Early on, HubSpot built its highly-effective support team by hiring employees directly from Apple Stores. They offered a compelling value proposition ('sit down at work') and then used this support team as an internal talent pool to fill roles in sales, customer success, and product, feeding the whole company.

Counter to the adage that "startups shouldn't buy startups," Cursor successfully uses M&A as a core recruiting strategy. They acquire small, talented teams working on complementary problems, viewing acquisitions as a way to onboard the best people who happen to already be working on their own companies.

When building his internal developer tools team at Meta, Adrian's hiring strategy was simple: find talented engineers who were already building similar tools on the side out of passion or necessity. He then offered them the chance to turn that side-hustle into their full-time, high-impact job.

Fintech giant Ramp attributes its early hiring success to building in New York City. Unlike the hyper-competitive, short-tenure culture of Silicon Valley at the time, NYC offered a pool of talented engineers seeking long-term roles. This talent arbitrage allowed Ramp to build a stable, high-quality team and "punch way above its weight."

Eleven Labs bypasses traditional hiring signals by looking for talent based on demonstrated skill. They hired one of their most brilliant researchers, who was working in a call center, after discovering his incredible open-source text-to-speech model. This underscores the value of looking beyond resumes.

According to Terra Industries' founder, defense contracting in Africa is network-based and solution-first, not bureaucratic. This gives startups an edge over incumbents. Success comes from building a working product and conducting live field demos, bypassing the lengthy proposal processes common in the West.

Instead of hiring based on network or general talent, Applied Intuition's founders strategically assessed the biggest technical and knowledge risks facing the company. They then hired their first employees specifically to mitigate those existential threats.

Defense tech startup Terra is building separate manufacturing hubs across Africa instead of a central one. This strategy is driven by the continent's diverse security challenges. Different regions require different hardware—like desert drones for West Africa versus maritime USVs for East Africa—making localized production and expertise essential.

PhonePe de-risked its crucial early hires by exclusively recruiting former colleagues from Flipkart or people who had worked directly with those colleagues. This "homecoming" strategy ensured a high-trust, high-performance team from day one, bypassing traditional interview processes.