New York — Startup success often depends less on perfect résumés and more on people who thrive in uncertainty. According to Forbes Books author Colin C. Campbell, atypical employees—those with nonlinear backgrounds and varied experiences—frequently outperform traditional hires in the fast‑changing startup environment.
Campbell emphasizes that founders should prioritize transparency from the beginning. By openly sharing the company’s vision and current challenges, startups attract risk‑takers and out‑of‑the‑box thinkers while naturally filtering out those seeking the predictability of a 9‑to‑5 routine. Radical transparency, he argues, builds trust and long‑term loyalty.
Compensation, in this context, extends beyond salary. Recognition, growth opportunities, and respect are equally vital. Atypical employees are often willing to accept lower pay when they believe in the mission. Founders are encouraged to “pay with love” by celebrating small wins, knowing their people personally, and fostering a culture of appreciation.
Ownership is another cornerstone. Providing employees with real stakes in the company’s outcome creates alignment and energy that no salary alone can generate. Campbell cites examples of assistants becoming millionaires and sales representatives evolving into investors, underscoring the transformative power of equity.
Ultimately, the message is clear: words on paper matter far less than actions in the real world. To build a startup story that stands out, founders must hire differently, mold roles to people rather than people to rigid job descriptions, and embrace the unconventional. In doing so, they not only scale their companies but also craft narratives of shared success and resilience.
