How Your Recruitment Strategy Should Evolve with Your Funding Stage

The hiring playbook for an AI or Data startup shifts dramatically as you move through funding rounds. What worked when you were bootstrapped or in your early seed phase won’t cut it when scaling toward Series B and beyond. The challenge? Balancing agility with the need for structure, all while competing with tech giants for the best talent.

At Olivi Growth, we’ve worked with startups at every stage, helping them build investment-ready teams that fuel hypergrowth. Here’s how hiring strategies evolve as funding rounds progress.

Pre-Seed to Series A: Hands-On Builders First

At the start of a company’s journey, hiring is about survival. Most early-stage AI and Data startups can’t afford large teams, so they prioritize generalists, engineers and data scientists who can wear multiple hats. A single hire might be coding in the morning, managing product roadmaps in the afternoon, and pitching in investor meetings by evening.

At this stage, every hire must be hands-on, even at the leadership level. Since the team is still small, founders need people who aren’t just strategic thinkers but builders, ready to get their hands dirty and drive the product forward. Startups need talent that thrives in ambiguity, is deeply invested in the mission, and is willing to build something groundbreaking from the ground up. Hiring is often driven by personal networks, founder referrals, and a compelling vision.

Series B: Scaling with Specialization

By Series B, the game changes. Investors are now scrutinizing your ability to execute at scale, and that means bringing in specialists. Dedicated teams for AI, Data Engineering, and MLOps become critical to refining the product and preparing for growth.

This is where startups start competing with big tech for top-tier talent—and need to get creative. Offering meaningful equity, leveraging the excitement of working on cutting-edge projects, and maintaining a strong culture of innovation become key hiring strategies. Many startups at this stage turn to specialized recruiters to shorten hiring timelines and gain access to high-caliber talent.

Series C & Beyond: Leadership, Structure & Retention

Once a startup secures Series C funding, the focus isn’t just on hiring, it’s on hiring the right leaders and keeping the talent that got you here. Startups begin competing directly with major players, not just for engineers but for experienced executives who can drive growth at scale.

This means:

• Employer Branding Matters More Than Ever – You’re no longer just selling the mission; you’re selling career stability, long-term impact, and industry leadership.
• Bringing in People Who Can Add Structure – Startups in later stages need talent that not only executes but also builds efficient processes, ensuring scalability without slowing innovation.
• Strategic Recruitment Partnerships Are Essential – The stakes are higher, and hiring mistakes become costly. Many companies at this stage work with specialized recruiters to ensure they attract and retain the best talent.

Every funding round brings new hiring challenges, but one thing remains constant: people build the business. Whether you’re assembling a founding team, scaling your AI and Data teams, or bringing in leadership to support structured growth, your recruitment strategy needs to evolve with your company’s growth.

At Olivi Growth, we help AI and Data-driven startups build teams that investors can’t ignore. If you’re gearing up for your next funding round, let’s talk about your hiring strategy.