Felix Hong: Why Startup Founders Must Personally Interview to Recruit Top Talent

“Founders and CEOs of startups must personally interview candidates. This decision determines the company’s future success or failure!” Felix Hong, former head of Google Nest Taiwan R&D Center, delivered this crucial message during the Global Innovation and Entrepreneurship Seminar held on November 15 at the Nangang Software Incubator.

This seminar was co-organized by i2i’s long-term partner, Vice President of Might Electronics, Ray Tai, and the Taiwan Global Angels (TGA), with TGA investor Felix Hong as the keynote speaker.

Felix focused on one of the most pressing issues in today’s entrepreneurial landscape: How can startups attract top talent? How do early-stage startups select the right team members and convince top candidates to join?

Building an Effective Interview Process

“For companies with fewer than 50 employees, the CEO or founder should personally conduct interviews,” Felix advised. “This is because company culture plays a pivotal role.”

Felix explained that in the early stages of a startup, the organization often lacks a robust structure or standard operating procedures (SOPs).

Therefore, team cohesion and company culture become critical success factors. These elements can only be effectively communicated and evaluated through direct involvement from the founder or CEO.

Different companies prioritize different values—for example, some focus on being mission-driven, while others emphasize work-life balance. Felix stressed that founders must personally verify these cultural fits to ensure the right hire for the company’s unique needs.

Additionally, selecting the right interviewers is crucial. Companies should conduct an internal review to identify employees who best embody the company’s values and culture to serve as interviewers.

Felix recommended incorporating evidence-based interview techniques, emphasizing the importance of open-ended questions.

“Open-ended questions provide deeper insights into a candidate’s values and adaptability than closed questions ever could,” he said.

Winning Over Top Talent: Vision and Storytelling

“Showcasing your vision and leveraging storytelling are key to attracting exceptional talent,” Felix advised.

He acknowledged that many startup founders are relatively young, with limited professional experience compared to seasoned industry veterans. So, how can they persuade top talent to join their team?

“It’s all about the story,” Felix explained. “Talented individuals resonate with your story and vision.” By attracting those who share your values and are passionate about co-creating the future, founders can build a team driven by shared purpose—often a more powerful motivator than financial rewards.

Can Great Talent Attract More Talent? Not Necessarily.

Felix also highlighted a phenomenon known as the Decreasing Effect in talent selection.

“If a founder hires someone they consider a ‘95 out of 100,’ that person might, in turn, look for someone they rate as a 95,” Felix explained. “Over time, the overall standard may gradually decline.”

This compounding effect can pose risks to team cohesion and even undermine the original company culture. This is another reason why founders should remain actively involved in the hiring process.

Felix emphasized the importance of maintaining a high hiring standard to mitigate the Decreasing Effect. 

However, he acknowledged that this approach comes with its challenges:
“It places significant pressure on the team,” he said.

The high bar for talent might lead to prolonged vacancies, increasing the workload for existing team members. Striking the right balance between maintaining standards and managing team dynamics is a challenge every founder must navigate.

About the Speaker

Felix Hong is a global consultant in technology and innovation with extensive experience in product development and corporate management. He previously served as Engineering Program Manager for the iPod product line at Foxconn, playing a key role in consumer electronics development.

In 2011, Felix became the first employee of Nest in Taiwan, spearheading the development of smart home products. He later served as Head of Google Nest Taiwan R&D Center, where he led teams in driving product innovation.

Since 2020, Felix has transitioned into a career as an angel investor and career consultant, focusing on supporting startup growth. He collaborates with venture capital firms and accelerators both in Taiwan and abroad, sharing his expertise across various fields.