How Startup Founders Should Be Hiring Their C-Suite: From Handy Founder Oisin Hanrahan

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6 min read

Hanrahan discusses the pitfalls that startups face in hiring for leadership roles, and what he wishes he’d known earlier as a founder. Handy raised $110 million and was acquired by ANGI Homeservices, a $4 billion company, last year. 

 

Plenty of executives hail the importance a strong culture, but it takes firsthand experience building a startup from scratch to understand how culture permeates everything from hiring to decision-making. 

Oisin Hanrahan saw this up close in co-founding and scaling Handy, a marketplace for home cleaners, repairmen and other household services. Within a few short years, Handy raised $110 million and gained widespread recognition as a consumer brand. In using Handy, customers can hire household services at the click of a button, and professionals have a new place to connect with clients. 

Hanrahan, along with co-founder and then-roommate Umang Dua, began working on Handy while a student at Harvard Business School. But the idea wasn’t an immediate hit among investors. When they set out to raise money in 2012, the notion of a marketplace for household services was met with a good deal of skepticism. 

“When we first raised capital, the number one pushback we got was: I don’t think people are going to go online and book services at the touch of a button and trust someone going to their home,” Hanrahan recalls. 

Those doubts were ultimately proven unfounded. Determined that Handy would be a success, Hanrahan dropped out of Harvard Business School to dedicate himself full-time to building the platform. He wasn’t a first-time entrepreneur — he started his first company, a real estate development firm called Clearwater Group, at 19 — and he saw a major shift in consumer behavior underway. Handy was part of a wave of online marketplaces — Uber, Airbnb and others were also gaining steam during that time — that wound up remaking the way consumers hire services, whether it’s booking a car or a plumber. 

Handy was part of a wave of online marketplaces — Uber, Airbnb and others were also gaining steam during that time — that wound up remaking the way consumers hire services, whether it’s booking a car or a plumber. @oisinhanrahan

Handy was acquired by IAC-owned ANGI Homeservices, a $4 billion company, in October 2018. Hanrahan recently assumed the role of Chief Product Officer at ANGI, where he’s tasked with transforming the company’s 12 brands, which do $1.1 billion in annual revenue.

“If you do this right, you’ll take a journey that should take 15 or 20 years. If you’re running a venture-backed company, you’re going to compress that whole journey down to 5, 6, 7, maybe 8,” Hanrahan says. “And if you do all the unexpected things that would normally happen over 10 or 15 years, it’ll happen in 5 or 7 years. So you’ve got to almost expect the unexpected and be okay with it, because it’s normal if you’re operating at a really fast pace.” 

“You’ve got to almost expect the unexpected and be okay with it, because it’s normal if you’re operating at a really fast pace.” @oisinhanrahan 

If it’s typical to operate at lightning speed as a startup founder, then it’s critical to establish a culture that can meet those demands early on. It’s common for startups to encounter difficulties in hiring for the C-suite, however. Some level of trial and error is inevitable, and Handy was no different. 

“When we first went out looking to bring on more seasoned executives onto the leadership team, it was a challenge for us; we weren’t quite sure what the fit profile was and weren’t quite sure what we were looking for,” Hanrahan says. 

Now, he advises founders to establish a consistent set of criteria that applies across the whole organization, whether you’re hiring at the executive level or for other roles. In Handy’s case, Hanrahan and the leadership team sought out people who are smart and hardworking — no-brainers for any company seeking to hire — but who were also open to compromise and collaborative thinking in determining the best path forward. 

“We’re looking for people who are incredibly analytical, who work smart, who work hard, and we’re looking for people who want to win, and who appreciate that what we’re doing helps customers and helps professionals,” he said. “Lastly, which is particularly important on the leadership team: We’re looking for people who are not super wedded to their own idea as being the best idea.”

“Building any company can take years — but startup founders must balance long-term goals with shorter-term thinking that complements the pace at which the startup operates,” Hanrahan adds. 

“I think one of the mistakes that early founders make is falling into the trap of: Oh my goodness, what do I need two years, three years, five years out?” he says. 

A better approach — particularly for executive-level hires tasked with executing the startup’s vision— is determining at the outset what the person “needs to do in the first 90 days and in the first 12 months to be incredibly successful in their role,” according to Hanrahan.

If a hire isn’t successful in the first three months to a year, it’s unlikely that they will succeed over a span of years, Hanrahan added. By nature, fast-growing startups can’t tolerate candidates who will flounder for a year or more before finding their way. And founders must consider what’s a reasonable time frame for a hire to “scale” into the role. That may vary a bit, depending on what stage a startup is in, but successful startup founders will hire with the awareness that it’s a totally different cadence than a larger, more established organization. 

“If you hire someone who’s been with their organization for 10, 15, or 20 years, and they’re a seasoned executive at a Fortune 500 company, the timeline to be successful in an organization like that is much longer than the timeline to be successful in a Seed Stage or a Series A startup,” Hanrahan points out. “It’s an important cultural gap that you need to reconcile before you go down the path of hiring somebody.” 

Asked what he’d tell his earlier self racing to build and scale Handy, Hanrahan pointed out that it’s important as a founder to trust your instincts — but then work tirelessly to test the hypotheses and beliefs that sparked the idea in the first place.

“You gotta figure out what you believe to be true, and spend all of your time dedicated to proving or disproving it,” he says. “Ours was that idea of people would book home services online— just write it down and spend as much time as possible trying to prove, or disprove, that concept.” 

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Read more by Founders Network

Founded in 2011, Founders Network offers lifelong peer mentorship to over 600 tech startup founders globally. Our platform, programs and high-touch service facilitate authentic experience sharing, warm introductions and long-term professional relationships. Additional benefits include over $1M in startup discounts and mentorship from 50+ Institutional Investors. Members are located in San Francisco, New York City, Los Angeles, Vancouver, Toronto, London and other tech hubs. Each month our Membership Committee admits a new cohort of full-time tech founders who are nominated by an existing member.