The Startup Prescreen Interview Playbook: A Wellfound HR Director's Guide to What Founders Really Want

TL;DR: Startup founders aren't looking for candidates who can work 60-hour weeks—they want self-starters who can build projects from zero to one and thrive in chaotic environments. Here's how to showcase that drive in your first conversation.

In our latest "Ask a Recruiter" session, we sat down with Alyssa Previti, Human Resources Director at Wellfound, who brings eight years of deep experience in startup talent acquisition and hiring processes. With her extensive background understanding how early-stage companies build their teams, Alyssa revealed the disconnect between what startup founders ask and what they actually want to know.

Her most eye-opening insight?

"Startups are looking for drive and initiative, but they're usually not great at asking those questions."

Instead, founders often default to questions about working long hours or handling crunch deadlines—which can feel like they're asking how close you're willing to get to burnout.

What Founders Are Really Asking (Even When They Don't Know It)

When a startup founder asks about "working in a startup culture" or "handling tight deadlines," they're not trying to gauge your tolerance for exhaustion. Alyssa explains:

"Really what these startup founders are looking for is: do you have the drive and initiative to work on this small team where we don't have things figured out yet?"

The key is recognizing that most early-stage founders are still figuring out their interview process. They care deeply about the role—often more than anyone else in the world—but they haven't yet learned how to ask the right questions to uncover what they need.

What they actually want to hear:

Stories about times you took initiative
A project you started from scratch and saw through from A to Z.
They want to know you'll make their life easier, not just that you can work overtime.

The Secret to Thriving in Startup Chaos

"The number one thing is to communicate how you can feel safe during chaos," Alyssa emphasizes. This is perhaps the most critical skill for startup success that candidates often overlook.

When you're joining a seed-stage company, you're typically one of the early hires on a team that's still figuring everything out. The ability to not just survive but actually build things while navigating uncertainty is what separates successful startup employees from those who struggle.

In your prescreen interview, share specific examples of how you've:

Launched projects without clear requirements
Adapted quickly when priorities shifted
Built solutions with limited resources
Remained productive despite organizational uncertainty

Reframing "Tell Me About Yourself" for Startups

The classic "tell me about yourself" question hits differently at startups versus large corporations. Alyssa notes:

"At a larger company they are looking for processes, knowledge and how to navigate the red tape...But startups are looking for momentum and drive."

For startups, your story should highlight:

Your ideas that became reality:
- "I was interested in X, so I built it out and saw it through"
Projects you initiated:
- Not just tasks you were assigned, but problems you identified and solved
0-to-1 experiences:
- Building something from scratch, whether it worked or not

Avoid the common trap of describing situations where someone else noticed a problem and directed you to fix it. Founders want to hear about your internal motivation and ability to self-direct.

The "Successful Week" Framework

Instead of preparing answers about working long hours, Alyssa suggests reframing around what success actually looks like:

"What is a successful week to you? It might not even be a full 40-hour week, but it's: I had an idea, I brought it to the team, I built it, I troubleshot it, and I shipped it."

This framework helps you prepare stories that showcase:

Creative problem-solving
End-to-end ownership
Initiative and follow-through
Value creation over time spent

A successful week might involve working Monday through Thursday on a project you conceived and shipped, then taking Friday to recharge—and that's exactly what founders want to hear.

Seed Stage vs. Series B/C: Different Stages, Different Expectations

Your interview preparation should vary based on the startup's stage:

Seed Stage: "Just getting the band together"

Expect less defined roles and responsibilities
Prepare to be a "Swiss Army knife" who can handle frontend, backend, design, and customer support
Be ready to ask clarifying questions since job descriptions may be incomplete
Show flexibility and willingness to wear many hats

Series B/C: "Maybe on a tour bus"

More established processes and role definitions
Likely have HR or recruiting support
Focus on how you can excel within more structured frameworks
Ask detailed questions about success metrics and growth opportunities

Mastering Technical Interviews with First-Time Founder Interviewers

Early-stage startup technical interviews often feel different because "they probably haven't seen what success looks like with the question yet." Alyssa recommends treating these sessions like "a paired programming session with a colleague or friend to build something together."

Key strategies:

Narrate your thinking clearly as you work through problems
Ask clarifying questions to ensure you understand the requirements
Suggest collaboration: "Let's work on this problem together"
Focus on the relationship you're building, not just the technical solution

This approach gives founders a preview of what daily collaboration will look like after they hire you.

Standing Out with First-Time Interviewers

"A startup founder conducting interviews for the first time is interviewing for something that's deeply personal to them"

Alyssa explains. Unlike experienced recruiters who've met hundreds of candidates, founders are new to the process but care more about the outcome than anyone.

To help them succeed (and stand out yourself):

Come prepared with thoughtful questions about the role and company
Point out anything unclear in the job description—they genuinely want to provide that information
Translate vague questions into specific stories and examples
Help guide the conversation toward what they actually need to know

Remember: if information seems missing from the job description, it's not because they're being secretive—they just haven't written many job descriptions before.

The Ultimate Secret Weapon

"Enthusiasm is the secret key to moving forward from the screen...Come with a positive attitude towards what they're working on. You don't even have to know all the ins and outs to really show that you're excited to solve problems and work on it with them."

Alyssa explains that genuine excitement about the company's mission and problems they're solving often matters more than perfect technical knowledge. Founders want partners who are energized by the challenges ahead, not just candidates checking boxes.

Actionable Takeaways

Prepare 0-to-1 project stories: Focus on initiatives you started and completed, not just tasks you were assigned
Practice the "successful week" framework: Describe accomplishments in terms of ideas conceived, built, and shipped rather than hours worked
Research the startup's stage: Tailor your preparation and questions based on whether they're seed stage or later series
Approach technical interviews collaboratively: Treat them as partnership opportunities rather than tests to pass
Lead with enthusiasm: Show genuine excitement about their problems and mission, even if you don't know every technical detail

This article summarizes key points from Wellfound's 'Ask a Recruiter' live Q&A event featuring Alyssa Previti. To find out more candidate tips, check out other 'Ask a Recruiter' sessions on the YouTube playlist here: http://bit.ly/4jBkifi