Hyper-Growth Tech Startups: Tips and Ideas for Success

Hiring top-tier talent is one of the most important elements of the startup puzzle and yet, it is the hardest thing to get right. Technology is advancing at the speed of light with innovations coming out of every corner, but tech startup hiring practices to employ people that actually bring about these innovations are still in the dark ages.

We are talking hyper-growth when tech startups grow faster than the expected industry growth rate.

The World Economic Forum defines hyper-growth as that phase of startup expansion, where a company maintains an average annual growth rate of at least 40% for more than one year—in simpler terms, it means your startup hit the jackpot and joined the elite league of companies whose growth is skyrocketing!

Consequently, you need to quickly scale your workforce to meet those ambitious targets and meet customer demands. Now, in light of the severe talent crunch faced by the tech industry with every organization vying for the same candidates across job roles like software engineering, developing, data science, etc., how do you aim to make your tech startup hiring strategy stand out from the rest?

Read on 🙂

Challenges of hiring for a hyper-growth startup

Tech startup hiring can be something of a ‘Rush Hour’, the movie experience. Your hiring needs are mostly unplanned, a lot of things are happening at once, and not everybody knows what’s happening!

This is underpinned by quite a few technical hiring challenges like:

1. Working at a startup is considered a risk

Studies show 9 out of 10 startups fail. Understandably, tempting talented candidates to apply for open roles at your organization can be difficult. Added incentives like competitive pay, options for flexible working, or company equity might just do the trick in catching the attention of potential candidates—our yearly Developer Survey brought to fore that 68% of experienced developers can be wooed by a good career path and compensation.

2. Your startup is new and doesn’t have a strong employer brand

Growing companies have to compete for top talent with well-established organizations, as they are relatively unknown, and do not have a strong employer brand to fall back on. You have to be extra smart and do more legwork than others to showcase why your company is a great place to work at.

3. Recruiters need to don several hats

The recruiting expertise required when hiring for an entire company is vast and distinct for each job role. Startups have a limited recruiting team; or just you— and the responsibility of hiring for roles ranging from software developers to customer success managers falls on your shoulders. You would have to familiarize yourself with several profiles for these job roles to bridge the knowledge gap to some extent.

4. Hiring fast might kill your workplace culture

The fast-paced nature of a startup leaves little time to invest in building company culture. When you’re growing quickly, outsourcing your hiring needs may seem like a safe bet but the potential hires may not be a good culture fit. The sweet spot to attracting talented candidates is when they can adapt to the hyper-growth nature of your company as well as align well with the team dynamic.

Also, read: Through The Looking Glass: Hiring For ‘Cultural Fit’ In A Remote World

The significance of actively seeking tech talent

A proactive approach to tech talent acquisition is crucial for several reasons:

For startups in hyper-growth phases, scaling the team quickly and efficiently is vital. Actively seeking talent ensures that the company’s growth is supported by a robust team that can handle increasing demands.
Passive recruitment often limits the talent pool to those actively seeking new opportunities. In contrast, actively seeking talent, especially in underrepresented groups, can diversify the workforce, fostering innovation and creativity.
Engaging actively with potential candidates, even before they apply for a position, helps build a strong employer brand. This proactive engagement can make the company more attractive to top talent.
In tech industries, where competition for skilled talent is fierce, a passive approach might result in losing out on top candidates to competitors. An active search keeps the company competitive in the talent market.
Actively seeking talent can fill positions faster, reducing the time and resources spent on prolonged hiring processes.
By actively seeking candidates, startups can find individuals whose skills and aspirations align closely with the company’s strategic objectives and culture, promoting long-term growth and stability.

Tech startup hiring tips for the hyper-growth stage

To deal with your hiring woes, you have to be intentional about your recruiting strategy. It may be tempting to “hire fast and fire fast” like plenty of tech companies’ hiring cycles that you come across but that can be hurtful in the long run.

Sir Richard Branson, the billionaire entrepreneur, once said, “Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.” Finding the right people to join your team is exactly what tech companies are looking for—an uphill climb, indeed.

On that note, here are 5 tech startup hiring tips that can help you attract and retain top talent:

#1 Plan your hiring timeline

When a tech startup is expanding at a rapid rate, it can be easy to overestimate its hiring requirements. To avoid hiring too many people and then having to let go of a large number of them, you have to accurately evaluate the essential manpower your startup needs. Factor in your employee turnover rate too, before fixing on numbers that will form the foundation for your hyper-growth hiring strategy—an important first step.

The next step would be to decide which positions to fill first—for instance, if you plan to increase your revenue targets, you might need marketing folks onboard before hiring for engineering folks. Break down your hiring plan according to each quarter and the goals you need to achieve so you know which to prioritize first.

#2 Calculate your hiring costs

Now you know which positions to hire for and when to fill them. With these numbers in hand, it’s time to flesh out your recruiting budget. Calculate how much it costs to fill each position—the cost-per-hire metric, which takes into account talent acquisition software expenses, recruiters’ salaries, cost of any hiring events conducted, and so on.

Also, keep track of the time-to-hire metric. When you calculate the amount of time it takes to close a single position, you can use these findings to tweak your hiring strategy—to further reduce the time-to-hire ratio.

#3 Create candidate personas that are startup-centric

Candidates working in a startup require a certain set of skills. They need to put in long hours, take on more responsibilities than is the norm, and be open to the pace of a hyper-growth workplace. Take your time, do the research, and understand what each role requires before building candidate personas that suit all your needs. Focus on both hard and soft skills—a balance between technical knowledge and clear communication is the ideal candidate profile.

Also, read: Ultimate Playbook for Better Hiring

#4 Post your jobs in startup-focused communities

Plastering your job postings on all the job boards out there will not attract the relevant candidates and is cost-intensive too. Focus your efforts on communities that are startup-centric. They consist of exactly the types of candidates you need, who are well-versed with the volatile nature of working for a startup. AngelList, VentureLoop, Startupers are a few job boards that you can target to attract the ideal candidates.

#5 Update your recruitment tech stack

Let technology do the heavy lifting for you—especially when you’re hard-pressed for time and need to hire fast. Your recruitment tech stack should consist of the latest online recruitment software like applicant tracking systems, virtual assessment tools, coding interview tools, and chatbots for better candidate experience.

Applicant tracking systems (ATS) – An ATS helps you cut down your overall time-to-hire for job roles. An added benefit is it enables you to create and nurture a pool of passive candidates that you can call upon in the future—a useful feature when you need to close a role quickly. An ATS can be a simple tool that maintains a digital repository of candidate data to quite complex with various approval levels and AI-enhanced searches.
Virtual assessment tools – Recruitment screening software like pre-employment assessment tests are a godsend for recruiters. You do not have to pour over thousands of resumes manually; instead, test your candidates for skills. A live coding assessment tool like HackerEarth Assessments helps you with an objective evaluation of each candidate, provides detailed reports, and instant feedback—all with minimal technical know-how!
Coding interview tools – The same developer survey showed that 40% of developers preferred to be interviewed on intelligent interview tools that are in-built with code editors and video conferencing. For a fair and objective evaluation of the devs, coding interview tools like FaceCode are the best choice. FaceCode allows you to invite and conduct bias-free coding interviews on a collaborative, real-time code editor that also automates your interview summaries.

Also, read: How Your Tech Stack Can Help You Hire Top Talent

Discover more articles

Gain insights to optimize your developer recruitment process.

Hackathons

Vibe Coding: Shaping the Future of Software

A New Era of Code

Vibe coding is a new method of using natural language prompts and AI tools to generate code. I have seen firsthand that this change makes software more accessible to everyone. In the past, being able to produce functional code was a strong advantage for developers. Today, when code is produced quickly through AI, the true value lies in designing, refining, and optimizing systems. Our role now goes beyond writing code; we must also ensure that our systems remain efficient and reliable.

From Machine Language to Natural Language

I recall the early days when every line of code was written manually. We progressed from machine language to high-level programming, and now we are beginning to interact with our tools using natural language. This development does not only increase speed but also changes how we approach problem solving. Product managers can now create working demos in hours instead of weeks, and founders have a clearer way of pitching their ideas with functional prototypes. It is important for us to rethink our role as developers and focus on architecture and system design rather than simply on typing code.

The Promise and the Pitfalls

I have experienced both sides of vibe coding. In cases where the goal was to build a quick prototype or a simple internal tool, AI-generated code provided impressive results. Teams have been able to test new ideas and validate concepts much faster. However, when it comes to more complex systems that require careful planning and attention to detail, the output from AI can be problematic. I have seen situations where AI produces large volumes of code that become difficult to manage without significant human intervention.

AI-powered coding tools like GitHub Copilot and AWS’s Q Developer have demonstrated significant productivity gains. For instance, at the National Australia Bank, it’s reported that half of the production code is generated by Q Developer, allowing developers to focus on higher-level problem-solving . Similarly, platforms like Lovable enable non-coders to build viable tech businesses using natural language prompts, contributing to a shift where AI-generated code reduces the need for large engineering teams. However, there are challenges. AI-generated code can sometimes be verbose or lack the architectural discipline required for complex systems. While AI can rapidly produce prototypes or simple utilities, building large-scale systems still necessitates experienced engineers to refine and optimize the code.

The Economic Impact

The democratization of code generation is altering the economic landscape of software development. As AI tools become more prevalent, the value of average coding skills may diminish, potentially affecting salaries for entry-level positions. Conversely, developers who excel in system design, architecture, and optimization are likely to see increased demand and compensation.
Seizing the Opportunity

Vibe coding is most beneficial in areas such as rapid prototyping and building simple applications or internal tools. It frees up valuable time that we can then invest in higher-level tasks such as system architecture, security, and user experience. When used in the right context, AI becomes a helpful partner that accelerates the development process without replacing the need for skilled engineers.

This is revolutionizing our craft, much like the shift from machine language to assembly to high-level languages did in the past. AI can churn out code at lightning speed, but remember, “Any fool can write code that a computer can understand. Good programmers write code that humans can understand.” Use AI for rapid prototyping, but it’s your expertise that transforms raw output into robust, scalable software. By honing our skills in design and architecture, we ensure our work remains impactful and enduring. Let’s continue to learn, adapt, and build software that stands the test of time.

Ready to streamline your recruitment process? Get a free demo to explore cutting-edge solutions and resources for your hiring needs.

Tech Assessment

Guide to Conducting Successful System Design Interviews in 2025

What is Systems Design?

Systems Design is an all encompassing term which encapsulates both frontend and backend components harmonized to define the overall architecture of a product.

Designing robust and scalable systems requires a deep understanding of application, architecture and their underlying components like networks, data, interfaces and modules.

Systems Design, in its essence, is a blueprint of how software and applications should work to meet specific goals. The multi-dimensional nature of this discipline makes it open-ended – as there is no single one-size-fits-all solution to a system design problem.

What is a System Design Interview?

Conducting a System Design interview requires recruiters to take an unconventional approach and look beyond right or wrong answers. Recruiters should aim for evaluating a candidate’s ‘systemic thinking’ skills across three key aspects:

How they navigate technical complexity and navigate uncertainty
How they meet expectations of scale, security and speed
How they focus on the bigger picture without losing sight of details

This assessment of the end-to-end thought process and a holistic approach to problem-solving is what the interview should focus on.

What are some common topics for a System Design Interview

System design interview questions are free-form and exploratory in nature where there is no right or best answer to a specific problem statement. Here are some common questions:

How would you approach the design of a social media app or video app?

What are some ways to design a search engine or a ticketing system?

How would you design an API for a payment gateway?

What are some trade-offs and constraints you will consider while designing systems?

What is your rationale for taking a particular approach to problem solving?

Usually, interviewers base the questions depending on the organization, its goals, key competitors and a candidate’s experience level.

For senior roles, the questions tend to focus on assessing the computational thinking, decision making and reasoning ability of a candidate. For entry level job interviews, the questions are designed to test the hard skills required for building a system architecture.

The Difference between a System Design Interview and a Coding Interview

If a coding interview is like a map that takes you from point A to Z – a systems design interview is like a compass which gives you a sense of the right direction.

Here are three key difference between the two:

Coding challenges follow a linear interviewing experience i.e. candidates are given a problem and interaction with recruiters is limited. System design interviews are more lateral and conversational, requiring active participation from interviewers.

Coding interviews or challenges focus on evaluating the technical acumen of a candidate whereas systems design interviews are oriented to assess problem solving and interpersonal skills.

Coding interviews are based on a right/wrong approach with ideal answers to problem statements while a systems design interview focuses on assessing the thought process and the ability to reason from first principles.

How to Conduct an Effective System Design Interview

One common mistake recruiters make is that they approach a system design interview with the expectations and preparation of a typical coding interview.
Here is a four step framework technical recruiters can follow to ensure a seamless and productive interview experience:

Step 1: Understand the subject at hand

Develop an understanding of basics of system design and architecture
Familiarize yourself with commonly asked systems design interview questions
Read about system design case studies for popular applications
Structure the questions and problems by increasing magnitude of difficulty

Step 2: Prepare for the interview

Plan the extent of the topics and scope of discussion in advance
Clearly define the evaluation criteria and communicate expectations
Quantify constraints, inputs, boundaries and assumptions
Establish the broader context and a detailed scope of the exercise

Step 3: Stay actively involved

Ask follow-up questions to challenge a solution
Probe candidates to gauge real-time logical reasoning skills
Make it a conversation and take notes of important pointers and outcomes
Guide candidates with hints and suggestions to steer them in the right direction

Step 4: Be a collaborator

Encourage candidates to explore and consider alternative solutions
Work with the candidate to drill the problem into smaller tasks
Provide context and supporting details to help candidates stay on track
Ask follow-up questions to learn about the candidate’s experience

Technical recruiters and hiring managers should aim for providing an environment of positive reinforcement, actionable feedback and encouragement to candidates.

Evaluation Rubric for Candidates

Facilitate Successful System Design Interview Experiences with FaceCode

FaceCode, HackerEarth’s intuitive and secure platform, empowers recruiters to conduct system design interviews in a live coding environment with HD video chat.

FaceCode comes with an interactive diagram board which makes it easier for interviewers to assess the design thinking skills and conduct communication assessments using a built-in library of diagram based questions.

With FaceCode, you can combine your feedback points with AI-powered insights to generate accurate, data-driven assessment reports in a breeze. Plus, you can access interview recordings and transcripts anytime to recall and trace back the interview experience.

Learn how FaceCode can help you conduct system design interviews and boost your hiring efficiency.

AI Recruiting

How Candidates Use Technology to Cheat in Online Technical Assessments

Impact of Online Assessments in Technical Hiring

In a digitally-native hiring landscape, online assessments have proven to be both a boon and a bane for recruiters and employers.

The ease and efficiency of virtual interviews, take home programming tests and remote coding challenges is transformative. Around 82% of companies use pre-employment assessments as reliable indicators of a candidate's skills and potential.

Online skill assessment tests have been proven to streamline technical hiring and enable recruiters to significantly reduce the time and cost to identify and hire top talent.

In the realm of online assessments, remote assessments have transformed the hiring landscape, boosting the speed and efficiency of screening and evaluating talent. On the flip side, candidates have learned how to use creative methods and AI tools to cheat in tests.

As it turns out, technology that makes hiring easier for recruiters and managers - is also their Achilles' heel.

Cheating in Online Assessments is a High Stakes Problem

With the proliferation of AI in recruitment, the conversation around cheating has come to the forefront, putting recruiters and hiring managers in a bit of a flux.

According to research, nearly 30 to 50 percent of candidates cheat in online assessments for entry level jobs. Even 10% of senior candidates have been reportedly caught cheating.

The problem becomes twofold - if finding the right talent can be a competitive advantage, the consequences of hiring the wrong one can be equally damaging and counter-productive.

As per Forbes, a wrong hire can cost a company around 30% of an employee's salary - not to mention, loss of precious productive hours and morale disruption.

The question that arises is - "Can organizations continue to leverage AI-driven tools for online assessments without compromising on the integrity of their hiring process? "

This article will discuss the common methods candidates use to outsmart online assessments. We will also dive deep into actionable steps that you can take to prevent cheating while delivering a positive candidate experience.

Common Cheating Tactics and How You Can Combat Them

Using ChatGPT and other AI tools to write code
Copy-pasting code using AI-based platforms and online code generators is one of common cheat codes in candidates' books. For tackling technical assessments, candidates conveniently use readily available tools like ChatGPT and GitHub. Using these tools, candidates can easily generate solutions to solve common programming challenges such as:
- Debugging code
- Optimizing existing code
- Writing problem-specific code from scratch
Ways to prevent it
- Enable full-screen mode
- Disable copy-and-paste functionality
- Restrict tab switching outside of code editors
- Use AI to detect code that has been copied and pasted
Enlist external help to complete the assessment

Candidates often seek out someone else to take the assessment on their behalf. In many cases, they also use screen sharing and remote collaboration tools for real-time assistance.

In extreme cases, some candidates might have an off-camera individual present in the same environment for help.

Ways to prevent it
- Verify a candidate using video authentication
- Restrict test access from specific IP addresses
- Use online proctoring by taking snapshots of the candidate periodically
- Use a 360 degree environment scan to ensure no unauthorized individual is present
Using multiple devices at the same time

Candidates attempting to cheat often rely on secondary devices such as a computer, tablet, notebook or a mobile phone hidden from the line of sight of their webcam.

By using multiple devices, candidates can look up information, search for solutions or simply augment their answers.

Ways to prevent it
- Track mouse exit count to detect irregularities
- Detect when a new device or peripheral is connected
- Use network monitoring and scanning to detect any smart devices in proximity
- Conduct a virtual whiteboard interview to monitor movements and gestures
Using remote desktop software and virtual machines

Tech-savvy candidates go to great lengths to cheat. Using virtual machines, candidates can search for answers using a secondary OS while their primary OS is being monitored.

Remote desktop software is another cheating technique which lets candidates give access to a third-person, allowing them to control their device.

With remote desktops, candidates can screen share the test window and use external help.

Ways to prevent it
- Restrict access to virtual machines
- AI-based proctoring for identifying malicious keystrokes
- Use smart browsers to block candidates from using VMs

Future-proof Your Online Assessments With HackerEarth

HackerEarth's AI-powered online proctoring solution is a tested and proven way to outsmart cheating and take preventive measures at the right stage. With HackerEarth's Smart Browser, recruiters can mitigate the threat of cheating and ensure their online assessments are accurate and trustworthy.

Secure, sealed-off testing environment
AI-enabled live test monitoring
Enterprise-grade, industry leading compliance
Built-in features to track, detect and flag cheating attempts

Boost your hiring efficiency and conduct reliable online assessments confidently with HackerEarth's revolutionary Smart Browser.

All You Need To Know About Hiring For Hyper-Growth Tech Startups