Growth Phase Hiring: Lessons from East Anglia's Fastest-Growing Tech Teams

We've worked with some of the region's fastest-growing tech companies, and the patterns are remarkably consistent. These businesses approach hiring differently – they're more strategic, more proactive, and more focused on building sustainable teams that can scale with their growth.

The first lesson is hiring ahead of demand. Rather than waiting until they're overwhelmed, successful growing companies hire when they can still invest time in onboarding and integration. This means bringing people on board when you're at 80% capacity rather than 120%. It feels counterintuitive when budgets are tight, but it prevents the chaos that comes from reactive hiring.

Leadership investment is another crucial factor. Growing companies prioritise senior hires who can build and manage teams, create processes, and maintain culture during rapid expansion. A strong technical lead or engineering manager hired early can prevent many of the coordination challenges that slow down larger teams.

Cultural protection is equally important. Fast-growing companies are intentional about maintaining their core values and working principles as they scale. They involve existing team members in hiring decisions, clearly articulate their culture to new candidates, and make cultural fit a key criterion for every hire.

These companies also think differently about skills versus potential. They're often willing to hire talented people who can grow into roles rather than insisting on exact experience matches. This approach allows them to access a wider talent pool while building loyalty among team members who see clear development opportunities.

Process investment comes early too. Rather than figuring out workflows after they're struggling, successful growing companies invest in proper project management, code review processes, and communication tools while they're still small enough to implement them easily.

Partnership with recruitment specialists is another common pattern. Growing companies recognise that their internal teams don't have the capacity to handle multiple simultaneous hires while maintaining quality. They work with recruiters who understand their vision and can deliver at pace without compromising on fit.

Planning for retention is built into their approach from the start. They create clear career progression paths, invest in learning and development, and maintain competitive compensation reviews. They understand that losing key people during growth phases can be particularly damaging.

Finally, these companies maintain realistic timelines. They understand that quality hiring takes time and plan their growth accordingly. They'd rather hire the right person a month later than the wrong person immediately.

If you're about to enter a growth phase, these lessons could save you significant challenges down the line – and we can help you put them into action.