Securing a round of investment is a major milestone - but it’s not the finish line. For many tech companies, the real challenge begins once the funding lands. Teams suddenly have budget, board pressure and ambitious roadmaps to deliver. But while the instinct might be to start hiring fast, that urgency often leads to chaos.
At Montash, we’ve seen the same pattern unfold across Series A to Series C companies: fast growth without a clear hiring strategy can burn through budget, create team friction and slow down the very progress that funding was meant to accelerate.
The answer isn’t more CVs - it’s smarter hiring decisions based on your specific business phase.
The cost of over-hiring - or hiring blind
It’s tempting to scale headcount rapidly once funding is secured. Investors want to see traction and founders often want to show momentum. But hiring too quickly - especially without sequencing roles correctly - can destabilise delivery. We've seen companies that hired 15 engineers before defining the product roadmap or onboarded multiple senior hires without clear remits.
The result? Confused teams, overlapping responsibilities and six months of churn before things settle.
Every hire post-funding needs to tie back to an outcome: product development, market entry, user growth, or revenue generation. The clearer the link, the stronger the return.
Contract vs Perm - build with agility
One of the most overlooked decisions at this stage is choosing the right mix of permanent and contract talent. There’s no one-size-fits-all approach - but there is a right approach for your current phase.
In the early days after a funding round, contract specialists can help you hit short-term delivery milestones, test ideas, or plug skill gaps without long-term commitments. Think cloud engineers for migrations, DevOps for rapid environment setup, or data consultants to build the first analytics layer.
As the company matures, key leadership roles, core engineering teams and product ownership roles should transition to permanent - bringing stability and continuity.
At Montash, we help clients design flexible hiring models that allow you to scale without locking in cost prematurely.
The North Star is outcomes, not headcount
It’s easy to treat funding as permission to grow. But the best scaling companies treat it as fuel for targeted progress.
That means resisting the urge to fill every department at once. Instead, ask: what outcomes do we need to show in the next 6, 12, 18 months? Is it shipping the MVP? Proving product-market fit? Expanding into Europe?
Once those goals are clear, hiring becomes a strategic exercise in prioritisation - not panic.
We regularly partner with CTOs, Heads of Product and People teams to map headcount plans directly to business outcomes. That might mean building a lightweight internal team supported by freelance experts, or structuring delivery squads that can evolve as the product matures.
Planning your post-funding talent roadmap?
Whether you’ve just secured investment or are scaling up after a major growth year, Montash can help you build smart, tailored hiring plans for both contract and permanent roles across the US and Europe.
Let’s cut through the chaos - and build a team that delivers.
Talk to Montash about structuring your tech hiring for growth, clarity and speed.
We’ll help you define what success looks like - and deliver the talent to match.
