askST Jobs: What is working in a start-up like?

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Q: I want to work in a start-up. What do I need to be prepared for?

A: Start-ups offer non-linear learning and growth opportunities compared with larger companies, said Mr Akshay Mendon, who leads the Singapore office of executive search firm EMA Partners.

“While traditional companies will have a well-written job description, in a start-up, the onus is on employees to define their job priorities based on a highly dynamic business model.”

Mr Mendon said start-ups tend to have an extremely fast-paced environment, where decisions are taken quickly, with a corresponding pressure on employees to turn work around quickly.

Compared with employees of established outfits, those at start-ups may be exposed to a broader variety of problem-solving scenarios as well, he noted.

Prospective employees can also expect to have extremely intelligent and driven colleagues, Mr Mendon added.

Start-ups with less fixed job scopes may require all employees to chip in on projects assigned at any given point in time, said Mr Lionel Low, senior client solutions principal for Asean at global consultancy Mercer.

For remuneration, start-up employees can expect more focus on longer-term incentives than fixed pay, said Mr Low.

“This means that employees will require more patience in reaping the fruits of their labour in the long term rather than the short term. This is especially so if the start-up is working towards getting acquired.”

These longer-term incentives include share equity, which Mr Mendon noted could present a “massive wealth creation opportunity” if the start-up succeeds.

Employees would also be able to interact with the company leadership more directly.

The potential downsides of working in a start-up include basic, or even almost non-existent, human resource processes.

The intense work culture could also lead to extremely long working hours.

Some start-ups may also be toxic and abrasive workplaces, due to growing pains and a lack of guidelines on what constitutes appropriate workplace behaviour, said Mr Mendon.

“We have heard examples of internal meetings where extremely inappropriate language is used, and people are being screamed at. It’s not for the faint of heart,” he said.

Highly creative individuals who are eager to solve problems would be best suited for work in a start-up, he added.

The ability to remain unflappable when faced with an abrasive culture is also important, as is the ability to embrace constant change.

To assess whether a start-up is a good employer, job seekers can start by connecting with existing employees over professional networking platform LinkedIn or via personal connections.

The business model of the start-up should both personally appeal to the job seeker, and solve a real problem, which is a key predictor of a start-up’s survival, noted Mr Mendon.

He also advised candidates to do research on the start-up’s founder.

“In most cases, the personality of the founder is imprinted on how the company operates,” he said, citing electric vehicle manufacturer Tesla and its larger-than-life founder, Mr Elon Musk, as an example.

“Based on this, you will also understand what the work culture could be, and if it suits your palate.”

He added: “Use social media platforms like LinkedIn, Glassdoor or (career discussion board) Blind to get some information on culture and employee turnover.”

Have a question? Send it to

askst@sph.com.sg

Correction note: This article has been edited for accuracy.