Chasing the Startup Dream? Here’s What No One Tells You About the First Year

Everyone talks about the upside of joining a startup—fast growth, big opportunities, and the chance to build something meaningful.

But what about the reality?

The first year in a startup is a whole different game. And while it can be exciting, it’s also where most people either thrive or bail.

For Candidates: The Benefits & The Challenges

What Works in Your Favour?

✅ Career acceleration – Your role isn’t boxed in. You’ll wear multiple hats and gain experience fast.

✅ Direct impact – No corporate red tape. Your work actually moves the needle.

✅ Equity potential – If the startup succeeds, you could be looking at a big financial upside.

✅ Fast-tracked learning – Startups demand resourcefulness, creativity, and quick decision-making. You’ll develop skills faster than anywhere else.

✅ Close to leadership – You’ll work directly with founders, giving you insights into high-level decision-making.

💡 Pro Tip: Be ready to own problems, not just tasks. If you wait for instructions, you’ll struggle.

What Works Against You?

🚨 Chaos is normal – Processes? SOPs? Forget it. Most of the time, you’ll be figuring things out as you go.

🚨 Job security? Not guaranteed. – Early-stage startups are risky. If funding dries up, so do jobs.

🚨 Compensation can be lower – Startups often can’t match Big Tech salaries, especially early on.

🚨 Long hours – The work-life balance can be brutal, especially in the first year.

🚨 Constant change – What you were hired for might change within months. Adaptability isn’t optional.

💡 Pro Tip: Before joining, ask about funding, runway, and team growth plans. You need to know what you’re walking into.

For Employers: Should You Hire Startup-Minded Talent?

Why They’re a Great Hire

✅ Self-starters – Startup hires don’t wait around. They solve problems without being asked.

✅ Agility & resilience – They’re used to things moving fast, shifting priorities, and dealing with uncertainty.

✅ Passion for building – These employees thrive on innovation and creating something from the ground up.

✅ Cross-functional skills – They can handle multiple roles and pivot as needed.

✅ High ownership mentality – Startups don’t have time for micromanagement. The best hires take full responsibility for their work.

💡 Pro Tip: Look for candidates who’ve thrived in unstructured environments before—whether in startups, freelance roles, or leadership-heavy positions.

Why You Should Think Twice

🚨 Not everyone can handle the uncertainty – Some employees need structure, and that’s okay—but a startup won’t offer it.

🚨 High turnover risk – If they don’t see career progression quickly, they might leave within a year.

🚨 Expectations mismatch – Some candidates join expecting a Silicon Valley dream but get reality instead.

🚨 Limited mentorship – Startups move fast, and formal training is rare. New hires must be self-sufficient.

💡 Pro Tip: Set clear expectations during the hiring process. Be upfront about challenges, compensation, and growth prospects.

Key Considerations for Candidates Moving to a Startup

1️⃣ Understand the risk – Startups aren’t for everyone. Research their funding and runway before jumping in.

2️⃣ Be flexible – Your job title means nothing. You’ll do whatever it takes to help the business grow.

3️⃣ Expect the unexpected – Change is constant. If you hate uncertainty, this isn’t the place for you.

4️⃣ Negotiate wisely – If salary is low, focus on equity, benefits, or future comp adjustments.

💡 Pro Tip: Ask startup founders about their biggest challenges. Their answer will tell you a lot about what your first year will look like.

How EBAS Helps

At EBAS, we connect growth-stage startups with top talent who know what it takes to succeed in high-energy, high-stakes environments.

✅ Tailored job matching – We find startup-ready professionals who thrive in fast-moving roles.

✅ Expectation alignment – We help candidates understand what startup life really looks like.

✅ Scaling support – We work with founders to attract and retain top-tier talent.

If you’re hiring—or making the leap to startup life—let’s talk.