Whether you’re leaving the corporate world, switching industries, or hunting for your first role out of uni - breaking into the startup scene can feel exciting, overwhelming, and a little unclear.

We hosted this session to support anyone looking to make that leap.

We were lucky to be joined by Kimberley Gilmour, who’s led people functions at some of Aotearoa’s most iconic startups and now supports early-stage companies as a fractional people partner through her business, Sprinklr NZ.

Here are the key takeaways from the three stages of the journey:

1. Positioning yourself for a startup role
2. Navigating the hiring process
3. Thriving once you’re in
   
   

First, why is startup experience a catalyst for growth?

• You’ll learn faster than you thought possible. Startups move quickly, which means you’re often thrown in the deep end (in the best way). You’ll gain real responsibility early and build skills that would typically take years to acquire in larger organisations.
• You’ll have a real impact. In a startup, you won’t be a small cog; you’ll likely be the wheel. Your work is visible, meaningful, and directly tied to outcomes. You’ll shape not just your role, but the company’s journey too.
• You’ll be part of something that matters. Whether it’s disrupting an industry or solving a pressing problem, startups often rally around bold missions. If you care deeply about impact, this is where you’ll find purpose at work.

Part 1: Positioning yourself for a startup role

How do you stand out, especially if you don’t have startup experience yet?

• Tailor everything. Don’t use one-size-fits-all applications. Research the company, understand their mission, and highlight what connects you to their world.
• Draw the line for them. Help the hiring manager see why you are relevant - even if your background doesn’t look “startup-y.” This is where you can draw from unconventional experiences such as volunteering, travel, passion projects, etc.
• Audit your online presence. Start with the LinkedIn basics - upload a clear, professional photo, update your headline to reflect what you do or want to do, and write a short ‘About’ section in your own voice. Clear out anything outdated or misaligned with where you’re heading.

📝 Tip: If there’s a role you’re keen on, have a look to see if you know someone at the company you can chat with - it always helps to get an inside perspective or a referral. If not, don’t be shy about reaching out to someone who works there. A friendly, genuine message can go a long way - even if it’s just to say you admire their work (e.g. a recent LinkedIn post, or a webinar or conference you heard them speak at).

Part 2: Navigating the hiring process

If you’ve made it past the application process, what can you do to ensure you stand out?

• Show initiative. It’s more than just applying - engage with the brand, comment on their content, or reach out directly to key members of the team.
• Demonstrate your curiosity. During the interview/application process, talk about challenges you’ve solved, pivots you’ve navigated, and what you’re excited to learn. Ask questions about the company to show you’ve deeply considered the mission and journey.
• Admit your weaknesses. Be honest about where you’ll need support, and show that you’re self-aware and proactive in seeking growth.

On the other hand, what signals to a hiring manager that someone is not fit for a role?

• Disinterest in the company’s mission. If there’s no genuine interest in the problem the company is solving, it tends to show, whether in the interview or over time on the job.
• Lacking an ownership mindset. Many startups operate with a “everybody moves the chairs” culture - meaning everyone pitches in beyond their official job description. If a candidate gives off a “that’s not my job” vibe, they’re likely not suited to a startup environment.

How can you evaluate if a job is right for you?

• Don’t be afraid to ask about salary. It’s a fair and important question, just time it right. Bring it up respectfully once you're past the initial stages of the process.
• Get clear on what environment suits you best. Early-stage startups (<15 people) often experience rapid change and require wearing multiple hats. Later-stage companies offer more structure, clearer roles, and defined processes. Try figure out whether the startup fits your strengths, values, and what you need from a workplace.

💡 Tip: What’s The Salary pulls real salary data from Seek job listings, making it easier to benchmark roles and set realistic expectations.

Part 3: Thriving in your first startup role

Once you land the role, what can you do to level up?

• Move with precision. Resist the urge to do everything at once; instead, focus on doing a few things really well. The goal is to build trust - once people know they can rely on you, more opportunities and responsibility will come naturally.
• Pace yourself with intention. Your startup role may be demanding, so be conscious of trade-offs (sleep, work, fitness, friends, etc), and schedule time for rest, movement, and recovery. Staying anchored in your ‘why’ will help you stay motivated through the chaos.
• Be a great managee. Your development is in your hands - so get comfortable taking charge of your growth. Get clear on what excites you, where you want to progress, and have open conversations about it. Managers can support you best when you let them know where you want to head.

🧠 Tip: Read Wes Kao’s 15 principles for managing up for tips around what makes a great managee. It’s a no-fluff guide on how to communicate clearly, build trust, and make your manager’s (and your own) life easier.

Ready to take the next step?

Explore startup opportunities via the IV Jobs Board, or sign up to the Talent Network to be notified of future opportunities that match your skills.

Keen to watch the full session? Find the recording on the IV Resource Hub.

Connect with Laila, here.