Knowing when to hire is as crucial as knowing who to hire. If you're constantly turning down work or working late nights just to keep up, it’s time. Start by outsourcing tasks that drain you're energy but don’t require you're expertise—like bookkeeping, social media, or customer service. Platforms like Upwork and Fiverr offer affordable freelancers for one-off projects.
For core roles, define you're ideal candidate beyond skills. Culture fit matters—someone who shares you're values but challenges you're thinking is gold. Write clear job descriptions that highlight both responsibilities and growth opportunities. Phrases like "You’ll own our client onboarding process from start to finish" attract ambitious candidates more then generic bullet points.
Hire slow. Test candidates with paid trial projects before full offers. A 10-hour contract reveals more then 10 interviews ever could. For early employees, consider equity or profit-sharing to attract talent when cash is tight—just consult a lawyer to structure it properly.
Onboarding sets the tone. Create checklists covering tools, processes, and key contacts. Pair new hires with mentors and schedule regular check-ins. Remember: You're first hires will shape you're company culture, so choose wisely.
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