The complicated controversy about maternity in startups

There’s an important topic that affects women, founders, and society as a whole. Today, I want to contribute to that conversation.

As I mentioned last week, hiring the right people is the foundation of any successful business. But what happens when a hiring decision comes with built-in structural challenges—ones that neither the candidate nor the company can fully control?

Today, I want to address a situation that affects both founders and female candidates in the hiring process.

It’s a reality many avoid discussing openly: the challenges surrounding supporting women in startups —especially those who may want to start a family in the future.

Let’s be clear: women shouldn’t have to justify their personal choices in a job interviews. Actually, they shouldn’t have even been asked in job interviews (since it’s ILLEGAL!).  Yet, in many startup environments, founders ask women candidates uncomfortable personal questions.

Although I wouldn’t burn my hands for any founder, in most cases, they don’t mean bad, but they know their company might not survive if a key player is suddenly gone for a year or more.

A Problem Without Villains—Just Structural Gaps

Big corporations like Unilever or Avon have the resources to offer long parental leaves, on-site childcare, and seamless role transitions. If one person is absent, they have thousands of employees to keep things running smoothly.

But small startups? Usually, they have their seats counted, and losing one key team member—especially in leadership or highly specialized roles—can be as disruptive as losing a top player in the World Cup finals. The team takes a hit, and recovery isn’t always simple.

That’s why this issue is so complex. It’s not about bad intentions. It’s about a system that wasn’t designed to support small businesses and working mothers at the same time.

Main issue→ lack of government assistance

There’s a common misconception when it comes to small businesses: just because a founder brings in $5M (or more) in revenue doesn’t mean they’re taking home $5M in profit.

Many startups are operating at a loss, and in some cases, they need financial assistance to keep going.

While I’m not typically in favor of government intervention in private business (or in general), I do believe it’s essential for startups to receive financial support when it comes to supporting women during maternity leave.

Why? Because maternity leave isn’t just a personal matter—it’s a public health issue, and procreation is a collective good that benefits society as a whole.

Founders and women shouldn’t have to face this challenge on their own. Don’t you think it’s something we all have a stake in?

So, what can founders do?

The first step is acknowledging that this isn’t just a women’s topic—it’s a business matter. And like any business challenge, it requires strategy and innovation.

Here are a few ways startups can make meaningful progress:

Plan for parental leave before you need it Instead of reacting when the moment arrives, design a strategy now.

Flexible work structures Hybrid and remote work options, part-time leadership roles, or phased returns to work can help retain top talent without disrupting business operations.

Expand your talent bench Instead of relying on a single point of failure, build a network of freelancers, consultants, or part-time specialists.

Sure, these tips are helpful, but they’re the same ones any founder would give.

But, I want to go a step further.

As someone who’s founded three companies and, more importantly, as a guy who dreams of being the best dad I can be, here’s where I think we can make a real difference:

First, validate what happens to women in your company. Don’t just offer maternity leave because it’s the right thing to do on paper—actually see the challenges your employees face.

Next, create a safe space where your team, especially women, feels comfortable being open about maternity. I get it—it’s a delicate topic. But, trust me, they need to feel heard and supported.

And finally, recognize that both parties are in a vulnerable position.

As a founder, you have a business to sustain, and the stakes feel high. As a new mother, the pressure is equally intense. It’s easy for survival instincts to kick in and send both sides into defensive modes.

But here’s the key: neither of you means any harm. It’s all about survival, growth, and understanding that you’re in it together.

Hiring the right people means solving the right problems

Over the past 10 years, my company has hired 700 people, and 65% of them have been women. Of those women, 80% held mid-level roles. Along the way, we’ve had tens of pregnancies among our team.

This wasn’t a deliberate strategy; we didn’t set out to hire a specific number of women. As a founder, my focus has always been on finding individuals who align with the values of our company and have the right skills to help us achieve our goals.

Gender was never the driving factor—what mattered was the person and their fit within our culture.

The point is, startups shouldn’t have to worry about how to afford maternity leave. They should be able to focus on what really matters: hiring the right people who will help build the team and drive the vision forward.

And that means building teams that don’t just work today, but are sustainable for years to come. If you’re a founder struggling with hiring challenges, let’s talk.

Book a 1:1 Customized Scaling Gameplan Call, and let’s find a hiring strategy that works for your business.

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Best,

Ignacio

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