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Although your startup might not require a team at first, it’s something to keep in the back of your mind. If you want to grow, you’ll likely need to be prepared to hire employees in the future. Here are some requirements and tips.

You might already be familiar with how to hire employees when you worked for someone else. But there are some nuances to keep in mind when you’re hiring for your startup business.

Of course, when you are first starting, you’ll most likely fill these roles yourself as the business owner. As your business grows, you may need to expand so that everything continues to run smoothly.

Depending on your business structure and business model, you may need to fill a variety of positions. A basic team may include:

• Chief executive officer (CEO) and/or chief operations officer (COO)
• Human resources professional
• Product manager
• Chief technology officer (CTO)
• Chief marketing officer (CMO)
• Sales manager
• Accountant
• Customer service representative (CSR)

EINs are essentially tax IDs for business entities. Your EIN will allow you to open a business bank account, hire employees, file federal taxes, apply for federal grants and more.

An EIN is necessary for any business formation, except sole proprietorships. But while sole proprietorships don’t technically require an EIN, they may benefit from one to perform the aforementioned business practices. The  via its website. You just have to: 

• Apply for only one EIN per day
• Have a valid Social Security number or taxpayer ID
• Be in the United States 

After an EIN is assigned to you, keep it where you can access it. This will allow you to easily enter it during other applications for grants and business banking accounts.

When it’s time to hire, you’ll need to follow state and federal laws. You can find these on your state’s department of employment website and on the  site. It’s important to be aware of which practices you are prohibited from as an employer. Generally, employees are protected from unfair workplace discrimination based on:

• Sex
• Gender
• Sexual orientation
• Pregnancy
• Age
• Race
• Color
• National origin
• Religion
• Disability
• Genetic information

This list is updated accordingly with societal changes, so check back frequently. To be safe, avoid any language in job postings, interviews, onboarding and day-to-day operations that excludes members of groups.

Knowing how to hire employees starts with how you advertise the job openings. When creating your first job listing, it may be tempting to use buzzwords to sound on trend. However, it’s much better to avoid buzzwords — such as “guru” or “ninja” — and hone in on the purpose of the role. Search for terms used frequently to describe the role you are looking to fill. Think about how a job seeker with the qualifications you are looking for would search for a job. 

When vetting possible new hires, use an accredited background-check service. The potential employee will have to fill out the information, including references. Companies tend to skip cross-checking candidate claims with previous employers, but this can be a make-or-break tactic.

Everyone wants to put their best foot forward when applying for a new role, but it’s imperative to make sure the candidate is honest and trustworthy to move forward with confidence. Especially when starting a new company and hiring a team, you don’t want to take chances.