I’ve been fortunate to know SiMa.ai’s founder, Krishna Rangasayee, since investing in SiMa, a pioneering developer of energy-efficient AI solutions for edge computing. Krishna has consistently impressed me with his discipline and focus, and I'm excited to share his insights through our Founder Docs series. We've created this collection of wisdom from successful entrepreneurs to guide the next generation of founders through the challenges of building a startup.
One of the most critical lessons Krishna emphasizes — and one I wholeheartedly agree with — is the importance of your initial hires. As Krishna puts it, your first 10 employees can make or break your company's future. These early team members will shape your culture and set the foundation for your startup's growth. Given their outsized impact, it's crucial to get these hires right.
In this article, I'll share some of Krishna's key hiring recommendations so you can assemble an unstoppable team.
Make culture the cornerstone
In my discussions with Krishna, one point he consistently talks about is the critical importance of culture in building a startup. As he puts it,
"Culture is the cornerstone of any successful company, and it can't necessarily be taught."
Krishna's approach at SiMa.ai has been to prioritize cultural fit in the hiring process, even as the company has grown and he's become less involved in recruitment. His team has developed a set of core values that serve as a "North Star" during interviews and selection, so each new person they bring on will contribute positively to the work environment.
What I find particularly insightful is Krishna's perspective on the balance between technical skills and cultural fit. He acknowledges the importance of technical proficiency but argues, "At the end of the day, you can teach skills. What you can't teach is how to fit into a culture." This philosophy has led SiMa.ai to make "culture first" the backbone of their hiring process.
Krishna's experience underscores a crucial lesson for founders: While technical expertise is valuable, cultural alignment is indispensable. As he notes, "It's easier to train someone on a new programming language than it is to change how they fundamentally approach work and interact with others."
Look for quiet confidence
Krishna shared with me another fascinating aspect of SiMa.ai's hiring philosophy: the concept of "confident humility." Seeking out this characteristic during the hiring process has been instrumental in shaping their team and culture. As ancient philosopher Lao Tzu once said, “The wise man is one who knows what he does not know.”
"We're not looking for prima donnas or industry-shaking personalities," Krishna explained. Instead, they hire individuals who are self-assured, value teamwork and can recognize their own limitations.
In practice, this means finding candidates who can comfortably discuss their achievements while also being open about their mistakes and learning experiences. Krishna emphasizes the importance of resilience and the understanding that success is rarely an individual effort.
This philosophy has two benefits: It helps build a team of capable, growth-oriented individuals who collaborate effectively, and as Krishna humorously noted, "To be completely honest, it has also helped us avoid hiring jerks."
Hire for the long haul
Krishna also stresses the importance of looking beyond immediate needs when hiring. While it's tempting to focus on filling gaps as fast as possible, Krishna notes that this approach often falls short in the long run, especially for core business and technology roles.
Instead, SiMa.ai prioritizes two types of hires:
- Candidates who can bring valuable experience and stability for the long term.
- Individuals with the potential to grow into their roles and evolve with the company.
"This strategy ensures that we're not just solving today's problems, but also investing in our future success," Krishna explained. It's about building a team that can adapt as the company grows and changes.
What struck me about this strategy is its foresight. While it requires more strategy — and it will force you to slow down when you’re hiring — it builds a team equipped to handle both current challenges and future opportunities. As Krishna put it, "This approach requires more upfront effort in the hiring process, but it pays dividends."
A no-holds-barred look at startup hiring
Krishna’s journey with SiMa.ai hasn't been without its hiring challenges. He’s the first to admit that he’s made some major mistakes in building his team. But to his credit, he is constantly learning from his missteps and refining his approach as he scales the company.
In his Founder Docs, Krishna doesn't just share his triumphs — he openly discusses the hiring pitfalls he's encountered and the valuable lessons he's gleaned from them. These candid insights offer a rare glimpse into the realities of building a startup team, warts and all.
If you're a founder looking to avoid common hiring mistakes and build a stronger team, I strongly recommend diving into Krishna's full collection of Founder Docs.
