What if the most valuable skill in a startup team isn't experience—but curiosity?

That’s the belief Kang Liang, Co-founderof Growth SG, brings to the table. In the world of fast-paced product development and shifting priorities, he’s learned that the people who thrive aren’t always the most technically polished—they’re the ones who never stop learning.

In this episode of the Founders’  HR Podcast, Kang Liang shares how Growth SG hires, trains, and retains people who thrive in ambiguity, and how startup founders and HR leaders alike can build a strong, scalable team culture—starting from day one.

A Learning-First Approach to Talent
At Growth SG, Kang Liang and his team are building products that help companies scale growth operations. But to do that well, you need a team that scales just as effectively. His approach? Look for learners—not just doers.

“In early-stage startups, what you need most are people who are curious, who can figure things out even if they’ve never done it before,” Kang Liang shares. That mindset shapes Growth SG’s hiring process from day one. Rather than emphasizing only technical qualifications, he looks for candidates who thrive in ambiguity, are proactive problem-solvers, and have a hunger to grow.

Building a Culture That Moves Fast—Without Burning Out
Startups move fast. But at Growth SG, moving fast doesn’t mean working recklessly. Kang Liang has been intentional about building a sustainable culture rooted in clarity, trust, and autonomy.

A big part of that is setting clear expectations from the start. “You can’t expect people to take ownership if they don’t understand the goals,” he explains. That’s why Growth SG emphasizes internal alignment—from product vision to individual OKRs. With strong documentation and regular check-ins, teams are empowered to act independently while staying on track.

Hiring in Startups: What HR Teams Need to Know
For HR and talent leaders supporting tech startups, Kang Liang offers key insights:

• Prioritize potential over pedigree: In fast-growing startups, agility often trumps experience. Look for candidates who demonstrate growth mindset and adaptability.

• Embed culture into every step of hiring: Interviews aren’t just about assessing skills—they’re about finding value alignment.

• Invest in onboarding early: Even with a lean team, a strong onboarding experience can help new hires become productive and feel included from day one.

• Use structured feedback cycles: Creating a culture of continuous feedback helps teams stay motivated, aligned, and growing together.

How HR Partners Can Make a Bigger Impact
Kang Liang sees HR not as an admin function, but as a strategic partner—especially in areas like:

• Talent branding: HR can help tell the startup’s story and attract the right kind of candidates.

• People operations: From onboarding to learning paths, great HR systems lay the groundwork for scale.

• Culture building: HR helps reinforce the values and rituals that shape how the team works.

Key Takeaways for People Leaders in Tech
Kang Liang’s journey with Growth SG is a powerful case study in how technical leadership and people leadership go hand-in-hand. For HR professionals and startup founders alike, here are the top lessons:

• Hire for curiosity and ownership, not just credentials.

• Culture is not a vibe—it’s a system. Build it early, scale it intentionally.

• Empower your people through clarity and trust.

• Partner with HR to turn hiring, onboarding, and development into strategic growth levers.

Growth SG is more than a tech company—it’s a reflection of what’s possible when you build with people, not just products, in mind.