Hiring and Culture Mistakes

Mistake #10: Competing on Salary Alone

The Mistake: Trying to match FAANG salaries without considering total value proposition.

Why It Fails: - Unsustainable burn rate - Attracts wrong motivations - Ignores French values - Creates internal inequity - Misses other differentiators

Real Example: A startup tried to match Google salaries to hire senior engineers. They attracted mercenary talent that left within a year when equity didn't materialize quickly.

How to Avoid: - Build complete value proposition - Emphasize mission and impact - Offer meaningful equity - Create great culture - Focus on work-life balance

Winning Compensation Strategy: - Competitive but not highest base - Generous equity with education - Flexible work arrangements - Learning and development budget - Strong team and culture - Clear growth path

Mistake #11: Neglecting Onboarding

The Mistake: Throwing new hires into work without proper onboarding, leading to poor integration and early turnover.

Cost of Poor Onboarding: - 3-6 month ramp time vs 1-2 - 25% first-year turnover - Lower productivity - Cultural misalignment - Knowledge silos

Real Example: A fast-growing fintech had 40% turnover in first year. Exit interviews revealed poor onboarding as primary factor. Implementing structured program reduced turnover to 10%.

How to Avoid: - Create onboarding playbook - Assign dedicated buddy - Set 30/60/90 day goals - Regular check-ins - Gather feedback and iterate

Onboarding Checklist: - [ ] Pre-arrival setup complete - [ ] Day 1 welcome and orientation - [ ] Week 1 training plan - [ ] First project assigned - [ ] 30-day review scheduled - [ ] Cultural integration activities

Mistake #12: Ignoring Cultural Differences

The Mistake: Forcing Silicon Valley culture onto French teams or ignoring international team members' needs.

Cultural Clashes: - Expecting 60-hour weeks - Ignoring August vacations - All-English environment - Dismissing work-life balance - Top-down management style

Real Example: A US founder insisted on 9am daily standups and weekend hackathons. Lost 3 senior engineers in 6 months. Adapting to French norms improved retention dramatically.

How to Avoid: - Respect local work culture - Build inclusive environment - Allow cultural adaptation - Celebrate differences - Find middle ground

Building Inclusive Culture: 1. Multi-language communication when needed 2. Respect for different working styles 3. Flexible holiday policies 4. Cultural awareness training 5. Regular team feedback