Based on the insights from executive coach Matt Mochary, here is a framework for recruiting for a high-growth early-stage startup with 10-20 employees:

1. Define Core Values and Culture:

• Establish the core values that define your company's culture. These will act as a guiding principle for the kind of individuals you want to attract.

2. Create Clear Job Descriptions:

• Write job descriptions that are clear, concise, and include the expectations and responsibilities of the role. Ensure they are aligned with your core values.

3. Source Candidates:

• Look for candidates through your personal network or through your existing team’s networks. Referrals are often a strong source of potential hires.
• Utilize platforms that are relevant to the roles you are hiring for, whether that's LinkedIn, industry-specific job boards, or other professional networks.

4. Implement a Rigorous Interview Process:

• Conduct multiple interviews with a candidate to assess their skills, cultural fit, and alignment with the company's core values.
• Have candidates meet with various team members to get a well-rounded view of their fit within the team.

5. Use Trial Periods:

• Consider implementing trial periods for new hires. This allows both the company and the candidate to assess fit before making a long-term commitment.

6. Provide Training and Onboarding:

• Once a candidate is selected, have a structured onboarding process to integrate them into the company culture and get them up to speed on their responsibilities.

7. Continuously Reflect and Iterate:

• Regularly evaluate your recruiting process. Gather feedback from new hires and the interviewers to improve the process.

By following this framework, an early-stage startup can build a strong foundation for its team, ensuring that new hires are not only skilled but also a good fit for the company's culture and long-term vision.