Recruitment is one of the biggest challenges for startups and scale-ups, especially when financial resources fluctuate between funding rounds. Whether you’re at Series A or Series D, the ability to attract and retain top talent can make or break your growth trajectory.

I’ve been thinking about this challenge and what this means for the innovative companies that we work with.  It’s usual that an organisation’s hiring aspirations are big, but not always compatible with securing the top talent. However, there are options.

This blog explores how to scale your hiring strategy based on funding levels and alternative solutions to secure the right people at the right time.

Advantages of series A to series D funding

As a company progresses through different funding rounds, it gains increased financial strength, market positioning, and operational scalability. Here’s how each stage influences hiring and business growth:

Increased capital for growth

• Series A: Funds early product development, hiring, and go-to-market strategy.
• Series B: Expands the customer base, enhances product features, and scales sales teams.
• Series C: Enables market expansion, acquisitions, and infrastructure investments.
• Series D: Supports global scaling, strategic partnerships, or prepares for IPO/M&A.

Brand credibility and market trust

• Later-stage funding signals strong business fundamentals.
• Large enterprises and investors feel more confident partnering with a Series D company

Stronger competitive positioning

• Higher capital allows for better talent acquisition, superior R&D, and aggressive marketing.
• Access to partnerships with hyperscalers (AWS, Google Cloud, Microsoft) due to proven scalability.

Better economies of scale

• Lower operational costs per unit due to larger-scale infrastructure investments.
• Optimised supply chain and distribution networks.

Recruitment challenges at different funding stages

Despite increased funding at later stages, companies often struggle to hire top-tier talent. Early-stage startups face even greater hurdles in attracting and affording skilled professionals.

Unrealistic hiring expectations

• Many startups and scale-ups aim to hire senior talent before they have the financial backing to afford them. This leads to prolonged recruitment processes or hiring missteps.

Competing for talent with larger firms

• Series D companies like Cohere can offer competitive salaries, equity, and career growth. Smaller hyperscale startups may struggle to match these benefits.

Security vs. excitement for candidates

• Startups must position themselves as exciting opportunities rather than financial risks. Some candidates are drawn to innovation, while others seek job security.

Leadership involvement in hiring

• Many CEOs and founders manage recruitment alongside business growth, which can lead to inefficiencies and missed opportunities in talent acquisition.

What can do companies and candidates have to consider?

Organisations need to be clear about what they can offer to top talent. Candidates should define their non-negotiables and identify areas where they are open to flexibility.

For companies: crafting an attractive employee proposition

• Equity and flexible compensation packages.
• Specialised roles that provide growth opportunities.
• A strong vision and mission to entice candidates who seek meaningful work.

For candidates: evaluating career opportunities

• What do you prioritise—equity, salary, career growth, or company culture?
• Are you open to joining a high-risk, high-reward startup?
• Would you consider a contract role before committing to a permanent position?

Exploring alternative hiring strategies

There are alternatives to typical permanent hiring strategies. Many companies hire contractors in early stages to access top talent while maintaining flexibility. This allows businesses to scale without the long-term financial commitment of full-time hires.

Contractors are great for growing companies as they provide access to niche skill sets, which is ideal for fixed term projects.  They can bridge a gap while securing funding.  We are seeing many more top AI and tech startup companies hiring contractors before scaling their teams.

Contractors can also be borderless, which can give immediate access to a wider talent pool. Whether you need onshore or offshore talent, we manage global hiring efficiently.

How can we help?

At Aspire Technology, we specialise in helping companies find the right talent at every stage of funding. Whether you’re a startup, scale-up, or established enterprise, we tailor our recruitment strategy to fit your budget and needs.

Our approach to overcoming hiring challenges:

Adapting to funding levels: We find top talent within your budget, ensuring high-quality hires at every stage.
Strategic talent acquisition: We identify professionals who align with your growth plans and funding trajectory.
Proactive headhunting: For smaller, lesser-known companies, we don’t wait for candidates to apply—we find them.

Why work with us?

We are deeply committed to delivering a level of service that is built on quality and communication., We make sure we deliver practical recruitment strategies that give companies options at all funding levels. Along with advice and guidance along the way.

At Aspire Technology, we don’t just fill roles – we build the teams that will drive future innovation.

About Cam Dalziel

Cameron is a recruitment specialist in assembling teams in data, AI, design, and technology across Europe. He engages with top talent and is committed to providing a high quality service that delivers results.

Talk to Cameron about specialist technology contractor roles – cameron.dalziel@aspirerecruitmentgroup.com.