AI and crypto are expanding at an unprecedented pace, yet many early-stage founders remain anchored to limited hiring experience or misguided advice from the loudest voices in the market — a misstep that can undermine their growth potential.

They chase candidates with top-tier degrees, big-name companies on their resumes, and pristine career paths. But this obsession with credentials can hurt more than it helps. In fast-moving, ambiguous environments, what really matters is potential—the ability to adapt, learn, and innovate on the fly. Early-stage startups don’t need someone who’s "been there, done that." They need someone who can figure it out when there’s no playbook.

5 Reasons Why Potential Beats Credentials for Early-Stage AI/Crypto Startups

1. Speed of Change Requires Adaptability
   AI and crypto move at lightning speed. What’s revolutionary today might be irrelevant tomorrow. Candidates who can pivot, learn new tools, and stay flexible will outperform those relying on a static skillset. When you hire for potential, you’re building a team that can evolve with the industry, not one that gets left behind clinging to outdated expertise.

2. Curiosity Drives Innovation
   The best breakthroughs come from those who ask questions, explore possibilities, and challenge assumptions. Hiring for curiosity ensures your team stays innovative and isn’t limited by conventional thinking. Credential-driven hires often rely on established methods, but curious hires will invent new ones. A curious mind doesn't ask, "How has this been done before?" but rather, "What’s the best way to do this now?"

3. Unconventional Backgrounds Bring Fresh Ideas
   Hiring for potential means looking beyond a single archetype. Many founders default to hiring people who fit a narrow mold—often those who resemble themselves or their first successful hires. This approach can only take you so far. People with diverse, non-traditional experiences bring fresh perspectives and challenge groupthink. Your early hires shape your company culture; make sure you're building a dynamic, multifaceted team.

4. Early-Stage Work Demands Versatility
   Startups are chaotic by nature. You need team members who can shift gears, fill gaps, and tackle whatever challenge is most urgent. Credential-based hires often come with rigid expectations of what their role should be. Those hired for potential are more likely to embrace ambiguity and take on tasks outside their job description. In the early days, everyone’s a generalist—specialization comes later.

5. Resilience and Learning from Failure
   Candidates who’ve faced challenges, failed, and learned often bring more grit and insight than those with a smooth, linear career path. Resilience isn’t just a nice-to-have; it’s a must in AI and crypto. These industries are full of unknowns, pivots, and setbacks. A candidate who has bounced back from failure is more likely to weather the storms of startup life and push forward when the going gets tough.

In a nutshell:

In the chaotic world of AI and crypto, the best hires aren’t always the ones with the most polished resumes. They’re the ones who can learn, adapt, and innovate in real-time. Hiring for potential means betting on what someone can do, not just what they have done. Look at candidates holistically—their experiences, mindset, and willingness to grow—not just their credentials.

Founders should also lean on Talent professionals to help design interview processes that assess potential, curiosity, and adaptability. A merit-based, well-structured approach will ensure you identify the best people for your stage. Investing early in thoughtful hiring infrastructure will help you scale efficiently, avoid costly missteps, and build a team that’s ready to grow with your company.