Kerry Wolff’s Post

Tired of hiring the first person who slides into your inbox and hoping for the best? 😅 You're not alone! Okay, so you're ready to hire but don't know where to start. You might be thinking, "Can I even afford someone with the skills I need?" or "Isn't it easier and more efficient to do it all myself?" Let's be honest, you're not alone! Many women entrepreneurs feel the same way, and that's why a lot of them make a HUGE mistake. They hire the first person who pops up in their inbox! Think about it. How do you REALLY know they're the right fit? You don't, and that's why you're left micromanaging, struggling to keep them busy, or even worse, they don't show up at all! Think about this: If you keep hiring the first person who says, "I'm here! I'm available! Hire me!" You're going to end up fixing their work, wondering why they can't figure it out themselves, and feeling frustrated that you're still stuck working in your business when you're supposed to be working ON it. So what's the solution? Do your due diligence! You wouldn't invest in a new business without doing your research, right? Hiring is an investment in your time, energy, and growth. * Take your time. Don't rush the process. * Create a clear job description. * Ask the right questions. * Check references. * Set clear expectations. By taking the time to find the right person for the job, you're setting yourself up for success. You'll have a team that can actually help you grow your business and free up your time to do what you love. So, are you ready to stop settling and start hiring the right people? It's time to get your business on the right track and reclaim your time and freedom! Join me TODAY at 11am EST to Discover the Hiring Framework That Slashed My Hours by 80%—Your Key to Finding and Hiring Your First UNICORN VA! Save your seat - https://lnkd.in/ex88akDT

A mistake many solopreneurs make in their early hires is opting for low-cost help for lower-end tasks. This approach can backfire. If you're hiring due to an overwhelming workload, consider bringing in someone at your level or higher, provided you can afford it. This strategy enables you to offer more high-end services and charge higher rates. Low-level work can be outsourced, but hiring someone at a lower skill level won't significantly boost your productivity. As Jason Calacanis says at this stage, your focus should be on hiring individuals who can either produce high-quality work or drive sales, not just support existing production. #SolopreneurTips #BusinessGrowth #HighEndServices #SmartHiring #ProductivityBoost #EntrepreneurLife 🚀💼💡

There is no such thing as best practices. This will change the way GenX founders think about hiring. Corporations love to talk about "best practices." There's rarely data to support whether it's "best" or not. Corporations just do stuff that has worked well over time. And that includes how they hire. The Truth: Some of the best startup employees had no resumes. They were just hungry, willing, and curious. Every GenX solopreneur will face the fact that to scale they will need to start hiring. They can no longer make every winning play alone. The choice: Stay small or become a boss. And there's a lot of HR information out there. Everyone has advice to share. → How to hire. → How to train. → Compensation. While this information comes from a place of authority. A lot of it also comes from a corporation. HR lifers who have worked in corporate for decades. The hiring process is rinse and repeat. Corporations operate using time-tested HR systems. Systems you don't have yet as a solo artist. Entrepreneurs who are ready to hire must seek: → Non-typical employees. → People who crave ambiguity. → Employees who value discovery. → Those who love that every day is a new day. These folks are out there, but you must be creative to find them. The traditional Ad→Resume→Interview→Hire process doesn't work. → Tap your network. → Talk to your customers. → Reach out to your vendors. Startup hires should be as much a fan of your venture as an employee.

WHAT DO WE LOOK FOR WHEN HIRING ? Thank you for the insightful post, Stevie Jean Byrne. Reflecting on our past accomplishments, I've been contemplating the key qualities I seek when hiring. What sets apart highly successful individuals in recruitment? At Investigo, we uphold high standards and take pride in our achievements. Our unwavering commitment to integrity stands out as the cornerstone of our success. It's about keeping our promises, maintaining our reputation, and delivering on our commitments consistently. When recruiting consultants, I prioritise this trait. Success is built on the day-to-day dedication, accountability, and unwavering effort to excel. Confidence, self-motivation, and a relentless pursuit of improvement are qualities I value. These attributes not only drive results but also foster strong, lasting relationships with our clients and candidates. If you resonate with these values, I'd love for you to connect. #integrity #dowhatyousayyouuwill #accountability #hiring #investigofinancialservices #nexthires #seekfeedback

Why did I start HyreDay? A 4 part series... Two things happened during my time as CRO and then COO of Disruptive Advertising that play a big role in this story: ☝ In 2021, we had so much power behind our revenue machine that we could not keep up with the demand. We shut our marketing & sales off completely, had our sales team on LinkedIn recruiting employees & still took months to get caught up on hiring. At the time, we were hiring remotely across the US, but hadn't expanded internationally. We ran into the same issue again just a year later. These bandwidth challenges could easily be blamed for $9M+ in lost revenue. ✌ In 2022, as COO I had desires to expand our talent pool internationally, but those desires were met with a few concerns from executive team members that I could never fully resolve. Those concerns were primarily 1) we would lose quality by hiring offshore, 2) it wouldn't be worth it in the end due to the legalities, tax implications, compliance challenges, etc. To be continued... #marketing #offshore #globaltalent

When to hire your first employee? Hiring your first employee is more than just the timing—In the early stages, knowing what type of person you need is just as important as knowing when to bring them on board. Your first-hires need to be truly driven more by the vision and challenges of creating something from scratch, less concerned with titles and traditional growth metrics, and are comfortable with open ended problems and changing priorities. And when should you hire? 1) I think the first few hires are all driven by what you need right now to achieve Product-Market Fit (PMF). When you identify a gap in your team's capabilities that is holding you back, that's the time to hire. Look for individuals whose skills complement yours and fill those critical bottlenecks. For some, the first hire might be a tech expert to develop the product, while for others, it could be someone skilled in market research or building crucial partnerships. At Skydo, our initial hires were strategic, targeting essential skills in tech-product and payment rails. Similarly, being in financial services, compliance, controls and finance were things we didn’t want to outsource nor spend our time on. So, our first hires were in Product (Rishabh), Tech (Abhijit, Ramit and Raj), Partnerships (Prashanth) and Finance (Rohit). 2) Another crucial factor to consider is your capacity to take responsibility for career development. Can you mentor them effectively? Are you prepared to invest time to help them succeed? While you might not be able to promise success, you can definitely commit to helping them grow. 3) Capital available and runway: Bootstrapped founders can be more careful and measured in their hiring while funded startups have to carefully balance cost vs speed of execution and benefit from making a few selective big bets sooner. Here’s a shout out to all our early hires - thanks for trusting us enough to invest some of the best years of your career with us. Rishabh Sanghi, Ramit Hansda, Raj Sheth, Rohit Khurana, Abhijit Gairola Anoosh Kotak, Ann Dsouza, Vishal Dhawan, Harsh Paliwal, Prashanth Kumar Sukanya Natrajan, Nikhil Pandey

When I started my entrepreneurial journey, I was a one-woman show. Fast forward to today, I have a team of 95+ amazing people. I've helped hundreds of founders build their dream teams and here's the most common question I get- “Who should I hire first?” So I’m spilling the beans here. Here are the first 8 people you should hire for your business. 1. Business coach: You need someone to guide you when you don’t know how to scale. 2. Executive assistant: Your time multiplier. They’ll help you reclaim 20+ hours a week. 3. Content Creator: They’ll engage your audience and establish thought leadership 4. Lead generator: To scale, you need your pipeline filled & that’s what they’ll do. 5. Web developer: They’ll optimise your storefront and user experience. 6. Customer support rep: They’ll help you improve retention and LTV. 7. Bookkeeper: They’ll help you make data-driven decisions. 8. Ops Manager: To make sure processes are on track. I’ve seen countless founders 3x their time and profits by building this team. Which role do you need most right now? PS: Wondering how to afford this dream team? Let's chat about smart outsourcing strategies!

𝗜’𝗺 𝗼𝗯𝘀𝗲𝘀𝘀𝗲𝗱 𝘄𝗶𝘁𝗵 𝘀𝗼𝗹𝘃𝗶𝗻𝗴 𝗰𝗹𝗶𝗲𝗻𝘁𝘀' 𝗯𝗶𝗴𝗴𝗲𝘀𝘁 𝗵𝗶𝗿𝗶𝗻𝗴 𝗶𝘀𝘀𝘂𝗲𝘀. It’s tough out there... especially considering GenZ's needs. Reducing turnover... Building real connections... Keeping candidates engaged... Practically every company is facing these. But we’re making it happen at Abode. UHY LLP, Certified Public Accountants struggled too. They had to deal with high reneges and low engagement. 𝗔𝗳𝘁𝗲𝗿 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝘂𝘀, 𝘁𝗵𝗲𝘆 𝘀𝗮𝘄: • 81% drop in reneges • 4x the engagement they had before That’s the kind of impact we’re all about. Let’s keep pushing the boundaries. Let's create hiring experiences that truly work. Let's ensure GenZ gets the work experience it deserves.

For the longest time, I pushed the idea of hiring and building a team. Because of the same feeling as many young entrepreneurs. I felt "I'm not sure if the other person would be able to do the work exactly as I do, and with the same spirit" I did not deal with this until I had to. Last year, I was getting up to work and then sleeping to it. It wasn't good nor healthy. I knew that I needed to build a team if I wanted to take this forward. To start, I wrote some goals for clarity: - Every new hire is supposed to ease my workload.  - quality should match standard levels in a month's training - SOPs and resources should be in place - Know my team's individual goals and career plans to set the direction for everyone. With this basic clarity, I spent the next 3 months taking interviews and building a team. At start, it was getting hard as I learned it easily as I have a family business background and I have seen my father doing this his entire life! So, with some mistakes and a lot of iterations, now we are now doing pretty well and stable with the team at @onepocket. Trust me when I say that some of the best parts of my day is working with my team building onepocket. I'm glad I decided to trust myself to trust people and build a team. Lesson 101: Never give a second thought to building a team when you feel ready! P.S. What was the story of your first hiring? . . . #teamhiring #hiring #teambuilding

Steps to Hire the Right Person | Active Search Partners Ltd Hiring the perfect candidate is both an art and a science. 🧑💼✨ In this video, we break down proven strategies for finding the right fit for your team.   Whether you're building a startup dream team or strengthening an established workforce, these steps will ensure your hiring decisions drive success. 💼   👀 Watch now and discover how we can help you hire smarter! #HiringSuccess #RecruitmentTips #ActiveSearchPartners #TalentAcquisition #RightHire