We regularly hear the same complaints about recruiting across all industries: "It is difficult to employ people" and "It is tough to hire engineers." Does this sound familiar?

Because of covid, the Work From Home (WFH) craze has made employment even more difficult and expensive. Prior to WFH, labor was primarily local, and tech businesses did not have to compete with the exorbitant pay of Silicon Valley Big Tech. Because talent may now live anywhere in the world, competition and earnings have soared. So, how can you compete with the Big Tech firms? It is not as difficult as you may assume. Here are your six benefits:

1. Critical Role: Who wants to be a little gear in a gigantic wheel? Some people will seek the protection of a vast, established corporation, the type of person you do not want in your startup. Do not try to persuade these risk-averse individuals; you will lose if you persuade them to join your firm, where they will fail and churn rapidly. Tell the prospect how they may assist in solving complex challenges that no one else has addressed - be precise.

2. Ownership: Every employee should have a stake in the firm. Your objective is to create a fantastic company that provides incredible value to your clients. Prominent and influential organizations generate enormous wealth, particularly for early workers who take the most significant risks. As the owner, you will have a say in strategic choices. Compensation comprises more than money; it also includes equity, a valued asset.

3. Rapid Growth = Greater Opportunity: Most individuals envision linear job progression: "I spend two years doing X, and then I receive a promotion with somewhat more responsibility." You wish to identify people who are interested in non-linear jobs.: "I am going to crush X and then move on to crushing Y.". I constantly informed potential workers that they could have my position as CEO if they were better than me.

4. Entrepreneurship: The "mafia" of successful entrepreneurs creates their businesses. People usually join companies because they want to start their own one day. I guarantee potential workers that the investors and I would be open and honest with them about the startup process. For example, when we obtained a round of funding, I thoroughly explained the procedure, the significance of the term sheets, and how it affects not just the firm but also its ownership.

5. Creating Value: Companies frequently boast about how "we are transforming the world," yet this is trite and frequently incorrect. Most of us concentrate on developing essential items that provide value (you help customers make or save money). Big Tech is under criticism, and I have seen posters on college campuses encouraging students to shun working for these businesses. Nobody wants to work for a firm if they do not believe in its products. Find others who share your enthusiasm for your industry.

6. Talent Priority: Take responsibility for the success of hiring like you would any other important priority. Obsess over and personally participate in the recruitment process to hire efficiently because most early workers are as committed to the founder as they are to the firm itself. Early recruits frequently become culture makers and leaders, so you must do it right. You have successfully sold your vision to consumers and investors, and now it is time to sell it to prospective workers.

Yes, we live in a labor market that is quite competitive. Let me paraphrase Sun Tzu: Do not fight on Big Tech's battlefield of high incomes, comfortable jobs, and security; you will lose. When it comes to hiring, startups have six advantages over Big Tech. Could you make use of them?

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