Hiring in a European startup or scaleup moves fast. But speed often leads to one critical problem: You’re hiring for yesterday’s version of the role.

Across Germany, the UK, the Netherlands, Spain, and beyond, we see the same patterns repeated. And in a tighter 2026 hiring market, these mistakes are expensive.

Here are five common hiring mistakes startups in Europe are still making — and how to avoid them.

1. You’re copying last year’s job description

If you’re using a job description from 2024 (or even early 2025), there’s a good chance it no longer reflects:

• Your current growth stage

• Your product maturity

• Your market positioning

• Your internal team structure

European startup hiring trends show a clear shift toward leaner, more impact-driven teams. Roles evolve quickly.

Fix it:

Before posting a job, ask:

• What outcomes must this person deliver in 12 months?

• What has changed in the business since the last hire?

• What will this role look like if we double in revenue?

Hiring in 2026 requires designing roles for where your company is going — not where it has been.

2. You’re prioritizing years of experience over problem-solving ability

Many founders across Europe still filter candidates by:

• “5+ years required”

• Specific industry background

• Linear career paths

But in competitive markets like Berlin, London, Amsterdam, and Barcelona, this approach shrinks your talent pool.

Time served ≠ value delivered.

Fix it:

Shift toward skills-based hiring:

• Use practical assessments.

• Evaluate how candidates think.

• Ask for real case examples.

European hiring is increasingly moving toward adaptability and capability over credentials. If you’re not, you’re missing high-potential talent.

3. Your “Must-Have” list is unrealistic

If your job ad includes 15+ requirements, you’re not hiring a person — you’re searching for a unicorn.

This is one of the most common startup hiring mistakes in Europe.

Overloaded job descriptions:

• Slow down applications

• Deter strong candidates

• Create false selection criteria

Fix it:

Separate:

• True non-negotiables (3–5 max)

• Skills that can be learned within 3–6 months

• Traits tied to outcomes (ownership, execution, adaptability)

The best European scaleups hire for trajectory — not perfection.

4. You’re ignoring non-traditional talent

The strongest candidates don’t always follow predictable career paths.

Across Europe, especially in tech and commercial roles, we’re seeing:

• Career switchers outperforming traditional hires

• Self-taught engineers delivering at senior levels

• Operators moving across industries successfully

If you only hire from “expected” backgrounds, you narrow your competitive edge.

Fix it:

Look for:

• Evidence of learning speed

• Ownership in previous roles

• Results achieved, not just titles held

In 2026, unconventional talent is often your advantage.

5. You’re hiring for tasks, not outcomes

This is the biggest strategic mistake.

Many European startups describe roles in terms of:

• Responsibilities

• Processes

• Day-to-day activities

But top candidates think in terms of:

• Impact

• Autonomy

• Growth

• Business outcomes

When you hire for tasks, you attract operators.
When you hire for outcomes, you attract builders.

Fix it:

Rewrite job descriptions to include:

• Clear success metrics (What does great look like in 12 months?)

• Business impact

• Cross-functional influence

• Strategic contribution

Hiring for impact is what separates reactive teams from high-growth ones.

Hire for Tomorrow, Not for Comfort

European hiring in 2026 is more competitive, more transparent, and more strategic than ever.

If you’re building a startup or scaling across Germany, the UK, the Netherlands, Spain, or other European markets, your hiring strategy must evolve.

Stop asking:

“Who fits this old job description?”

Start asking:

“Who will help us reach the next stage of growth?”

That shift alone changes everything.

About Berg Search

Berg Search partners with founders and scaleups across Europe to design and execute hiring strategies aligned with growth.

We don’t just fill roles.
We help you define them properly, so you hire for tomorrow.