Hiring Unconventional Talents: A Game-Changer for Early-Stage Startups
When it comes to building a successful startup, creating a reliable and passionate team is crucial. This is particularly true for early-stage companies that need to scale quickly. Isaiah Granet, CEO and co-founder of Bland, a rapidly growing voice AI company, shares his valuable insights on this topic. In just 10 months, Bland went from pre-seed to Series B, and their team now comprises 75 people. In a conversation with Isabelle Johannessen on the Build Mode podcast, Granet provides tactical advice on how Bland managed to find hidden talent in unlikely places.
Choosing Passion Over Pedigree
Bland, with its founding team being fresh college graduates, interestingly chose their first recruits based on their passion rather than their educational or professional background. Granet shared, “We had been looking for our founding engineer for a very long time. The person we ended up hiring had a few months of work experience at an insurance company in Iowa. And before that, he had been a manager at Taco Bell, and before that at a factory,”. This unique hire was discovered through his GitHub account, which revealed his passion for coding.
Building a Diverse Team
Following this unconventional hiring strategy, Bland started prioritizing individuals who were passionate about their interests and were as young and eager as the company. The team, thus, comprised of individuals from varied backgrounds like philosophy students to beekeepers. These were people outside the conventional tech ecosystem but had a level of obsession that could be directed towards the company’s goals.
Keeping the Team Motivated
As Bland grew over the past year, the leadership team had to learn not only how to hire but also how to keep the team motivated and happy. Granet details how Bland developed a fair pay structure and ensured all early hires understood their fairness.
The Challenges
But this hiring philosophy also has its downsides. Granet pointed out that scrappy talent might lack experience, which would require the company to accommodate employees who may need time to transition into a role. Additionally, scaling this recruiting method, especially at Bland’s growth rate, can be challenging. But, Bland believes in investing time and effort in its employees, expecting them to return the favor by investing their efforts in the company.
Following Instincts and Finding the Right Hiring Model
The founding team can make or break an early-stage startup. Bland’s unique recruiting methods and rapid growth showcase the benefit of finding the right approach to acquiring talent. Granet advises, “I think for the most part, honestly, early-stage startup founders should follow their instincts and everyone finds their own hiring model that works,”.
If you’re a startup with an MVP looking for opportunities, consider applying to Startup Battlefield. TechCrunch Disrupt is also back for 2026, providing a platform for startups and a networking opportunity for founders, venture capitalists, and tech enthusiasts.
Isabelle Johannessen is the host of the Build Mode podcast, which is produced and edited by Maggie Nye. The audience development is led by Morgan Little. Special thanks to the Fonderie and Cheddar video teams for their contributions.
