Interview questions to ask startup employees

Getting a business off the ground requires employees who can work hard and be flexible when demands change. Good interview questions can help entrepreneurs find candidates with a good mix of hard and soft skills, motivation and adaptability. 

When hiring employees for a startup, the interview questions to ask should cover behavioral traits, professional experience, role-specific skills, work style and cultural fit. Entrepreneurs can use the questions to assess what strengths candidates can bring to the startup and how they may contribute to the long-term growth of the business.

Before conducting interviews, business owners should define the skills and traits that are applicable to the position. A sales candidate, for example, may need strong communication and persuasion skills, while applicants for an operations role may need to show thoughtful decision-making.

In a startup, employees often wear many hats, especially in the early stages of the business. They may need to handle multiple responsibilities to support business goals or future growth. For this reason, business owners can ask questions about adaptability, flexibility, motivation and multitasking.

Startup interview questions can also address cultural fit. Candidates who believe in the company’s mission and values may be more motivated to devote their time and energy to the startup. At the same time, business owners can look for candidates who bring diverse perspectives and complementary skills to the team.

Behavioral interview questions ask applicants to explain how they’ve handled workplace situations in the past. To answer, candidates may follow the STAR framework, which stands for situation, task, action and result.

Startup employees may face tight deadlines or unexpected problems. This question can show how candidates manage stress and stay focused under pressure.

What to look for in the answer: Candidates should describe the situation and explain how they solved the problem while staying composed. Entrepreneurs can pay attention to responses that mention how candidates prioritized their work, managed their time or recognized when to ask for help.

Responses to this question can show candidates’ self-awareness and ability to take ownership. This question may also reveal how candidates learn and grow from setbacks, which can be valuable qualities in startup employees.

What to look for in the answer: Interviewers should look for candidates to explain the mistake honestly, take responsibility for it, and describe what they did to resolve the issue. The response should include what steps a candidate took to prevent similar problems from happening again.

Founders and entrepreneurs may use interview questions to ask about candidates’ experience and relevant skills. Some of the questions may center on role-specific scenarios, such as asking customer service candidates how they may handle an angry complaint. Depending on the role, interviewers may also ask technical questions, such as:

• How do you review financial reports for potential errors?
• How would you help a user who can’t log in to the system?
• How do you prepare for a sales call with a prospective customer?

Other professional questions can cover how candidates may respond to realistic situations involving time management, resource constraints or decision-making.

An entrepreneur building a core team or a solopreneur hiring their first employee may ask this question to determine how candidates view their potential role in the startup. It can also give interviewers the chance to evaluate how a candidate may adjust to new tasks as the business grows.

What to look for in the answer: Applicants should describe a time when they performed work beyond their core duties and how they handled the additional responsibilities. Interviewers may look for signs of adaptability and initiative.

In small startups, employees may need to manage multiple priorities at once. This question can help interviewers evaluate how candidates manage their time, organize work, make decisions and communicate their progress.

What to look for in the answer: Candidates should clearly explain how they prioritize work to meet deadlines. Their responses may focus on how they assess trade-offs when urgent tasks take precedence and how they communicate those decisions to stakeholders.

In early-stage startups, a few employees may make big decisions about a company’s future. This question can help assess how candidates analyze information and approach decisions.

What to look for in the answer: Interviewers can look for responses in which candidates explain the situation, the options available, the data they consider and how they made the final decision. They may also prioritize responses in which candidates demonstrated innovation or made decisions collaboratively in the best interests of the company.

Questions about the startup and its mission can help business owners assess cultural fit and how well a candidate’s values align with company priorities. They can also reveal what a candidate hopes to contribute to the startup.

Interviewers may ask this question to learn what attracted candidates to the startup or the role. It can reveal how much candidates know about the company’s products, services or goals.

What to look for in the answer: Business owners can listen for references to specific details about the startup, including its business model, customers, mission, values or growth. Responses that convey knowledge of the business can show an applicant who’s prepared for the interview and takes the opportunity seriously.

Many startups welcome fresh ideas from employees. This question can help interviewers assess a candidate’s initiative and willingness to contribute as part of a team.

What to look for in the answer: Entrepreneurs may look for responses that strongly consider customer needs and business priorities. They may also assess candidates’ answers for curiosity, creativity and ambition.

In some startups, team members work together closely, regardless of role or department. Entrepreneurs may use interview questions to ask about candidates’ work style, teamwork skills and leadership potential.

On small teams, conflict can delay work and lower morale. Business owners may ask this question to evaluate how candidates approach conflict and resolve problems before they become major issues.

What to look for in the answer: Candidates should explain the conflict and take accountability for their role. Interviewers may look for responses that show a candidate’s ability to communicate respectfully and collaborate to find solutions.

In startups with remote or hybrid employees, communication can help teams coordinate work and keep projects moving. This question can reveal how candidates share updates and stay connected.

What to look for in the answer: Applicants may share responses about how they communicate in person and online. Business owners may look for answers that show how candidates exchange feedback and support colleagues.

The final interview questions to ask should conclude the discussion and give candidates time to ask their own questions. Business owners can clarify specific details about the role, such as hours, work location and compensation range.

Before finishing the interview, business owners should also explain the next steps and the decision timeline. Knowing what to expect after an interview may improve the candidate’s experience.

It’s also important for entrepreneurs to understand what they cannot ask during an interview. The U.S. Equal Employment Opportunity Commission recommends employers refrain from asking questions about protected characteristics, which include:

• Race
• Color
• Religion
• Sex
• National origin
• Age

For example, asking about a candidate’s age or religious affiliation may lead to potential discrimination complaints.

After conducting interviews, business owners must evaluate candidates in order to select one for the position. To do so, they may use best practices like reviewing interview notes and leveraging consistent criteria, such as evaluation rubrics, to assess candidates objectively.

Knowing what interview questions to ask is essential when hiring startup employees. If you’re interested in entrepreneurship and would like to learn more about business practices, University of Phoenix offers business programs, including the Small Business Management and Entrepreneurship Certificate.