In the world of cricket, hiring a legend like Sachin Tendulkar would be an unquestionable coup — but only if the pitch, team, and conditions matched his strengths. In a 2013 YourStory article titled “Hiring a Tendulkar for gully cricket?”, the metaphor is applied to startups: the value of experience counts only when the environment can actually make use of it.
Not All Expertise Works Everywhere
Many startups fall into the trap of hiring eminent industry professionals — the “Tendulkars” — hoping that their fame and expertise will instantly transform the venture. But real startup challenges don’t resemble well-structured corporate environments with stable teams and predictable processes.
As the article points out, even a highly experienced executive might struggle in a resource-constrained or highly uncertain context if their role doesn’t align with how the business actually operates. Startups are dynamic, fluid, and often require hands-on execution rather than hierarchical delegation.
The Wrong Hire Can Hurt More Than Help
One entrepreneur interviewed in the story shared a cautionary realisation: hiring a high-level marketing manager without building the supporting team actually reduced effectiveness. Because the startup lacked junior resources, the manager had to fill in too many execution roles — profoundly limiting impact and lowering morale for both sides.
This is a powerful reminder that experience alone is not enough. An ideal hire must also be empowered with the structure, context, and supporting resources that enable them to contribute at their real value. Without this, even top professionals can underperform or burn out.
Startups Need Doers Over Icons
The core lesson from the “Tendulkar for gully cricket” analogy is straightforward: startups benefit more from strong doers — people who can roll up their sleeves, adapt rapidly, and grow with the business — than from big names who may be ill-suited for the current stage of growth.
In very early stages, startups might need:
- People who execute tasks hands-on
- Professionals who can adapt as roles evolve
- Leaders who can make decisions with imperfect information
- Contributors who thrive with limited structure
Legends bring depth, but only when the organisation is ready to use that depth effectively.
What Founders Should Ask Before Hiring
Before investing in high-level talent, founders should be clear on:
- Role clarity: Is there a defined role that uses their strengths?
- Supporting structure: Are there teams that can execute around them?
- Stage fit: Is the company at a maturity level where strategic leadership adds measurable value?
- Immediate need: Is tactical execution a bigger priority than strategy right now?
Answering these honestly helps avoid costly mismatches and ensures hires accelerate growth rather than create friction.
🔗 Read the full YourStory article here:
https://yourstory.com/2013/10/tendulkar-gully-cricket
Final Insight
Experience is invaluable — but relevance matters even more.
Hiring the “Tendulkar” of an industry doesn’t guarantee success if the startup environment doesn’t let them play their best innings.
Select talent not just for who they are, but for what they can do where you are.
