Education, in its essence, is the transmission and expansion of acquired experiences. The role of transmitting knowledge is nowadays increasingly supported by technological solutions, including platforms for e-learning. E-learning is a process of learning and teaching that is carried out with the use of some form of information and communication technologies, with the aim of improving the quality of that process and the quality of educational outcomes. A special challenge is e-learning in the context of newly developed organizations, which still did not accumulate all the necessary knowledge for business development. The main goal of the paper is to investigate the extent to which Croatian start-ups use e-learning platforms for development of personal characteristics essential for entrepreneurship. Research has shown that Croatian start-ups practice learning on a daily basis, but only reach for it when they come across a concrete problem in business for which they do not have adequate knowledge to solve it (which is often). In these situations, their primary way of learning is YouTube, podcasts and niche blogs, from which they can quickly learn how to solve the problem they encountered. They invest financially in structured education programs at the level of the world average, and price is not a decisive factor when choosing materials or courses, but rather: quality of content, recommendations, a good structure of lessons and a handful of examples from practice. When hiring, start-ups highly value the characteristic of willingness to learn, and they believe that through e-learning personal characteristics creative personality and taking the initiative can be improved, that perhaps entrepreneurial responsibility can be developed, but that perseverance, the tendency to work in teams and willingness to take risks can`t be developed. In the segment of managing the design of the organization itself, Croatian start-ups do not rank well, they do not set goals systematically or follow them in a systematic way, even though they emphasize the importance of planning, setting goals and creating standard operating procedures. When asked about strategic documents, the answer of almost all interviewees is "we don't really have them, but it would be nice to have them because it would save time in daily work, and also when hiring new team members".