In today’s fast-moving business landscape—especially within startups and high-growth environments—hiring employees who demonstrate high agency is no longer just an advantage; it is a necessity. The individuals who thrive in uncertain, fast-changing environments are those who take initiative, think independently, and solve problems before they become roadblocks.

A high-agency employee does not just do what they are told—they anticipate challenges, act without waiting for permission, and consistently find ways to add value. This article explores why high-agency individuals are invaluable, how to identify them, and how companies can foster a culture that rewards proactivity.

What is High Agency, and Why Does It Matter?

High Agency Defined

An individual with high agency is someone who:

• Takes ownership of problems and proactively finds solutions.
• Acts with autonomy, rather than waiting for instructions.
• Pushes through obstacles instead of being deterred by them.
• Constantly learns, iterates, and improves based on real-world feedback.

Why Startups Need High-Agency Employees

Startups operate in fast-changing, high-pressure environments where employees must:

• Adapt quickly to shifting priorities.
• Solve problems without needing constant oversight.
• Take action despite uncertainty.

In contrast, low-agency individuals struggle in these settings, often requiring constant direction, failing to take initiative, and ultimately slowing down company growth.

Example: A startup working on an AI-driven hiring platform does not have time to hand-hold every new hire. A high-agency marketing lead might research competitors, identify key differentiators, and propose a full campaign strategy—without waiting for leadership to assign tasks.

The Takeaway

Startups that prioritize high-agency hiring move faster, innovate more, and build stronger teams.

How to Identify High-Agency Candidates

Hiring for high agency requires a shift in how startups evaluate talent. Instead of just assessing technical skills and experience, companies should look for proactive behaviors and problem-solving abilities.

1. Look for Candidates Who “Do the Work” Before They Are Hired

A high-agency candidate does not just show up to an interview—they arrive with insights, research, and action plans.

Example: A candidate applying for a growth marketing role might:

• Analyze the startup’s current marketing strategy.
• Identify gaps or opportunities.
• Outline a strategy for improving user acquisition—before even getting the job.

Red Flag: Candidates who only repeat what is on the company website and show no independent research or original thought.

2. Test for Problem-Solving and Initiative

Instead of asking generic interview questions, present real-world challenges and assess how candidates approach them.

Example Interview Question:
"If you joined our company today and realized our onboarding process was ineffective, how would you go about improving it?"

What to Look For:

• Do they ask thoughtful questions to gather context?
• Do they propose creative, actionable solutions?
• Do they demonstrate a “get-it-done” mindset rather than waiting for guidance?

Red Flag: A candidate who says, “I’d wait for instructions” instead of taking ownership of the problem.

3. Hire for Curiosity and Lifelong Learning

High-agency individuals do not just execute tasks—they constantly seek to improve, learn, and expand their skill sets.

Green Flag: Candidates who self-educate, take online courses, build side projects, or contribute to open-source work.

Red Flag: Candidates who have not pursued any learning outside of their formal job experience.

Example: A high-agency software engineer might experiment with AI tools, contribute to GitHub projects, and stay ahead of industry trends—without being told to do so.

The Business Impact of Hiring High-Agency Talent

1. Faster Execution and Higher Productivity

Teams with high-agency employees move faster, make decisions independently, and drive more impact in less time.

Example: Instead of waiting for management approval on every minor detail, a high-agency project manager will proactively adjust workflows and remove bottlenecks.

2. A Stronger, More Adaptable Culture

Startups that prioritize high agency in hiring build cultures of ownership and self-reliance, making them more resilient to market changes and internal challenges.

Example: A startup navigating funding delays will survive if its team finds creative ways to stretch resources rather than waiting for leadership to fix the problem.

3. Fewer Bottlenecks, More Innovation

High-agency employees do not wait for problems to escalate—they solve them before they become major roadblocks.

Example: If a company’s customer retention rate is dropping, a high-agency customer success manager will not just escalate the issue to leadership—they will:

• Proactively analyze data to identify pain points.
• Develop solutions based on customer feedback.
• Test and refine new retention strategies.

The result? More innovation, higher efficiency, and a startup that actually scales.

How to Build a Culture That Rewards High Agency

Hiring high-agency individuals is just the first step. Startups must create an environment that encourages and rewards initiative.

1. Give Employees Ownership Over Outcomes

• Instead of micromanaging, set clear goals and let employees figure out the best way to achieve them.
• Encourage a culture of experimentation—reward smart risks, even if they fail.

Example: Instead of assigning a step-by-step marketing plan, give the team a goal—"Increase user sign-ups by 30 percent in Q3"—and let them build the strategy.

2. Remove Bureaucracy and Unnecessary Approvals

• Startups that require too many sign-offs slow down high-agency employees.
• Empower teams to make decisions without needing constant leadership approval.

Example: A high-agency designer should not need the CEO’s approval to test a new landing page design—they should have the autonomy to experiment.

3. Publicly Recognize and Reward Proactive Contributions

• Celebrate employees who take initiative, solve problems, and drive results.
• Build a culture where action and innovation are valued more than just "showing up".

Example: Highlight team members who solve problems proactively in all-hands meetings or internal newsletters.

The more startups reward high-agency behavior, the more they attract like-minded, high-impact talent.

How Coastal Can Help You Find High-Agency Talent

At Coastal Recruiting, we specialize in helping startups hire candidates who take initiative, solve problems independently, and thrive in high-growth environments.

Why Work With Coastal?

• Find High-Agency Professionals – We source candidates who drive action, not just execute tasks.
• Tailored Hiring Strategies – We help you build teams that move fast, iterate quickly, and take ownership.
• Startup-Ready Talent – We match you with employees who thrive in uncertainty and drive innovation.

Find high-agency hires today.

Conclusion: High-Agency Teams Build High-Impact Startups

The most successful startups are not just built by talented people—they are built by people who take action, solve problems, and push through challenges.

Key Takeaways:

• High-agency employees do not wait for direction—they create solutions.
• Startups thrive when hiring individuals who take ownership of their work.
• Building a culture of autonomy and initiative attracts top-tier talent.
• Companies that prioritize high agency scale faster, innovate more, and achieve lasting success.

If you want to build a high-impact, proactive team, Coastal Recruiting can help you find startup-ready professionals who move fast and get things done.

Now is the time to hire for high agency and unlock the full potential of your startup.