Don't ask if a candidate *can* do the job; ask them to envision a scenario in 90 days where they have failed to meet expectations. This forces them to honestly assess if they *want* the daily realities of the role, leading to better self-selection and preventing costly mis-hires.
A candidate's prior experience in a startup doesn't mean they want to repeat it. Leaders must probe whether the candidate currently has the appetite for early-stage challenges, like an imperfect product, as past accomplishments are not a proxy for present motivation.
In a startup's early days, the product is still evolving. The first sales hires aren't just selling; they are a critical feedback loop to the business. They must be adept at gathering unfiltered customer feedback and communicating it internally to shape the product roadmap.