Hiring for Your Startup: Sue Kim, Co-Founder of Libbler Gives Advice on Hiring a “Minimum Viable Person”


Sue Kim is co-founder LIBBLER, a cloud-based recruitment platform innovating the way employers identify and attract high potential talent with smart matching technology. She has more than 12 years of experience delivering operational strategy and workforce initiatives, and as part of LIBBLER, she actively advises employers on the best way to manage their people strategies. You can follow them on Twitter @LIBBLER.

The business of people for startups

Having the right people in the right positions is a critical success factor for any business. Strategic hiring requires a true understanding of your business, the skills needed at a given time, and the culture you want to create. This is why in a startup, hiring decisions should be fully owned by the founders.

“Hire slow, fire fast” is a well accepted business mantra. It emphasises that you should be discerning about whom you bring to your core team, and also be quick to act when things are not working out. But can startups really afford to hire slow when there’s smaller window for survival? Would it be wise to fire fast when it’s so difficult to hire in the first place?

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New Asia-Focused Career Development Platform Here to Help Hong Kong Startups Win the War for Talent

LIBBLER founders
Recruitment is a process that any Hong Kong founder has griped about at one point or another. While the struggle to find the right person for your fledgling startup is certainly real, it might have to do with the untapped potential of the local talent pool.

We had a chat with Jean Yoo (pictured right in the top photo), the co-founder of LIBBLER: an Asia-focused career development platform that helps connect employers with young talent. Having met her co-founder Sue Kim at a UBS leadership development program back in 2009, the two women experienced firsthand their organization’s efforts to retain their top employees, but also witnessed the high turnover in the lower rung.

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