, movies, books… A good founder isn’t just a confident, hard working, charismatic guy. Exceptional founders are so much more than this and it begins with knowing their own limits.
No matter if you’re recruiting a co-founder or an employee or investing in a startup, seeking behaviours is key and helps drive success.

Behaviours drive startups

While building our tool, we’ve chosen behaviours over everything else since they’re at the heart of who we are. Behaviours drive our motivation, dedication, passions, values…
Understanding them is key to knowing which kind of startup a founder will create. Apple wouldn’t be so detail savvy if it weren’t for Steve Jobs and his life-long passion for detail.
Likewise, McDonald’s is known for its efficiency as a fast food precursor and efficiency happens to be an important part of Ray Kroc‘s entrepreneurial type.

It transpires that if Apple or McDonald’s were handled by different people, the two companies we know would look nothing like they do now. What if we had the ability to know how each founder will drive his startup?

Everything starts with people: understanding them should be the first thing to do, especially in the ever changing world of startups.

The biggest bias in recruitment: don’t choose somebody like you

A lot of startups who reads us do their first recruitment. It’s important to understand that naturally, we choose the ones that looks like us. It’s normal and natural, for example, if you’re quite organised, you will look for someone organised too.

But it’s important to know that you’re not recruiting people like you, you’re recruiting people that fits the job and your team. For example, some jobs need a lot of organisation (accountability, law, management…) but others (like communication, development) will need more creativity.
When you’re an organised person, you tend to optimise your time. In order to be creative, you need free time to explore ideas and possibilities.

There is room for everyone and every kind of strength. Keep this in mind when you choose people: why am I really choosing them? Why do I like this person?

An example of this bias

Looking for behaviours first helps understand people and what drives them. When meeting a founder, you may first not think much of them, perhaps because they’re introverted and it’s harder for them to make an impression.

When it comes to results, does the way we see people truly matter? When Elon Musk (introverted Builder founder) speaks at a conferences, are you sold? Does his presence amaze you?
If you hadn’t known him, as he launchedhis first company, would you have invested in him?

That’s why we need to go deep while analysing someone. If we don’t, we may miss incredible founders like Elon Musk. He’s no Steve Jobs, and founders don’t need to run a “Steve Jobs show” when appearing.

It is crucial to let founders be themselves and choose them because they align with the company they want to build.

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