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How startups attract top talents and retain them

It is clear that a startup that has just made the leap from the garage to its own office can not keep up with established companies in terms of salary. Many job seekers expect such benefits as a supplement to their salary. But what do you actually earn in traditional industries, what in the start-up scene? How do executive salaries differ and what does this mean for employers in the ‘War for Talents’? So that companies can better fit into this field of tension, Gründerszene Karriere has examined and compared the salary structures in startups and corporates in cooperation with The result is findings that are helpful for management and HR professionals of both sizes.

Why startups do not have to compete with corporates

At the first glimpse of the hard facts, a question arises. Can startups even compete with the big ones in talent acquisition? The answer is sobering but should not be a reason for startups to throw in the towel. On the contrary, in smaller and younger companies employees have the opportunity to help shape work processes, take on responsibility early on, and constantly develop themselves. Thus, the opportunities for advancement are completely different than in corporates, in which processes are sometimes less frequently questioned.

In order to reach digital talents startups need to position themselves as an attractive employer as early as possible. Ideally directly with their target group to avoid wastage. In this regard Jobbörse, a part of the largest German language online magazine for the digital economy and startup scene plays an important role. It is a highly specialized point of contact for job seekers who want to face challenges in the digital environment. The team helps companies improve employer branding to find skilled employees.

Published inStartups

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