Every company needs to hire people, but startups often need to hire faster and in more bulk than any other types of companies. Rapid growth or an influx of investor money might mean that you will need to recruit an entire team of engineers or account executives in one quarter. To avoid errors and damaging results, startups should structure their interview process for each role they're hiring for. This helps build the hiring brand, develops good interview habits, and thoroughly vets candidates. Defining competencies is a crucial step before the actual interview process, where you establish what skills, attributes, and experience the person will need to have in order to reach the objectives set for them. Preparing candidates before they come in for an interview also helps, by explaining areas of competency that each interview session will cover and sending relevant resources. Collecting valuable interview feedback from a group debrief meeting with multiple interviewers can provide invaluable information on the candidate's profile. By applying structure to the hiring process from the start, startups can understand exactly who they need to hire and how to evaluate for the right types of skills, enabling them to set the right expectations in their role.