In April 2017, Forbes released an article by Geoff Donaker (of Yelp), entitled, “5 Questions to Ask Yourself Before Joining a Start-up”. It gave an excellent personal insight into the questions any candidate should be asking themselves when trying to manage their doubts about joining a company that is by no means guaranteed to take off or succeed in the long run.
In the article, he gives rise to questions such as “Can you afford it financially?” with the idea that you can get a higher salary and better perks and benefits elsewhere, as well as “Are you interested in their mission or product?” and “Do you hit it off with the founders?” All are very valid questions that candidates should be asking themselves; however, they seem to be coming from a very reserved and somewhat negative perspective.
This blog aims to shed some light on the many benefits and positive considerations that candidates should realise when joining any young start-up organisation.
Career/personal development
Start-up organisations can offer a much greater exposure to all areas of a business which will enhance the skill set of any junior/mid-level candidates. With a naturally flatter management structure, you will gain access to key decision-making responsibility when it comes to whatever projects or departments you are operating in. For example, a Junior UX Designer that joins a young company of circa 20 staff will report directly to Creative Lead or Senior Product personnel. Alternatively, in a big multinational organisation, they could report to a UX Designer, who reports to a Head of UX, who reports to a Head of Design, and so on and so forth.
Key learnings and personal growth come a lot easier when you are thrown in the deep end and able to use your own creative thinking as opposed to when a brief is passed down through three layers of middle management before it gets to you. The more decision-making responsibility you have the better you can flourish.
Naturally collaborative?
Within a young and growing start-up, cross-functional collaboration is vital to the success of the organisation. Any successful start-up stems from its people and if you have a motivated and excited team of like-minded individuals working together, you are a lot more likely to reach your goals.
Start-ups offer the chance for junior/mid-level staff to be on first name terms with company directors and senior management. In multinationals, you can often be seen as a small cog in a very big wheel. However, within a start-up organisation, you are relied on a lot more. This direct access to experienced business leaders means that you can learn from the experts who have more than likely been where you are and worn the t-shirt.
The excitement factor!
Some people are enthused by the thoughts of the unknown and what could be. The excitement factor kicks in when asking questions such as “Imagine this really took off”. If you are still on board after considering Geoff Donaker’s questions around believing in the product, getting along with the founders, trusting in their mission, etc., then you should start to experience the excitement factor about the future prospects of the organisation and your role in it.
The obvious benefits include getting in with growing companies nice and early so that you grow in position and in skills with them as they do. You are far more likely to grow up through the ranks in a young growing company than you would be within a larger company with layers of management. As well as career and skill progression opportunities, you may also have the benefits of skin in the game or share options which in the long run, may be a lot more beneficial to you financially than the €2k drop in salary that you took when deciding to join the company.
So many non-tangible perks and benefits
Start-ups generally fall short of multinationals and larger organisations when we talk about tangible perks and benefits i.e. health insurance, pension, dental, bonuses, etc. However, other non-tangible benefits are usually not realised when decisions are being made by candidates.
Start-up companies naturally have a lot more flexibility around work/life balance and busy schedules. They offer much greater opportunities to gain the trust of your line manager and directors, as opposed to larger companies with “one-size, fits all” policies and procedures for all employees in the business. This can lead to greater ease when discussing possibilities of early/late starts or finishes to comply with busy life schedules as well as elements of remote working being introduced if needs be. If they know you have a vested interest in the business and can see your benefit to the company on a daily basis, then these decisions and opportunities become a lot easier to determine in comparison to being one employee of 1000 that is seemingly looking for special treatment within a large corporation. While you may not have access to the free canteens or on-site massages, your flexible and healthy work-life balance suggests that you won’t need them.
So, if you are deliberating between joining a large organisation or a start-up, be sure to ask all the questions that Donaker suggests. It is important that you consider any potential pitfalls when you are making a career choice, but also fully research all the potential benefits for your personal life and career growth when joining an exciting new start-up venture.
If you are naturally collaborative, enjoy working in a team, excited by fresh challenges and fast-tracked career development and growth opportunities, and would prefer a more flexible work/life balance, then an opportunity with a start-up company is something that you should certainly consider! Check out ourjob opportunitiesregularly for new openings
