Manager, Operations
Recruitment/talent Acquisition, Career Counselling
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Padma K
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I wonder why Indian people fear to join startups. Its reverse in western countries.
I feel following factors contribute -
Lack risk taking ability
Very few has passion to contribute and do something different
Fear with the fact that they need to set up everything in the office
I need help from you guys in letting me know how to attract right talent for start-up companies.
From India, Pune

Dear Idrish Vahora,

It's not fair to substantiate Indian from a Western workmen/ employee. Indeed they are factors apart from one things -

Why does some one join a New or any Start-up company?

when you think that you are ready with the following, then I raise an eyebrow to the question that you prompted:

1. Have you alreday prepared a business plan which you think to execute the entire succeeding year or a quater.

2. Have you decided on the business structure and finalized the legal requirments that has to be stipulated manditorily

3. Have your organized the sufficient capital to pay expenditures until the business becomes profitable

4. Has the workspace requirement is zoning according the business that you've planned for

5. Has your business defined with clients/ customers/ stakeholders/ partners who can financially project the company and analyze the demographics to the market level

6. Have you alreday opened the path to advertising tatics

Having a good busiiness ownership and an opportunity to recruit the resources that suit the job type is important. Do not always expect that every body should approach you. your one-step forward will bestow many rewards.
From India, Visakhapatnam
Greetings !
I agree with Sharmila. If somebody is confident than joining in a new company is far better than joining in a settled company. In a new organisation if it is a higher position he/she can rule from the beginning and also chances to get exposure to so many areas, implement new & own ideas. I think few people are getting that kind of opportunity & those who are accepting the challenge they will be definitely reach to a leading position. In my case after having Seven years of exposure in to Generalist in HR, got an opportunity join in a MNC, when the company's building is in construction Mode. After two years of service now I am Leading around 5 Members Team & Handling Around 150 Employees with full setup.
From India, Kakinada
I am running a startup so I can tell you about what I've seen and felt:


1. Starting up is difficult without money and to get money you need to have an idea, an execution team & a solution to a problem in a large profitable market. Without these no one will fund you.

2. Not enough people have enough money to try new services in India - they prefer to buy brands or trust brands who have the money to build the brand recognition. This is an early stage for our country's startup movement - which is why we are seeing huge investments in deals, ecommerce companies. Even though they are not profitable today - they will be the rulers in the years to come. These are almost certain victories in the long run. Flipkart will be the Amazon in India - no one will do it better.

3. People are still weary of being nice to other people - the tendency of people in our country is to exploit where they see someone giving generously or trying to be fair. This comes from the fact that there is no accountability, people don't have enough (or they think they don't have enough as the disparity of wealth is immense - an example: average people in the US can own an ipad/iphone, but not here) - so there is little to no rewards in being nice to strangers. This is however changing - but the percentage of people who are seeing the benefits of this is probably 1% of the population.


1. The entrepreneurs do not have any support system in place - there are very few veteran entrepreneurs who are providing support to the younger ones. This makes the new entrepreneur weak from the beginning. People can most of the times see that. Plus for any good candidate there are enough options available to work for a large brand.

2. Most businesses are family owned and have been built over years - so they are not really startups. Most of them are actually just retail houses - there's nothing innovative happening there. So the son who just came in may make it feel like a startup but its really not - these organisations have roots and methods which are very difficult to break out of.

3. Startups will be a lot more hard work than traditional companies without any guarantees or job security - that is the common perception, which is probably true. It would always seem better to join and grow in a well established large firm.


1. Early in your career it gives you a lot more exposure - this is an ideal time as you have little to loose.

2. If you find a good entrepreneur - it'll be the best learning experience in terms of immediate exposure to generating ideas and insights. You'll never have such a close relationship with your employer in any large organisation.

3. Most startups provide a lot more flexibility of work hours - but its a trade off for less pay and lack of security. Most people want more money, rather than more time or freedom. But for people who want the flexibility, it's ideal.
From India, Gurgaon
As a start-up myself, I find difficulty in attracting talent as well. This can simply be attributed to:
Those who don't know you, won't join you.
Those who know you, may not want to join you.
Those who want to join you, may have other family concerns.
So, in order to overcome these challenges, America, and other countries, created ecosystems for start-ups, the most notable one being the Silicon Valley.
Hence, those who want to join, can find you; those who know you, may recommend people to you; those who are joining you, can bring their whole families there.
From Malaysia, Kuching
Hi All,
I think there is no risk to join a startup.I would suggest the following benefits one can avail by joining a startup.
A. at junior level
1. you are not going to discard from the company unless and untill the company is down. And if a company is concerned it is not going to close in a month or a year.
2. As an startup there is much more things to learn about.
3. As per the job risk is concerned you are fare enough to switch to some where else.

B. At senior level
1. you are well enough to decide business clients/customers/stake holders, workspace requirement of the company.
2. Get through the capital investment, future prospect and business structure.
Now if you have gone through all these factors then what is the fear to join the company.
From India, Chandigarh
Dear Idrish,
I agree with you but let me tell this from my experience for the last 1 month.I have joined a start up by risking leaving the best bank in not only India but also best in the asian region.But have no regrets at all. We have created a own space and own jd so we are responsible right from day one and have set own targets which is as per our capability.
1 The startup has got an excellent road map ahead for the next 5 years plus
2 The product has got huge scalability
3 Team is excellent all from IIT and IIM
4 Experience wise the toatl team has 70 plus years experience put together.
From India, Mumbai
Hi Idrish
After having worked with some top MNCs' for the past 6 years I have joined a start up now. I feel I am more comfortable than I was in a stable and secure environment. Here I am heading the department and there is so much scope to implement things. I feel good when people appreciate for the work you do. In spite of reporting to the Director and MD of the company I don't feel scared at all in approaching them even for trivial issues. They are friendly with everyone and even though the strength is just 30+ still it's a homely atmosphere with no politics and gossip, thereby making my job quite easy. The entire management team's experience is collectively 50+ plus years with many of them heading the MNC organizations previously in APAC, US and UK regions before starting this company.
From India, Bangalore
Hello Giridhar Alwar,
Glad that you really enjoy your exp in a Start-up.
However, I am not sure if it can be extrapolated or generalized.
I think it depends TOTALLY on individual perceptions & priorities in his/her career--whether he/she wants to be a SMALL fish in a BIG pond OR a BIG fish in a SMALL pond. And, like for every choice one makes, there are bound to be the consequent agonies & ecstasies.
From India, Hyderabad
An employee will not join a startup in India for salary.
Also, the stories of employees becoming rich because of a startup stocks are few in India - and that too at the top management level.
Moreover, startups tend to have undefined processes due to which favoritism, politics and the-guy-closest-to-the-boss-has-his-ears syndrome vitiate the work atmosphere.
In order to attract talent for startup, create a fun and challenging environment with as little politics and as much learning opportunity as possible.
Give them responsibility, give them freedom to experiment (but focus on getting the results), listen to them and eat out together every month or couple of months.
That would go a long way in getting you good people to your startup.
I'd advise against taking a judgemental position right at the start (Indians are risk averse, don't want to do anything cool are greedy for money and hence they don't join startups)
From India, Delhi
Interesting question.
People don't want to startups because:
a) Low salary
b) Unknown company so low CV value
c) Survival risk of the company
d) Long working hours
e) Any upside is usually only for the promoters.
People work in startups mainly for the atmosphere. If you can maintain a positive, energetic environment by giving people freedom (and enforce accountability) - that's a strong plus for certain kind of people. For senior/crucial people, you need to make them partners in company's success by stock options.
Point is - startups are disadvantaged vis-a-vis a bigger company in terms of increased risk and low salary. So, the question is, are you offering your prospective employees something so attractive that they are ready to join despite these drawbacks.
From India, Delhi
Hai all,
Even i am also working with a start-up company as a Sr HR Recruiter-IT.
- And i am agreeing with Mr Ga.Alwar.
- Here No Politics, no gossips.....
- More over little flexibility hours and more work. In start-up companies we can learn work like any thing.... b'coz strength/man power is less... wore is more.
- Coming to CTC part we are paying nicely to my developers.
From India, Bangalore
Hai all,
Even i am also working with a start-up company as a Sr HR Recruiter-IT.
- And i am agreeing with Mr Ga.Alwar.
- Here No Politics, no gossips.....
- More over little flexibility hours and more work. In start-up companies we can learn work like any thing.... b'coz strength/man power is less... wore is more.
- Coming to CTC part we are paying nicely to my developers.
- Less competition, more exposure and GOOD PAY for my Developers:):):)
From India, Bangalore
Dear Idrish, You need to give more details of what you intend starting up for people to guide you.
From United Kingdom
Hi Simhan,
It's been just six months that we have started our company. We have many vacancies in our organization. But we are having difficulties in recruitment. People prefer to work with big MNCs and very few prefer to work with Start Up.
From India, Pune
It's all to do with supply and demand and what you are offering. As yourself the question "If you were in their position, would you join a start up company for peanuts?" It's not just in India that problem is faced; it's world over.
Where are you based and what sort of people are you looking for?
From United Kingdom
The Salary Range that we are offering is pretty high. This is my concern only. Even after offering high salary, why people fear to join start up company.
From India, Pune

IMHO, I think that stressing on the start-up aspect of the organization is where the trouble lies.

The potential hire wants to hear reassurances that salaries are paid on time, that incentives/bonuses are available (in any form) and that the company can sustain for another 6 months to a year, which means enough money is available.

Most founders and that includes me, often stress on the work and work load (every employee rolling up their sleeves and doing it), the fact that salaries are dependent on the employees efforts, which leads to revenue which in turn leads to a salary paid on time and thus the employee being able to pay the home loan.....

I am also mulling over a realization that has dawned, after having dealt with multiple employees agree with you - their ability to take risks!

An average employee we founders try and hire usually has a post grad/MBA or equivalent and has about 3-4 years of work exp in an MNC, usually in a large/global environment. In other words, a safe and steady job which is what our culture demands as a measure of success. Why would the candidate leave that security unless I offer better compensation than the previous/current employer?

I have stopped soliciting candidates with post grad qualifications, preferring to hire an under grad/ a plain vanilla graduate, whose looking to grow, knows opportunities with MNCs have dried up considering the qualification criterion, are usually a little more willing to get their hands dirty and stay for a longer duration.

But then my vertical is different and I can afford to hire under grads or people with inadequate linguistic abilities and a high threshold to multi tasking and if you can afford to do so, try it out - Will be interesting to find out if this model works.
From India, Mumbai
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