Forget business models—your team is the real growth engine. Here’s how to hire, keep, and elevate game-changing talent.
The growth of a startup doesn’t just depend on its business model or market strategy. The real key lies in its talent.
Beyond strategies and business models, the key to growth for any company—startup or scaling—is in the hands of its talent: that team that works hard every day to achieve the goals set by leadership.
However, finding this essential piece of the puzzle today is no easy task. At least 61% of companies say they must change their value proposition to attract and retain the talent they need.
This challenge is even greater for startups. Unlike large corporations, startups are just beginning to take off. They must seize opportunities quickly, scale fast, and carve out space in the market.
To understand the magnitude of this challenge, we look at the concept of Employee Lifetime Value (ELTV), which draws an analogy to the marketing concept of Customer Lifetime Value (CLV), but applies it to an employee’s contribution to the company.
In this model, the Y-axis represents performance (the value an employee contributes), and the X-axis represents time within the company.
Understanding ELTV means paying close attention to four key stages:
- Start
- A) Talent Acquisition
This phase includes investment in sourcing and selecting the right candidate. Startups must define clear job criteria, build an attractive employer brand, and offer competitive compensation packages that go beyond salary to include quality-of-life benefits.
Expert Insight:
“Early-stage startups often overlook the power of storytelling when it comes to employer branding. Sharing your mission, culture, and impact authentically can attract top talent who are aligned with your values.” — María González, Head of People at Crehana
- B) Integration
This includes onboarding, training, and early-stage team integration. It’s critical to not only teach new skills but also immerse employees in the company culture and workflows.
Expert Tip:
“Onboarding is more than just paperwork and tools—it’s about connection. Assign mentors or culture buddies to help new hires adapt faster.” — Luis Gutiérrez, Talent Advisor at Vinco
- Maximum Contribution
- A) Development & Growth
Proper onboarding reduces friction. Employees must understand how to work, report, communicate, and manage projects within the organization.
- B) Productivity Peak
This is when employees are fully adapted and consistently contributing value.
- C) Retention
Strategies to keep employees engaged and satisfied are vital. Investment in this stage ensures consistent contributions over time.
- D) Management Role
Managers should provide ongoing development through mentorship, feedback, and opportunities to grow.
Expert Insight:
“Coaching isn’t just for top performers. Regular one-on-ones and feedback loops across all levels help identify friction early and boost loyalty.” — Carlos Rivas, Leadership Coach for Latinx Startups
- E) Wellness
Monitor emotional and physical well-being. Support breaks and encourage disconnection to avoid burnout.
- F) Diverse Teams
Diversity drives innovation. Inclusive teams bring new perspectives and strengthen collective work.
Expert Quote:
“Startups that prioritize inclusion from day one create cultures of belonging that pay off in retention, creativity, and market relevance.” — Ana Méndez, DEI Strategist at HackU
- Decision to Leave
- A) Exit Process
Employee departures come with financial and emotional costs. Replacements require re-training and onboarding.
- B) Legacy
Former employees may still add value through referrals, collaborations, or even returning to the company later.
- C) Exit Management
Leadership should anticipate or facilitate exits and assess the system’s ability to retain talent. HR should conduct exit interviews and learn from each departure.
- D) Success in Support
A startup’s success is tightly linked to talent development and retention. Startups should look at companies like Crehana, Vinco, HackU, and Payflow—platforms that support entrepreneurs in empowering their teams.
In a competitive landscape where speed and innovation are everything, talent is the one asset that can’t be hacked or rushed. Startups that invest in people as intentionally as they do in product or funding are the ones that thrive. From crafting a compelling employer brand to building inclusive, growth-oriented cultures, the smartest startups understand one truth: your talent isn’t just part of the strategy—it is the strategy.
