Narrative: How This Wearable Tech Startup Builds a Team with Personality

The wearable camera Narrative Clip had a successful product launch on Kickstarter in 2012. Not all companies actually reach their crowd funding goal and ship promised product within a designated timeframe like Narrative did. Even if they’re able to raise funding, it’s not easy building a company to follow the dream and vision of one or two founders.

Narrative, based in Sweden with offices in San Francisco, now employs 40 people and is about to launch the Clip 2, a follow-up to the successful wearable camera. We asked Louise Lennersten, Head of HR at Narrative, for some insight into how the company grows.

1. Narrative is coming out with version 2 of the Clip - What went into building a team?

We have built Narrative around talents that complement each in capabilities and personalities, and those that can thrive in a startup environment by being independent thinkers and humble team players. It takes a certain kind of person to succeed in a startup and we are proud to say that every one of our team members fits this profile perfectly.

2. Now that you're growing, what's your criteria for a new hire?

Personality! I highly believe in "train on skills, hire on personality" for a criteria in recruitments. Of course the candidate needs to have a competence base within the right field, but having to choose between the two, personality wins. To be able to strive in startup, you need to like writing your own agenda in many ways and take responsibility for your own work. In our atmosphere there is guidance but no micromanagement, and we need employees who appreciate that.

3. What's unique about your hiring process?

We always strive for a combination of junior and senior competences, but one major part of my strategy in recruitments is to look for candidates that are 75% match for the position regarding competences. The 25% left is for growth and development, which gives us a ground for maintaining a long-term commitment between the candidate and Narrative to grow and develop side-by-side. Talent combined with strive and visible growth potential becomes essential to reach that target.

4. Is there one question in particular that helps you determine someone's abilities? Anything someone should never say in an interview?

Since I focus a lot on personality, two questions are essential for me are: "If you won an amount of money that would give you the opportunity to do whatever you want, what would you do?"

It is the reason rather than the answer that is interesting to me. Some say they would travel around the world, some that they would donate half to charity, some say that they would fulfill their dreams and buy a luxurious car and drive as fast as they can. The answer usually gives me a good picture of the candidate’s motivations, drives, goals and empathy.

"In what way do you invest in yourself and your personal development?" This is interesting from that perspective that I get information about both what personal development means to them and in what way they achieve that.

What to never say – that the kind of questions I am asking are wasting his or her time, and that they should just get the job because he or she knew it was a perfect fit. You won’t get the job that way.

5. What can someone do on paper or an application to make their skills stand out?

I like to see a creative application that gives me a visual of the person’s skills and personality. Designers and engineers are really good at this, but when it comes to other more administrative positions, I would love to be surprised more often. Many choose to describe themselves in words only, but when going through 120 applications, words can sometimes become too many. Infographics or visual cv’s are nice to rest the eyes on for a while.

6. What are some of the most in-demand skills for working at a tech company today?

Adaptability: the world is moving fast, the tech world is moving faster. We need to be adaptable in methods, processes and solutions in all teams and units of the company.

Creativity: Sometimes the tech business is a race and the smartest creation always wins. It's just a matter of coming up with it.

Courage: Dare to stand out, to believe in your product and your creation.

7. How do you view today's tech landscape?

As a challenging track race! People are all in it for different reasons – some participate for fun, some to prove something, some to win, some in teams, and some solo. Everyone wants to achieve greatness.