Chemistry Matters More Than Credentials
The systematic 4-phase methodology that helps founders, entrepreneurs and business owners build teams that actually work together – not just teams that look good on paper.
70% Of Startups Fail Due To Founding Team Issues
And most of those failures? Completely preventable.
Here’s what happens:
- 10 years at Google
- Built product at Facebook
- Russell Group and/or MBA
- "We'll figure it out as we go"
- "They're smart, it'll be fine"
- "We both want the company to succeed"
- Co-founders aren't speaking
- Team members work in silos
- Communication breaks down
- Company stalls or dies
They hired for what people can do, not who people are.
They optimised for credentials, not chemistry.
What Is Chemistry First?
Chemistry First is a systematic approach to finding people who don’t just have the right skills – they have the right fit.
It’s not about ignoring credentials, CVs and experience.
But chemistry matters MORE.
Chemistry First means:
- Testing for fit alongside competence
- Prioritizing working style compatibility over years of experience
- Assessing how people make decisions alongside what decisions they've made
- Evaluating how they handle conflict alongside how they handle success
The result of Chemistry First hiring?
You hire for what people can do and who people are.
Not just hire for what their CV and credentials tell you.
The ALIGN Framework: Chemistry First In Practice
PHASE 1: ASSESS
What It Means
Define what you actually need (not just a job description)
Most founders start with a job description:
- 'I need a senior full-stack developer'
- 'I need a a Business Development Exec'
- 'I need a CTO'
- What's missing in your current team that this person fills?
- What working style complements your existing team members?
- What kind of communicator do you need (direct vs. diplomatic)?
- What's your decision-making style, and what balances it?
- What stage is your company at, and what personality fits that stage?
A bootstrapped founder might think they need a “senior developer.”
However, what they actually need is someone who:
- Can work with ambiguity (no detailed specs)
- Enjoys wearing multiple hats (dev + product thinking)
- Communicates proactively
- Thrives in scrappy environments (no corporate polish, SOPs or existing politics to align with)
Those aren’t in a job description. But they determine chemistry.
PHASE 2: LOCATE
What It Means:
Find candidates beyond the obvious places
- LinkedIn job posts
- Co-founder matching platforms
- Asking friends for referrals
That’s fine. However it’s limiting.
- Industry-specific Slack communities
- Open-source contributors on GitHub
- Attendees at niche conferences or meetups
- Writers of insightful blog posts or newsletters
- People who comment thoughtfully on relevant content
Because the best candidates aren’t always actively job searching.
They’re building things, contributing to communities and sharing their thinking.
PHASE 3: INVESTIGATE
What It Means
Test for chemistry, not just interview
- Behavioral questions
- Technical assessments
- Reference checks
- Job offer
- Trial project: Spend a good 5 hours working together BEFORE committing
- Conflict simulation: See how they handle disagreement in real-time
- Decision-making observation: Watch how they think, not just what they conclude
- Communication style testing: Email, Slack, video calls—how do they show up?
- Value alignment: Discuss risk tolerance, work-life balance, growth ambitions
Example
- How they communicate when stuck
- How they handle your (probably bad) ideas
- Whether they over-engineer or under-engineer
- If they ask great questions or just execute
- Whether you enjoy working with them
You can’t learn that in an interview.
PHASE 4: GEL
What It Means
Ensure fit with existing team (not just you)
- 'I like this person'
- 'They're impressive'
- 'Let's make an offer'
A candidate who’s perfect for you, may just clash with your existing team.
- Candidate meets the full team (not just founder or business owner)
- Team members give feedback (do they trust this person?)
- Observe interactions (do they naturally collaborate?)
- Check for complementary skills and communication styles
- Assess whether this person raises or lowers team energy
Your new Business Development candidate is brilliant. Confident, assertive, results-driven.
However your existing team is quiet and analytical.
They’re intimidated.
Not because anyone is wrong.
But because the dynamics may not work.
So in this example, either you need to explore this further with both the awesome candidate and the team… how do we propose this will work given many BD people need to be more extroverted than our current team?
Or walk away and find a better fit with someone with more aligned energy and can still be a brilliant BusDev person for you.
PHASE 5: NEGOTIATE
What It Means
Partnership agreements and onboarding for long-term success
- Verbal offer
- Sign documents
- Start Monday
That’s not wrong. It’s incomplete.
Chemistry First treats this like a ‘marriage’ with absolute clarity
- Clear expectations: What does success look like in 30/60/90 days?
- Communication agreements: How will we handle disagreements?
- Decision-making protocols: Who owns what decisions?
- Exit clauses: What happens if this doesn't work out?
- Onboarding support: How do we set this person up to win?
Example:
Hiring a new co-founder
- Define equity split and vesting schedule
- Agree on roles and decision-making authority
- Discuss worst-case scenarios (what if we disagree on fundraising?)
- Build in regular check-ins (monthly co-founder syncs)
- Map out first 90 days with clear milestones
- Define how they'll integrate with existing team
- Set up 1-on-1s with key stakeholders
- Create feedback loops (how will we course-correct?)
Chemistry doesn’t happen by accident.
It’s designed.
The clarity is communicated and everyone is on board.
From The Commentary Box To The Boardroom
The teams that lost?
The same pattern shows up in start-ups and SMEs
Chemistry First turns that insight into a systematic process
It’s not magic.
It’s pattern recognition applied methodically.
Chemistry First Works At Every Stage
Solo founders searching for co-founders
Use ALIGN to find and evaluate potential partners
Bootstrapped teams hiring for growth
Use Chemistry First to hire your first 5-10 people with limited budget
Growing companies building with brand new headcount and senior leadership
Use ALIGN to ensure your growing team and C-suite actually works together
Same methodology.
Different applications.
See How This Works In Practice
Whether you’re searching for a co-founder, hiring your first team, or building senior leadership – Chemistry First can help.