No, You Don't Want to Hire "The Best Engineers" Key Argument The common startup mantra of wanting to hire "the best engineers" is counterproductive. This mindset leads to unrealistic expectations that delay hiring and hurt the company's progress. Why Hiring "The Best" Is Problematic "Best" engineers demand very high compensation, often more than a startup's entire payroll. They have strong opinions on technical debt and timelines, and expect influence over product decisions. Many have remote job options and prioritize work-life balance. These candidates often don't defer easily to company culture or less experienced founders. The "best" engineers usually have multiple desirable opportunities, so they may not prioritize your startup. The Reality Check Founders often admit the best engineers won't prioritize their company but still maintain hiring criteria that assume otherwise, such as: Preferring early-stage experience. Insisting on in-office presence in expensive locations like the Bay Area. Avoiding candidates who are motivated by salary. Demanding long work hours reflecting a "work hard and play hard" culture. This leads to prolonged hiring periods—often months—with no suitable hires. The Hiring Negotiation Hiring is a negotiation, and startups often behave as if they hold all the cards, which they do not. Startups seek highly competitive candidates but offer conditions that are not competitive. Expecting above-replacement candidates but providing replacement-level offers stalls hiring. What to Do Instead Accept that you need a great, not the best, engineer. Identify which traits are essential and where you're willing to compromise (time, compensation, workplace policy). Understand the cost of waiting months for the perfect hire versus hiring a skilled candidate sooner who can start contributing quickly. The critical question for startups is: "What actually matters today?" Common Excuses and Reality Claiming high standards or a recent funding round doesn't differentiate you enough. The market is saturated with well-funded startups; your company is "just another option" for candidates. Being rigid on hiring criteria delays offers and causes startups to settle for less ideal candidates out of desperation. Summary Trying to hire the "best engineers" is often the enemy of actually hiring great engineers. You will need to be flexible and give up some demands. Time is the most precious resource for startups—delaying hires hurts more than playing it safe. Embrace the startup ethos of speed and experimentation in hiring, not just product development. This realistic approach opens your candidate pool and speeds up growth. Author Background Rachel, Founder/CEO of Otherbranch. Former Head of Product at Triplebyte (YC S15). Advocates for sustainable, ethical startup culture focused on aggressive experimentation without abandoning core values. --- For the full blog and more insights, visit the blog listing.