Where do I find people to hire? How do I ensure my new hires are a good culture fit? What do I pay my new hire?

Lesson ONE: Growing Businesses Need Effective Consultants and Less Junior Hires

Here is a real world example of how an ad agency was approaching a new marketing hire.

Do you really think hiring a low level marketing person will grow your business quickly?

  • Bookkeeper
  • CFO
  • COO

Lesson TWO: In Start Up Hiring, Always Require a Trial Period Before a Permanent Hire

Never hire a permanent employee or consultant to a small and growing business without a test period. NEVER.

  • Need a graphic designer? Give them a non-mission critical project first.
  • Want a writer? Have them rewrite something that already exists (without telling them) so you can get a feel for their style.
  • Need a sales rep? Make them attempt to sell something to someone on the team, without knowledge it is a test.

Lesson THREE: Small Businesses Can’t Afford to Hire in an Emergency

  1. Full-time hire
  2. Predictable monthly contracting assessment/retainer

Before you hire anyone in your growing business, I’d ask you to consider the following:

  • Is a consultant a better fit than a full-time hire?
  • How can I try this employee out before they are offered a longer-term assignment?
  • Am I thinking ahead to my needs in 3–6 months in the future and can this resource meet them if I have a higher volume?

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Marketing Magnet is a small but mighty team of ex-agency talent dedicated to helping purpose-driven enterprises build their brand, attract attention for their

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Marketing Magnet

Marketing Magnet

Marketing Magnet is a small but mighty team of ex-agency talent dedicated to helping purpose-driven enterprises build their brand, attract attention for their

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