🔍 Purpose: The goal of this stage is to identify headline risks that might impact the candidate’s ability to move forward in the process. This is not the time for deep dives but rather to surface potential red flags and decide whether they warrant further probing in later conversations.

At this stage, the key risk areas we are trying to mitigate are:

  1. Lack of motivation or misalignment with the role/startup environment
  2. Salary/package misalignment
  3. Likely interview performance issues
  4. Poor cultural fit (e.g., not comfortable with ambiguity, too rigid in work style)
  5. High risk of competing offers/counteroffers leading to drop-off

💡 Key Focus Areas, Questions, and Risk Mitigation

For each question, we’ll provide:

✅ Example Good Answer (Low Risk)

❌ Example Bad Answer (High Risk)

⚠️ Corresponding Risk Factor to Mitigate

1️⃣ Motivation & Readiness

📌 Purpose: Understanding why the candidate is exploring new opportunities and whether their motivations align with the demands of a startup environment.

Question ✅ Good Answer (Low Risk) ❌ Bad Answer (High Risk) ⚠️ Risk Factor to Mitigate
Why are you exploring new opportunities now? “I’ve grown a lot in my current role, but I want to take on more ownership and work in a fast-moving startup where I can have more direct impact.” “I don’t know, just seeing what’s out there.” “I just want more money.” “I don’t get along with my manager.” 🚨 Lack of strong motivation—they may disengage from the process or drop out easily.
What excites you about working in a startup environment? “I love the idea of being in a smaller team where my work has a direct impact. I enjoy solving problems without a rigid structure and collaborating across different functions.” “I like the idea of free lunches and flexible hours.” “I prefer structured environments, but I could make it work.” 🚨 Cultural misalignment—they may struggle with ambiguity, fast pace, or lack of structure.

2️⃣ Salary & Compensation Fit

📌 Purpose: Ensuring salary expectations are aligned with the budget and that the candidate understands startups often compensate with equity rather than high base salaries.