Hiring will cost less (and pay off more) than you think 🤔

Imagine ending your workday at a reasonable hour, your to-do list handled—not by you, but by someone you trust…

Sounds like a stretch?

It’s not.

By popular demand, we’re diving deep into hiring this week. If you’ve never hired before, the thought alone can be daunting…

Where do you even start?

What if you make the wrong choice?

I'll walk you through how I went from being totally solo to managing a dynamic team of 200 incredible folks.

Today in 5 minutes or less:

✔️ My first hire

✔️ The PB&J Method

✔️ CSI: Hiring

MY FIRST HIRE

Back when I first started as an entrepreneur, I was crafting custom websites using WordPress for local businesses.

I loved bringing each client's vision to life, piecing together lines of code and design elements to create something uniquely powerful for their online presence. 🤩 

As time went by, though, the thrill of the work was shadowed by the weight of responsibility…

Waking up one day, it hit me—I was so caught up in the daily grind that I had lost sight of why I started this journey.

It was time to recalibrate.

I wanted to increase my output, but I had limited hours…

So, I hired someone else to do the exact same thing I was doing. I brought on my first developer.

THE PB&J METHOD

Now, a common misconception is assuming that one new hire will automatically 2x your output.

It’s not that straightforward…

It worked out pretty well for me because I was instructing this developer on something I knew deeply.

Most people start off by delegating what they don't know how to do…

I was saying, “Here's exactly how I do it: run through these exact steps.”

Imagine delegating someone to make a PB&J sandwich. 🥪 

You say, "Make me a PB&J," but they come back with something totally different from how YOU make your PB&J.

The bread is sliced wrong, there’s too much jam, and the peanut butter is crunchy instead of smooth…

You can’t assume people will know exactly what you want, even if it seems basic.

Detailed instructions are crucial.

My delegation model involves a clear Vision, a list of Resources, and a specific “Definition of Done.” (Hit reply if you want more on that)

This hire not only helped sustain the business during times when I needed to step back, but it also reinforced the importance of building a team that could uphold and carry forward the vision I had set.

This early decision to delegate opened up new avenues for professional growth and personal well-being, setting a new standard for how I did business going forward.

It wasn't just about making more sites or meeting client demands…

It was about creating a sustainable business model that allowed for growth, innovation, and, most importantly, a work-life balance and more margin.

It's difficult with early hires because you can't afford to hire someone who's better than you…

But my general encouragement is this: Hire someone. And make your first hire a VA because you're just learning the process of delegation.

So, don’t spend more money than you need to learn delegation. Start small, and go from there.

CSI: HIRING

As the business picked up speed, so did the growing pains.

I quickly learned that scaling isn't just about increasing numbers. It's about understanding when and where your team needs to grow.

Figuring out when to expand our little family became crucial, and trust me, it wasn’t all spreadsheets and serious meetings — it was about catching those tell-tale signs.

Whether it was the strain of overworked staff or the opportunities slipping through our fingers due to limited capacity, each issue was like an alarm going off. 🚨 

So, I developed a straightforward framework for making hiring decisions easy:

A method that weighs cost, skill level, and the business's immediate needs.

This framework ensured each new hire could both…

• integrate seamlessly

• AND contribute meaningfully

It's time to put on your detective hat and investigate if it’s time to expand the team. Here’s the CSI framework for hiring:

1. C = Cost vs. Benefit: Will this shiny new hire bring enough bang for our bucks? It's not just about the wage. Consider how this role fills a critical gap or enhances capabilities.

2. S = Skill Assessment: Do we already have the skills on our bench, or do we need to scout for some fresh talent? This helps in deciding whether to train existing employees or hire new talent.

3. I = Immediate Needs: Align hiring with business priorities. If a project requires immediate attention and the current team cannot accommodate it, that's a strong indicator that it's time to hire.

Maintaining high standards in a growing team can be tricky.

So, I’ll leave you with this last piece of advice: I’ve adopted what I call "rapid reviews" for our workflow.

Instead of waiting until a large chunk of work is completed, we assess our work continuously.

Every piece of work is immediately evaluated, and any issues are corrected on the spot.

This not only speeds up project timelines but also ingrains a culture of immediate feedback and continuous improvement. So, don’t forget to check in frequently.

If you wanna hear more about my firsthand experience hiring and growing a team that went from 1 ➡️ 200, let me know in the poll below.

Now, let’s build teams that drive our businesses forward.

To profiting more and working less. 💸 

-Matt

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