Top tips to land a job in a scale-up

Recently, with the support of Joseph Inbaraj, Tony Kula (Angel Investor), Stefan Fodermeyer, and Svetlana Archakova, we dove into the topic of securing a job in a start-up. That first blog, " Top tips to help land a job in a start-up," explored the unique challenges of applying for small, fast-moving organisations.

Now, we're back with the second instalment in this mini-series, turning the spotlight on scaling companies, or "scale-ups." This time, we've teamed up with two fantastic talent specialists, Astghik Gapoyan, Senior Talent Acquisition Manager and Lily Huang, Head of Talent Acquisition at Applovin, to break down the world of scale-up hiring.

What qualities do hiring teams prioritise during a scaling stage? How can you tailor your resume to give yourself the best shot at landing the role? And are a few common mistakes candidates make when applying to scale-ups? We're answering all these questions to help you navigate the scale-up recruitment process with confidence.

Qualities Hiring Teams Look for in Scaling Organisations

In a scale-up, the hiring game changes. You're no longer in the scrappy, anything-goes phase of a start-up, but you're not quite at the structured and predictable level of a large corporation either. Scale-ups exist in this exciting middle ground, and hiring teams are on the lookout for individuals who can thrive in this dynamic space.

According to Astghik, ideal candidates are those ready for commitment and growth, as scale-ups focus on finding individuals who can help bring stability to the chaos. She emphasises the importance of hiring people who can take ownership of their role and has a background in doing so.

Lily brings attention to how hiring in scale-ups depends heavily on the company’s strategy and vision. Scale-ups are often focused on finding the right person for the right position at the right time, focusing on quality over quantity.

While hard skills remain important, Lily notes that soft skills like adaptability, problem-solving, and resilience are becoming even more critical. She highlighted the need for individuals who are comfortable with uncertainty, can manage changes effectively, and thrive in a fast-paced environment where roles and strategies may shift quickly. Additionally, Lily points out that scale-ups look for candidates who are solution-oriented, proactive, and excited to tackle challenges in this kind of dynamic setting.

Both guests agreed that someone’s ability to grow with the company is a major factor in hiring decisions. Scale-ups look for candidates who can think strategically, solve problems with limited resources, and proactively identify opportunities for improvement, not just within their respective field but across the business. Think someone who can wear multiple hats when needed and who has a "what’s next" mindset, always looking toward the bigger goal and how to achieve it.

Tailoring to stand out when applying to a scale-up

Applying to a scale-up means crafting a resume that will touch upon the small nuances that can help set you apart. It might feel similar to how you will write one for a start-up or corporate organisation but heavily focused toward not just what you’ve done but how you’ll help them grow. The hiring team will want to feel you have the knowledge to do what they require and more to help navigate future unforeseen pitfalls.

Astghik suggests adjusting the tone of your resume to match the company’s. Pay attention to the language in the company’s job descriptions, blogs, or posts, aligning to their tone shows you understand who they are and what they care about.

Scale-ups will also often look for people who can operate at the next level. While you can’t change your experience, you can focus on showcasing the ways you’ve driven growth in previous roles. Highlight how you’ve made impact and done so maybe when you had limited resources at your disposal or where you might have navigated change.

Lily adds diving deeply into your last two roles, especially if you’ve worked in similar environments. These will be the most important and when done right should hold enough content to get who you are across to the team. Back up your achievements with data, like how you improved efficiency or saved costs. Specifics make all the difference, for example ‘streamlined a process, saving 20 hours a month which…COMPANY IMPACT’.

Be intentional with your examples within your resume, where possible show that you’re proactive, results-driven, and able to deliver in tough situations. Lily also agreed with Astghik regarding the tone of the resume. Many scale-ups have clear missions and values, so tailoring your resume to reflect alignment with those is a smart move. Bonus tip: Some application systems scan for soft-skill keywords like ‘ownership’ and ‘adaptability’, so adding soft-skill keywords especially in junior roles can really help you stand out.

Your resume should be more than just a list of accomplishments. It should tell a story of growth, adaptability with real world impact, not just a description of what your job title is.

Common mistakes when applying to scale-ups

One recurring mistake candidates make is not adapting their presentation style to the expectations of a scale-up according to Astghik. The need to align your self-presentation and communication style to reflect the qualities a scale-up favour is fundamental in bridging the gap about if you ‘understand’ their situation or not. Additionally, clearly explaining your reason and motivation for wanting to join a scale-up can make a big difference in your application. Companies just as much as job seekers want to feel understood and heard.

Lily focused on the need self-reflection before even starting any application process. She advises candidates to ask themselves if they’re truly ready for this type of environment, which can be intense especially at junior levels. Scale-ups often have fast-paced and energetic environments, which may come with more defined expectations around office presence and work-life balance. Being upfront about this helps ensure alignment and saves time and energy for all parties

Another common mistake Lily shared is the over generalisation that all workplaces are the same. Candidates coming from start-ups or corporate backgrounds need to understand that scale-ups operate differently, blending aspects of both worlds but with their own unique pace and challenges. Even from one scale-up to another, being able to recognise who is in front of you in terms of where that business is and how you can truly help them will go a very long way within any hiring process.

With the guidance shared by Astghik Gapoyan and Lily Huang, you've hopefully gained insight into elements of the scale-up process that you were not aware of before. The differences between start-up to scale-up to corporate are slight at first glance but deep when you start to peel back the layers. If you have never worked in a scale-up before, you absolutely can in the current market, it’s all about how you present yourself. Take the time to understand the scale-up environment, tailor your approach to align with their expectations, and ensure you’re prepared for the intensity and demands of their fast-paced growth.

A big thank you to both our guests for their support in sharing ideas here and if you’re ready to take your career to the next level and find a dynamic, growing team, don’t wait, explore opportunities to find the right scale-up for you by visiting our jobs page today - I'm Looking for a Job | Peritus Partners

 Peritus Partners is a next generation recruitment team that focuses on blending education, business and community together. Interested to see how we can help find the best talent for your team or interested in finding a new job? Reach out today 😎