Introduction: From Misfires to Milestones
Luc Adamson has sat in the talent seat at startups like Lottie and Let’s Do This, and now leads at Aura Talent. If there's a mistake a fast-growing company can make while hiring, he's probably seen it. But more importantly, he's worked out what great looks like, and how to get there.
In this episode of the DexFactor Podcast, Luc breaks down what separates average talent teams from those that build company-defining hires. It's not just about sourcing harder or moving faster. It’s about clarity, alignment, and what happens before the interview even begins.
Start with Alignment, or Don’t Start at All
Luc makes it clear: "Most hiring failures don’t happen at the offer stage. They happen way earlier, when no one agrees on what good looks like."
At early-stage startups, roles are often created reactively. There's a fire to put out, and hiring becomes the water. But without alignment across leadership, teams are often interviewing against completely different scorecards.
Luc’s advice is deceptively simple: sit down, write it out, and get buy-in. What’s the problem this hire is solving? What does success look like in 6 months? If you can’t answer that, don’t open the role yet.
"Define 'great' upfront or risk wasting six weeks on people who were never a fit to begin with."
The Trust Equation
When it comes to closing great candidates, Luc doesn’t believe in silver bullets. Instead, he believes in trust, and he says it starts long before the offer.
"You can't pitch someone cold, run them through a generic loop, and expect them to say yes at the end."
Trust is built through transparency, tailored processes, and timely communication. Luc shared how the most effective recruiters don’t just inform candidates; they coach them. They treat them like future teammates.
"The best candidates don’t want to be sold. They want to be understood."
The Speed Trap
Startups love to brag about hiring velocity. But Luc issues a warning:
"The faster your process, the more brittle your signal becomes."
Moving quickly can work, but only if you've got a calibrated loop, trained interviewers, and crystal-clear expectations. Otherwise, you’re not hiring fast. You’re just gambling fast.
He points out that strong process isn’t about slowness, it's about signal density. Great hiring is a data game: you’re building confidence in a decision with limited time. Strip out signal, and you’re left with noise.
When Referrals Go Right (and Wrong)
Luc has made some of his best hires through referrals. But he's also seen teams misfire when they blindly trust the referral without recalibrating their process.
"A referral is a head start, not a shortcut. You still need to test for fit, capability, and growth curve."
He shares the story of a referral who went on to become a product leader that reshaped the company. But that only happened because the team took the time to assess, align, and onboard with intent.
Mislabeling the Role = Mismatched Hire
Luc shared a painful example of a role that was billed as a "strategic hire," but operated like a support function. The result? A mis-hire, a frustrated employee, and a team that lost momentum.
The lesson: what you call a role and what that role actually does need to match. That means gut-checking your JD against reality. Are you really looking for a visionary? Or do you need someone who’ll unblock and execute for the next 12 months?
"Candidates join for the role you sold them. They leave when it doesn’t exist."
Candidates Aren’t Projects
Luc believes the best talent teams coach founders to see candidates as people, not projects. That means no ghosting. No generic templates. And no treating recruiting like procurement.
He talks about how great recruiters act as translators between founders and the market, not just relaying feedback, but shaping how a role is positioned and evolving it based on live candidate input.
"Every candidate is doing their own calculus. Help them solve for it."
The One That Changed Everything
Asked about his most impactful hire, Luc told the story of a referral that came in late in the hiring process. The team had almost moved on. But something about the depth of experience, the humility, and the questions she asked shifted everything.
She didn’t just fill the seat. She changed how the team built product, thought about customer empathy, and structured hiring across the board. That’s the kind of hire that rewrites what good looks like, and forces a company to level up in response.
What Founders Need to Hear
Luc closes with a message for early-stage founders:
"Hiring isn’t a task to check off. It’s a strategic lever. If you treat it like admin, you’ll pay the price."
Great hiring is possible, but only if you invest the time to define success, build trust, and protect your signal. And most of all, it takes a willingness to listen: to candidates, to your team, and to what the process is telling you.
That’s how you hire better, faster, and with intention.
