How To Find Top Talent As A Start Up Or Small Business | Guest Blog

Mango Marketing
4 days ago
3 min read

Guest Blog Written By Adam Viet, Founder of Big Creek Growth

If you’ve ever tried hiring for your small business, you know it can feel a little intimidating and scary. Big companies seem to have endless resources, in-house recruiters, and fancy perks. Meanwhile, you’re juggling customer calls, payroll, and social media, all while trying to convince a rockstar candidate that yes, they should pick your tiny-but-mighty team over a big-name company.

Even though it may not seem like it, you can absolutely attract top talent as a small business. In fact, your size can actually be your differentiator.

1. Lean Into What Makes You Different

Large corporations might offer cushy benefits, but they often lack what startups and small businesses excel at: flexibility, creativity, and impact.

When you’re small, your hires don’t get lost in layers of bureaucracy. Their work matters immediately. Be sure to highlight that in your job postings and interviews:

“Your ideas won’t sit in a box — you’ll actually get to run with them.”
“We’re flexible about schedules, because we know life happens.”
“You’ll have a seat at the table, not just a cubicle.”

That sense of ownership is something many candidates crave, especially Millennials and Gen Z who want more than just a paycheck.

2. Use Fractional or Freelance Talent

Not ready (or able) to hire full-time? You don’t have to.

Fractional executives and freelancers can be a game-changer for small businesses. A fractional CMO can guide your marketing strategy without the six-figure salary. A freelance copywriter can craft your brand voice without the need for a 40-hour workweek.

At Big Creek Growth, we’ve seen startups thrive by mixing a small core team with fractional leaders and specialized freelancers. It gives you access to high-level expertise without draining your runway.

3. Recruit Beyond the Job Boards

Sure, Indeed and LinkedIn are fine. But the best hires often come from… your network.

Ask fellow founders who they’d recommend.
Post in local community or industry groups.
Connect with talent at coworking spaces, startup events, and even online communities.

Remember: top talent isn’t always actively job-hunting. Sometimes they’re just waiting for the right opportunity to land in their inbox or networking group.

4. Show Off Your Culture (Even if It’s Small)

You might not have an HR department, but you do have a culture. Maybe it’s Friday coffee runs, celebrating small wins, or just the way you show up authentically for your customers.

Don’t hide that! Share it in your job descriptions, your interviews, even on your social channels. The right people will be drawn to the energy you already have.

5. Think Long-Term Fit, Not Just Quick Fix

When you’re small, every hire makes a huge impact. It’s tempting to hire fast just to get help, but slowing down to find the right person pays off tenfold.

Ask yourself:

Will this person grow with us?
Do they buy into our mission?
Can I see them wearing a few different hats as we evolve?

Top talent doesn’t just fill today’s need, they become a key part of tomorrow’s growth.

Final Thought

Hiring as a startup or small business can feel daunting, but it doesn’t have to be. By leaning into your uniqueness, being flexible with talent models, and showing up authentically, you’ll attract the people who aren’t just looking for a job, they’re looking for a mission to be part of.

And those are the hires who help small businesses do big things.

About the Writer

Adam Viet is the founder of Big Creek Growth, a consultancy that helps startups and small businesses grow smarter through AI Strategy, fractional leadership and recruiting. Learn more at Big Creek Growth.