To grow a business extremely fast, you need ONE key thing:

Leverage

There are three core forms of leverage a business owner can use to scale their business, including:

Money…
Systems…
People…

Now, all three of these are important and necessary… but which do you think is the most important of all for creating a massively successful business?

If you happen to say people, you are right.

In their amazing book ‘WHO’, Geoff Smart and Randy Street interviewed 20+ billionaires and 300+ CEOs about what it takes to build a successful business. When they asked what the biggest single factor to building one is, 52% said Management Talent (well ahead of the next item at 20%).

Talent…as in People to take the business to the next level.

Not tools. Not products. Not marketing or sales. Not strategy or industry. PEOPLE!

When it comes to building a successful business, having a talented team around you is what matters most. In the beginning it may be you and an assistant. You build success through pure hustle and grind, and it serves you well until you reach a point where it no longer does.

When you reach this point it’s important you accept what got you where you’re at will NOT get you where you want to go. You need to evolve from an entrepreneur who does everything and works ‘in’ your business, into a business owner who works ‘on’ your business.

The only way you can do this is to build a team.

Hiring a world class team is something every business owner needs to do, regardless of industry, and whether it’s a team of 10, 100, or 1,000. You need to do it, and you NEED to commit to the process, because if you don’t it WILL cost you a lot of time and money!

I know from personal experience that not building a good team has a huge effect on your health, productivity and definitely your bottom line. It’s one of the key differences between you remaining close to where you’re at and scaling to $100,000+ per month.

But even if you do build a team, it’s vital you focus on world class talent ONLY.

Hiring sub-par talent WILL cost you more time and money than you can imagine – both directly and most importantly, indirectly. We’re not just talking about their salary either, because a bad hire impacts sales, customer service and productivity (yours and the rest of your team). And then you reach a point of firing this poor talent and finding a replacement.

Again, there’s a real cost to this, and it can take several weeks of YOUR time (the most precious thing of all).

So it’s not only important to build a team, but to focus only on world class talent. Yet when I speak to new clients, they resist. They “know” how important it is, and they know how much easier, happier and profitable life will be once they do…

Yet they worry about the cost of hiring someone great, instead of the potential costs of settling for less. It’s a dilemma that tends to look like this:

  • Nick has scaled his business to six-figures, and is currently experiencing high growth…
  • But he has a family, so is conscious about taking on too much himself…
  • He’s had a small team around him for a few years, but none of them are full time…
  • They’re made up of VAs, a part-time assistant, and some trusted freelancers…
  • He knows he needs to build a team of world class talent, yet he’s hesitant…
  • He struggles to let go and delegate, and when he does, people often take too long…
  • This reinforces his belief that nobody can do what he does (at least not as well as him)…
  • So although he knows he needs a world class team to scale to the next level, he puts it off…

I’ve been through this process myself, and it often feels impossible to escape. The good news is, it’s far from impossible, and far easier to execute than you may think. But instead of starting with what you should do, let’s first focus on what you should NOT do…

How NOT To Hire World Class Talent

When I ask my clients to share their biggest struggle, they tend to focus on how they have too much to do and not enough time. So we talk about their team and how they need to grow it, but I see the same resistance and excuses:

  • It takes too long to find good people…
  • It’s too expensive to hire good people…
  • I don’t have the time to spend on hiring someone…
  • I don’t have the budget or excess money to pay someone else right now…
  • Nobody can do what I can do as well as me (my favorite to rip into them, because I thought this for years)
  • I’ve hired people in the past, but they let me down…
  • I don’t have the time to manage them properly…

This is the first problem most business owners face when hiring world class talent: themselves!

They don’t believe it’s possible to hire someone who can do the job as well as they can. They assume hiring “the best” is too expensive, and everyone else makes their life harder. They see the time spent hiring someone new as a waste, even though they know it will save them a lot of time in the future.

It’s all an excuse, and I have 12 tips for hiring world class talent that I want to share with you today, so you’ll no longer do the same.

But unless you overcome this first problem, none of those tips matter.

Your job as a business owner is to build a world class team who can do the work for you. Not only does this save you time, but it means your team can maximise your strengths and build on your weaknesses.

Without this you don’t have have a business… you have a hustle!

So your first obstacle to overcome is YOU, but it isn’t the last. Because chances are you do already hire people and you do already have a small team, but I suspect you go about it all wrong like most business owners do.

(And just like I used to)

Today, I not only appreciate how important it is to build a team, but the “right” team of world class talent. This is one of the biggest differences between truly successful business owners and everyone else, because the highest achieving business owner commits ONLY to hiring the “right” talent.

Whereas everyone else settles for less.

And I used to be one of them…

I’ve surrounded myself with a team for years, but I can tell you bluntly that for the first 3 years I was quite horrible at hiring. I wasted a lot of time and energy by not learning how to recruit and retain great talent. In fact, not long ago I would only keep 20% of people who made it through my initial trial period.

20%
1-in-5 people.

These weren't applications. These were people who made the initial cut and who I paid to bring on our team. I was excited about them and had big plans… Yet after a few weeks or months, I would part ways with 80% of them!

This is insane.

I cannot tell you how much time and money this has cost me over the years (literally a few million dollars in missed opportunity cost and wasted time). At the time I figured I was doing the right thing, because I was hiring and building my support staff.

They were awesome people with solid backgrounds.

But I still didn’t believe the “right” talent was out there.
So like most business owners, I didn’t fully commit.

I felt like I was going to be better off doing it myself. Or I would go after the cheaper option, the easier option, the friend-of-the-friend and the first person who seemed like a good fit. I would then micromanage them, spend hours shadowing them and grow more frustrated as I wasted more-and-more time.

I focused on hiring someone for cheap
instead of the “right” person.

I didn’t know exactly what I was doing and cut some corners…

Today I see so many business owners and clients do the same. They don’t commit and they don’t know the correct process to take. So like I used to, they waste a lot of time and money, and reinforce their belief that hiring a world class team is impossible and not worth it.

It is not impossible, and I know this because I no longer settle for less.

Having a team of only “A-players” is something many business owners talk about, but it’s far from the truth. I used to be that person, knowing inside that some of them weren’t world-class.

Not anymore!

The days where I hire 20% of people who come through my process are long-gone. Today, I have a truly world class team helping me grow a world class business, and you can too…

How To Hire World Class Talent
(and WHY you need to)

If you want to 2X your business rapidly, and most importantly create a scalable business that grows without pure “muscle” and grit from YOU, you need a talented team around you.

That’s a fact!

Systems and processes are crucial.
But the #1 key for big growth and creating a business that runs without you is TALENT.

I’ve yet to meet a successful business owner with a mediocre team. They build one full of talented people who can do what they cannot, and your job as a business owner is to do the same. Until you do you will:

  • Work harder and longer than you need to…
  • Sabotage your growth by refusing to delegate and outsource…
  • Remain in the ‘hamster wheel’, meaning your business owns you instead of you owning it…
  • Sacrifice your profits as you continue to ‘hustle’ and commit to too much…
  • Take the easy and cheaper option, instead of hiring the right person for the job…

The moment you commit to building a world class team is when you’ll 2X your business (at least)!

I’ve helped many clients do this, dramatically impacting both their business and personal life. One was able to put his entire business on autopilot as he travelled with his girlfriend for two months. Before this he worked “in” his business each day, growing it with pure hustle.

Now he’s able to work “on” his business, finally enjoying the lifestyle he’s dreamed about for years.

Another one of my “inner circle” clients went from working 70+ hours per week to just 20-30 hours. Best of all, she’s earning more than ever and continues to set new records in her business.

And another client 4X his income in under 75 days, all by working the same number of hours.

The secret ingredient behind all these successes?
Talent… People… hiring a World Class Team!

You can do the same so long as you commit to hiring the “right” team and by following the tips I’m about to share with you. And don’t worry if you’re still a little hesitant and worried that hiring a world class team costs a fortune…

Because hiring world class talent isn’t as expensive as you think.
In fact… NOT hiring a world class team is what costs you a fortune!

I spoke to a friend recently about this very subject, and he told me about an interview he once did for his book. He asked a successful NYC business owner about his greatest ever mistake, who told him about a time he hired a new salesperson.

At the time, he knew this person wasn’t the “right” fit, but they were going through high growth and needed someone. He figured hiring somebody would be better than hiring nobody, but within a few weeks he realized how expensive hiring mediocre talent can be.

In short, this new salesperson was no good.

The rest of the sales team on average closed 20-30% of leads.

This newbie closed 0% (that’s right, zero!)

On average, each project created around $50,000 in revenue, meaning this one poor hire cost the company A LOT in lost sales.

But there were physical costs too, including their wage, computer, office space, insurance and everything else. He then had to find a replacement, which cost him further time and more money, all because he rushed the process and settled for less.

So if you’re sat at your laptop right now thinking it’s impossible to hire world class talent because:

  • It’s too expensive…
  • It takes too long…
  • The best talent is already taken…
  • Your business isn’t at that level yet…

Think again! NOT hiring a world class team could cost you millions (both in real and potential money).

So if you want to know the “right” way to hire the “right” talent (so you can save time, save money and maximize your results from the beginning) listen up and take note of these 12 tips:

1: Tap into Your Existing Network

At first when trying to fill roles, I was hiring freelancers (mostly part time) and using job sites like Elance (now Upwork) with little success.

It was frustrating then I realized that I was missing out on a big opportunity.

Much like we teach our clients today, you’re standing over a field of diamonds.

Between your network and one degree away from your network, you likely have the perfect fit that you can hire.

In fact, 70-80% of people I’ve hired in recent years have come from my existing network – either directly or as a referral.. And it’s now where we begin our hiring process.

So, this is where you should begin each new hiring process:

  • Share a few posts on Facebook (and boost them / repurpose them into ads).
  • Share posts on other platforms like Linkedin, Twitter and Instagram.
  • Create a shortlist of targets you know and reach out to them.
  • Write 2-3 emails and share them with your list.

Ask people in your audience who they know who is a good fit. Ask them to share this message with their own audience, friends and network. Send personal messages and get your message out there!

What you want to do is to treat hiring like
it’s a big marketing promotion…

Because it is even more important than one marketing promotion (yet most business owners don’t treat it that way).

What we share is something on Facebook and other platforms like this:

Before long you’ll have applicants coming to you, but unlike when you post on a job-board or job site, they already know you or come referred from someone who does.

They won’t all be a good fit, but the quality of leads in general may surprise you (like I say, it’s lead to more than 70% of my own world class team!).

But don’t stop there, because as well as your existing audience, you need to tap into your network.

More specifically… reach out to your A-Players!

I’m guessing you’ve built a strong network of peers over the years, and some are what you consider A-Players (successful, they GSD, people you’d love to have on your team if they were the right role or hirable).

The reason why this is important is because A-Players tend to know other A-Players.

If you want to hire world class talent, reach out to them and ask if they know anyone. Who they refer won’t only be of a high standard, but you’ll develop instant trust because you both know said A-Player.

This is where to begin each new hiring process:

  1. Tap into your existing audience (if you have one)…
  2. Tap into your network (especially A-Players)

You’ll often find the world class talent you’re after, but only if you take this next tip into account…

2: Push For Talent Outside Your League

The problem with tapping into your A-Players is that they often introduce you to other A-Players. This is great because this is how you find and hire world class talent.

BUT…

You may fear they’re out of your league:

  • They have a lot of experience…
  • They demand a high wage…
  • They only have so much available time…
  • They expect a lot of bonuses and additions to their wage…

Again, this isn’t their problem. This is yours.

If you want to build a team of world class talent, you need to accept (and embrace) that you need to step out of your comfort zone. World class talent doesn’t come cheap. World class talent has a lot of experience. World class talent expects a lot from you, like you expect a lot from them.

But remember… they’re interested in working with YOU.

Here’s a key lesson I learned recently about hiring that forever changed my thinking about hiring:

Step up and push out of your comfort zone, because once you do you’re ready to…

3: Try Before You Buy

When I speak to clients about building a team, I hear a lot of resistance. They know they need to do it, and they love the idea of doing it, but the reality of doing it worries them because they just aren’t sure it’ll work out. There are so many unknowns…

Don’t worry. It’s always possible to “try before you buy”.

Not only do we have a couple of test tasks before someone gets to the final interview, but we then move them into a trial period. Whenever possible you should set a trial period for your new hire. Personally, I place me new hires (whoever they are) into two of these trial periods:

  • Initial 14 day trial (to see if they’re a good fit)
  • Extended 60 day trial (to see how they work over time, and with the rest of the team)

You often get a good idea of whether someone’s a good fit within the first seven days, but don’t settle for this. You need to see how someone fits into your ‘bigger picture’ over an extended period, so do not be afraid to set a 30 day… 60 day… or even a 90 day trial period.

The great thing is, world class talent “gets this”.
In fact, they encourage it!

Here’s why…

If someone is world class at what they do, they already have work / offers / opportunities. Like you, they value their time and they value the work they do. They don’t want to rush into a long term contract with you without knowing how you work.

They want to trial you as much as you want to trial them.

The alternative is the person who wants to jump “into bed” straight away. People like this are desperate, and they tend to be desperate for a reason. It isn’t to say they aren’t world class talent (or won’t become it), but it is a red flag.

A trial period is perfect for both them and for you.

An interview or CV only tells you so much (and the best of people!), whereas actual work gives you an altogether deeper insight. This is also your chance to lay down your rules and expectations, which is where the next tip comes in…

4: Set Crystal Clear Expectations

Another excuse I hear from clients is that they have hired people in the past based on a great interview or trial, only to get let down after a couple of months. The last thing you want is to constantly search for new people, so it’s vital you find the “right” talent straight away.

This is your job; not theirs.

I often find these working relationships break down because there were no clear expectations to begin with. Your new hire comes into the role with an idea of what you want from them, and you have an idea of their own situation.

But there’s a lot of grey-area in-between

It’s your job to make sure there is NO grey area!

You have to set crystal clear expectations, not just about their job role, but other traits like work ethic, teamwork, leadership, communication and everything else that comes into working with you.

You’re not just hiring someone to do a task.
You’re hiring them to be part of your culture.
And frankly, a part of your life (for most of us that have a fairly small team).

There’s many layers that come into this, so it’s vital you set clear expectations so everyone’s on the same page from day one (the moment your trial period begins).

I struggled with this for years, so I learned about a “Job Scorecard” from the book WHO that not only makes it easier to set clear expectations for each new hire, but to then track their progress throughout their trial period.

This is what our version looks like:

(Click Here To Grab Your Free ‘Job Scorecard’ Spreadsheet)

Grab this “Job Scorecard” for free here

and use it in your own business. It has everything you need to not only set clear expectations so you and your new hire are on the same page, but so you can track their progress over time. I use this myself for every role, and this is what my clients use to build their own world class team.

From here, your attention turns towards making the “right” decision…

5: Go with Your Gut

At some point you have to pull the trigger. Whether you have two applicants or two-hundred, it’s hard to know when you have found the “right” talent.

Often, there will be several people who could do the job, and the truth is you never know whether someone will work out. A trial period helps, as does previous experience, referrals and credentials.

But at some point you have to make a decision, and it’s often best to
go with your gut.

When you bring someone into your team, you don’t only do so to fill a role. Yes, they will have certain responsibilities and direction, but it isn’t what they do that matters;
it’s how they do it.

You are hiring them to be part of something, and you need to know you can trust them as you continue to grow your business. So… what does your gut tell you?

6: 100% Yes or NO DEAL

We live in a world of “sure” and hope.

People sit on the fence, and I imagine you’re guilty of this sometimes like all of us.

Instead of making a decision, you put it off until tomorrow. You give a ‘maybe’ even though you aren’t fully behind it 100%. You think it’ll get better and give the benefit of the doubt. You hedge your bets and don’t go ‘all in’, but when it comes to hiring world class talent there’s no inbetween. It’s either.

  • 100% YES
  • Or NO Deal!

No “sure”. No “maybe”. No “I’ll think about it”.
You are either ‘all in’ or not.

If you’re not, DO NOT hire them.

If you are… HIRE them on the spot!

In my experience it’s obvious when you’re dealing with an A-Player. It’s always a 100% yes. They within days make your life better. And they drive the results of the scorecard. It’s always clear.

I’ve yet to meet one and not feel it, and I’ve yet to feel 80% sure about someone and have them work out well. You have to be ‘all in’, but this is how so many hiring problems arise because business owners hire people they are ‘kind of’ sure about.

They hope they will find their way after a few weeks, or grow into the role.

And sure, sometimes this may happen.
But do you want to take that chance?

I don’t.

If you want to hire world class talent, you need to believe 100% they are the right person for the job.

This is why you need to listen to your gut, because credentials and experience only tell you so much. The final decision has to come down to whether you think they are the “right” person for the job, and this is easier to do if you know what your vision is…

7: Set A Compelling Vision They Want to Be A Part Of (are they invested in you or your money)

A lot of the indecision you face comes down to fear: your fear that the person you hire won’t care as much or be nearly as good as you could do.

After all, let’s say you find a talented hire, are 100% into them, and your gut tells you to pull the trigger.  You expect a lot from this person, so if it turns out they don’t care about your business, it’s bound to have the working relationship just not work out.

The last thing you want is to build a team of world class talent who cares only about money. Not only will this harm the culture you build, but this whole hiring process costs you a lot. You don’t want to keep hiring for the same role again and again, so you need to make sure they’re in ‘this’ for the long term.

If they see you as a payday, you have a problem.

Maybe not in the short term, but for sure in the future and that problem will grow legs.

You can overcome this problem by crafting a vision for your business, because as well as ensuring you’re 100% into them, you need to ensure they are 100% into you.

  • Do they buy into your “big” picture?
  • How do they see their role developing over time?
  • Do they get excited about the prospect of where your business is going?

Marketers advocate creating a vision because it helps you share your story with your audience. I find creating a vision provides an even greater impact internally, helping you craft a game-changing culture.

So if you don’t have a VISION that you can share with a new hire in a couple of sentences, it’s a sign you aren’t ready to build a team of world class talent (yet). Your vision helps your hire decide how ‘into you’ they are, and whether your business is a 100% yes or a shrug of a shoulders “sure”.

If it’s the latter, they will see you as a paycheck.

If it’s the former, they may be the world class hire you’re looking for.

You can make sure for certain with this next tip, and seeing if your values align…

8: Define Your Core Values & Measure Your Hires On Them (are they “into” your culture)

It’s one thing to have someone buy into your vision, but another if they’re the right person to be part of it.

This is where your core values come in, because they help affirm whether you share the same ones. For example, my friend Scott has built a great company over the last few years, with an incredible vision for the future.

He doesn’t have difficulty finding world class talent who buys into his vision, but not all these hires last long. This often comes down to values, and how they don't always align with one another.

For instance, he’s open-minded and says what’s on his mind. He doesn’t tend to beat around the bush, and when he hired a bookkeeper a couple of years ago, it was obvious the two of them didn’t “click”.

She had talent. She loved the company vision and where it was heading. But when it came to her values and her expectation of what Scott should say (and how he should say it), there was a disconnect.

Nobody is at fault in a situation like this.

Your core values are valid, as are theirs.

The point is you need to ensure your core values align, and this is once again YOUR job to get across. You need to define your core values early and make sure they know what you expect from them — not just their role, but their interaction with the team.

This comes down to the culture you build.

You cannot build a culture overnight.
It evolves over time.

But YOU are the person who lays the foundations.

Here’s a short video on Core Values and how to create them for your company:

If you’re unsure what your core values are, you’ll end up with a talented team that doesn’t sing off the same page. Whereas if you build a team of world class talent that not only gets the job done but plays a positive role in your culture, you will build a game-changing business.

Of course, just because you’re 100% into them and they’re 100% into you doesn’t mean your hiring journey is over. It nearly is, but first your hire has some work to do…

9: Make Your (Potential) New Hire Jump Through Hoops

You cannot make it easy for them. Just because you’re 100% into them doesn’t mean you should leave them to their own devices. Most people start a new role at full pace, excited to make an impression.

But then, after a couple of months…
they grow a little complacent.

To an extent this is natural, and the only way to avoid this is to ensure you’re an amazing leader who inspires them to bring their “best stuff” day-after-day.

You can make your life easier here during the trial period, by placing them into difficult situations (Guess why… Because they’re going to face a lot of these in the actual job so you might as well test them while it’s free!):

  • Set tight deadlines, even if you don’t need to…
  • Force them to research and use their own initiative…
  • Make their first few tasks different to one another, keeping them on their toes…

In short, push them to bring their A-Game from Day Zero!

The great part about hiring world class talent is that they’re good at adapting and stepping up to the plate (at least, they should be). The sooner you put them in a situation to showcase this, the sooner you know whether they are world class or not.

Don’t go easy on them, and above all… never… ever… EVER… rush this process…

10: Take it Slow

Hire slow, fire fast.” Ever heard that before?

Of course you have.

Take it seriously. It’s an important maxim that will save you tons.

It doesn’t take me long when working with clients to overcome those early obstacles and limiting beliefs. They are soon ready to commit to the hiring process — which is great —  what isn’t great is when they say:

“Let’s do this. I’d love to have a new designer on the team next week.”

And then our coaches bring the bad news: That ain’t gonna happen.

You have to take it slow!

  • It’s easy to hire anyone, but not as simple to hire the “right” one.
  • You don’t tend to find world class talent in a few days with Level 2 effort.
  • Even when you do, you still need to take your time and make sure they’re the right fit.

Right person. Right seat. Right time. With the right support and structure. That stuff takes a bit more than a couple days usually.

If you go into this process and hope to have someone new onboard within a week or two, it’s a sign you have left it far too late. You’re at a stage where you NEED someone, which is one of the main reasons people settle for inferior talent to begin with.

Rushing this process now WILL NOT help!

Remember, your job as a business owner is to the hire the right person, not any person. The phrase that we’re talking about here is world-class. I want you to build a world-class team, not create more work for yourself with C-players.

Rushing and pushing to get it done NOW will not help you in the future, and will only keep you on the ‘hamster wheel’ for longer. Take your time and take it slow, even if you feel you need someone now. It will not help you, and something else that will not help is if you try to do too much at once…

11: Hire Only ONE Talent at Once

This is the other big problem I face when working with clients, because once they appreciate the impact a world class team will have on their business, they want to have it all RIGHT NOW.

Chances are you could highlight at least 3-5 roles you would like to fill for your own business today, and it’s easy to get caught in the excitement and commit to filling each one.

WRONG!

Do not do this.
Only hire one talent at once.

It’s hard to find world class talent. Done right, the process is easy, but that doesn’t mean it’s easy on you:

  • You will have a lot of applications to go through…
  • You will have a lot of calls and meetings to have…
  • You will have certain processes to create…
  • You will have work to review, and some ‘shadowing’ to do…

If you follow the advice in this article you will waste less time and money than most business owners, but it doesn’t make the whole process a walk in the park. Plus, assuming you do find your world class talent, there’s still a period where they need to get used to you and your business.

All this means it’s important you only
focus on one new hire at once.

If you focus on too much you will end up making your life harder, and you’ll end up settling for less just so the whole process is over. But another reason you should only hire one talent at once is that you’ll refine your process each time.

  • You will learn lessons…
  • You will spot shortcuts…
  • You will grow in confidence…
  • You will come up with new ideas…
    You will create a system and set of processes…

Does this take longer to build your team of world class talent? Yes!

It doesn’t matter. The only thing that does is that you build a world class team, and whether you do this all at once or over a few months doesn’t mean much in the long term. So take your time, focus on one person at a time, and make sure you set them up for success from day one…

12: Plan Your Indoctrination Process

One of the most important things you need to do as a business owner is take responsibility for this whole hiring process. You are the reason a new hire succeeds, and you are also the reason a new hire fails.

This is your business.

These are your decisions.

It’s easier to blame other people when something goes wrong, but most hiring mistakes are because of the business owner; not the new hire. You can take control here and maximize your success by ensuring your indoctrination process is on-point.

  • Make your expectations clear.
  • Show them what to do and how to do it.
  • Create a process and set of instructions to follow.
  • Give them the confidence to speak to you and ask questions.
  • Provide a platform to share ideas and use their initiative.

In short, build a process that sets them up for success.
Instead of hoping for the best and setting them up for failure.

Depending on their role and your business determines this indoctrination process, but assuming you have followed the previous eleven tips, you should find this easy to build.

At this stage you know everything about them and their role, and they know everything about you and your business. All you have to do is lay this out for them so they know what to do, how to do it, and when they should.

Do this and you will sing off the same page.

Do this and you will set them up for success.

Do this and you will build a team of world class talent!

The final bonus tip I will offer is to resist the urge to micromanage your new hire (or team as a whole).

This is hard for many business owners, and comes back to those initial fears we talked about earlier, because managers only micromanage when they aren’t confident in the process they have built.

Once you follow these 12 tips, you’ll have no reason to micromanage your team ever again

World-class hires don’t want that or need that.

And these 12 hiring tips I’ve learned the hard way will help you do it right. Like most business owners, I’ve made all these mistakes, and it’s my hope you can learn from these experiences so you don’t have to go through the same pain I did.

If you do, you’ll finally build the team of world class talent you deserve. Whereas until you do, you’ll:

  • Work harder and longer than you need to…
  • Sabotage your growth by refusing to delegate and outsource…
  • Sacrifice your profits as you continue to ‘hustle’ and commit to too much…
  • Take the easy and cheaper option, instead of hiring the right person for the job…
  • Remain in the ‘hamster wheel’, meaning your business owns you instead of you owning it…

This is not why you setup your business.
This is not how you want to spend your future.
This is not how you OWN your business.

In fact, until you have a great team around you, you don’t have a real business at all… you have a hustle.

So take charge today and take those first steps towards hiring success. These 12 tips WILL help you do this, but I also appreciate there’s a lot more that goes into it.

Lucky for you, this article isn’t the end game.

I put together a full mini masterclass training on Hiring that will help you learn exactly what steps to take to hire your next employees.

There are strategies for hiring and interviewing, where to find leads, and how we constantly get over 100 applicants per major role we hire for.

Check it out here for FREE (regular $197 value)
and start building your team the right way: