How to Hire the Right Team for Sustainable Business Growth

Did you know that hiring can make or break the rhythm of a business?

I mean sure, hiring is exciting, but it can also feel like a gamble.

You can spend hours combing through polished resumes, nodding through interviews, even assigning practical tasks, and STILL end up with someone who looks great on paper but isn’t aligned with how your business actually runs. 😒

If you’ve been through that before, you know how exhausting it is.

And if you’re just about to hire for the first time, this is why I want you to pause and think ahead. 💡

When I started expanding my own team in late 2021, I was in the same boat. My budget wasn’t huge, my SOPs were still half-built, and I had to figure things out by trial and error.

Fast forward to 2025, and I’ve worked with both beginner hires and seasoned contractors.

I’ve made mistakes, I’ve learned, and I know firsthand what actually helps a business owner hire with less stress and more confidence.

That’s why I created this blog, not as a hiring specialist, but as someone who’s been in the trenches.

People aren’t plug-and-play. 👀

They need time to grow into a role, and you need systems that help them (and you) succeed.

• It’s not about finding a “perfect hire” who magically reads your mind.

• It’s about designing a process that protects your business, your energy, and your peace of mind.

  
  

That’s what we’re getting into today! Not hiring perfection, but hiring protection. 🙌

Because building your dream team shouldn’t leave you feeling like you need a vacation from your own business. 😉

Option 1: Hire on a Tight Budget and Still Set Them Up for Success)

If you’re still in the early stages of business, your budget might feel tighter than your calendar, but you probably have more time and energy to invest in training. ⌛

This is where bringing on a beginner or someone newer to the role can be a smart first step.

It won’t look perfect right away, but it can absolutely work if you’re intentional about the process.

This was my path in 2021. Hiring beginners meant I had to do most of the thinking work at first, but it also gave me the chance to grow alongside my team.

It forced me to get clearer with my systems, taught me patience (which I'm still continuously learning up to this point 😅), and helped me step into my role as a leader.

It wasn’t fast, but it was worth it. Here’s one way to do it ↓

Step A: The Application Form

Please, let’s retire the tired “What are your strengths and weaknesses?” question. 😂

Instead, ask things that actually tell you who this person is, how they think, and how they might work with you.

Try questions like:

• “Tell me about a time you had to figure something out without much guidance. What did you do?”

• “When a task feels boring or repetitive, how do you motivate yourself to finish it?”

• “What kind of leadership style helps you do your best work?”

• “If you could choose one project in this role that excites you the most, what would it be?”

These types of questions peel back the interview mask, giving you a window into their character, curiosity, and problem-solving style.

If you’re using AI tools like ChatGPT for years like I do, there's a high chance you'll quickly spot who’s speaking from lived experience versus who’s leaning too heavily on the robot. 😉

Step B: The Practical Test

Choose an exercise that feels close to the role itself, so you can see how they’d approach the kind of tasks that really matter day-to-day.

For example:

✅ If you’re hiring an aspiring Social Media Manager, ask them to draft two posts (say, one carousel and one Reel) based on your latest blog or client testimonial.

• Bonus: Have them explain the strategy behind their choices so you know they truly understand what they’re doing.

✅ If you’re hiring an Admin VA, give them an inbox clean-up scenario and ask them to record a short walkthrough explaining how they organized it.

• Their thought process is just as important as the outcome.

When you review their work, don’t just ask “Did they get it right?” Instead, use this lens:

1. Did they ask clarifying questions before jumping in?

2. Was the quality of their work solid (or even better than expected)?

3. Did they follow instructions without skipping the basics?

4. Did they show initiative by adding something thoughtful or going a step further?

Step C: The Final Interview

This is where you read the room. 👀

• Someone might look great on paper and even crush the test, but when you talk, the energy is off.

• Or the opposite might happen; you thought they were “okay,” but in conversation, it just clicks.

That gut check is also data 🔔 and it deserves a seat at the table in your decision-making.

One Important Disclaimer

If you go this route, know that beginners will need more training and more of your thinking.

They won’t always anticipate needs or solve problems right away, and that’s normal.

✍ However, this can be the ideal fit if you’re still refining your SOPs, experimenting with processes, and want someone to grow alongside you without committing a huge chunk of your budget upfront.

In other words, you’re laying the foundation for how your future team will work with you!

Option 2: Hire Experienced Contractors for Fast Onboarding and Immediate Impact

If your business is growing quickly and you don’t have the time or energy to hand-hold, this is where hiring an experienced contractor or specialist becomes your best move.

Unlike beginners, these hires can step in with confidence, adapt faster, and deliver results almost immediately. 🥂

The trade-off? They cost more, but the relief and speed they bring often outweigh the investment.

Step A: Clarify the Role and Outcomes

🧠 Experienced professionals work best when they know what success looks like.

Instead of listing endless tasks, try focusing on outcomes. For example:

• Instead of “schedule social media posts,” try “create a 90-day content plan that grows engagement between 5-10%.”

• Instead of “manage my inbox,” try “ensure I only see urgent or decision-making emails and nothing slips through.”

This gives them clear goals while giving you measurable results.

Step B: The Paid Test Project

No matter how strong their portfolio is, always test in real time. Keep it short but paid (this also sets the tone for mutual respect). 🤝

Examples:

• For a Social Media Manager, have them plan and draft one week of content with strategy notes.

• For an Operations Consultant, request a workflow audit and a one-page improvement plan.

• For a Copywriter, assign one sales email or landing page in your voice.

This isn’t just about skills. It’s also about fit, communication, and whether their process complements your business.

Step C: Verify Through Client Check-Ins

Testimonials are great, but they’re often polished (if we're being honest here). 🤷‍♀️ An extra step that many CEOs or entrepreneurs overlook? Emailing their current or past clients directly.

Keep it short and simple:

• What is/was your experience working with [applicant’s name]?

• Would you hire them again?

• Is there anything you wish had gone differently?

When one of my own clients did this before hiring me, I realized just how powerful it is.

Not only did I receive glowing recommendations (not to toot my own horn), but the assurance from my existing clients also gave the prospect the confidence to move forward.

It’s one thing to read a testimonial on a website. 👉 It’s another to hear or read real, unfiltered feedback from someone who has actually worked with them.

Step D: Protect Your Energy With a Trial Agreement

Instead of committing to six or twelve months right away, start with a 3-month introductory agreement (sometimes called a trial engagement or initial phase).

💡 This gives you both space to assess the fit, communication, and results before committing to something long-term.

One Important Disclaimer

Hiring someone with experience won’t magically erase your challenges. They’ll bring new ideas, systems, and ways of working, and that can feel uncomfortable at first.

But if you approach it with collaboration instead of control, you’ll gain not just relief but momentum.

Now, let’s break down what this could actually look like depending on where you are in your business journey.

Both paths have their advantages, but they come with trade-offs too.

Option	Pros	Cons
Option 1: Hire on a Tight Budget and Set Them Up for Success	- Budget-friendly for early-stage businesses. - Opportunity to train someone to fit your style and culture. - Great if you’re still shaping your SOPs and want someone to grow alongside you. - Builds your leadership skills since you’re teaching and mentoring.	- Requires more time, patience, and energy to train. - Quality of work may be inconsistent at first. - Progress can feel slow, especially if you urgently need results. - Risk of outgrowing them if they don’t keep up with the pace of your business.
Option 2: Hire Experienced Contractors for Fast Onboarding and Immediate Impact	- Can hit the ground running with little hand-holding. - Brings proven skills, strategies, and perspective. - Saves you time by delivering results faster. - Can bring fresh ideas and systems you haven’t thought of. - Easier to delegate higher-level tasks right away.	- Higher upfront investment. - Might come with their own way of working that you’ll need to align. - If it’s a contractor, they may have other clients and not be fully focused on your business unless they choose quality over quantity. - Not every “experienced” hire will be the right fit, even with outstanding credentials.

So, how do you know which option makes sense for you at this time?

👉 Try Option 1 (Tight Budget, More Time to Train) if:

• You’re still shaping your SOPs and want someone to grow with you from the ground up.

• You have more time than money, and you’re willing to invest energy into mentoring.

• You’re looking for a long-term team player who learns your way of doing business.

👉 Option 2 (Bigger Budget, Less Time to Train) might be a better fit if:

• You need results fast and can’t afford long training curves.

• You want someone who can bring proven experience and ideas to the table.

• You’d rather invest more upfront for efficiency, strategy, and immediate relief.

The right hire is about creating the conditions that enable both you and your new team member to succeed.

I started with Option 1 when my budget was limited, and then, once I had a larger budget, I used Option 2.

Both paths taught me something valuable, and that’s why I believe the messy, behind-the-scenes of hiring is worth talking about. 🙌

Not just the glossy team photos, but the real work of building alignment and trust.

Because Your Next Team Member Should Be an Asset, Not a Headache

Hiring isn’t just about filling a seat. It’s also about protecting your time, energy, and vision, so your business can scale sustainably.

• Whether you’re a therapist in private practice balancing a growing waitlist,

• A CEO leading a service-based business,

• A medical doctor managing both patients and operations, or

• A keynote speaker trying to expand your reach, the way you approach hiring will shape the future of your business.

In my experience and in what I've observed, many business owners use Q4 to plan for Q1, and hiring is almost always at the top of that list.

It makes sense because the holidays are behind you, your clients are re-engaging, and the new year feels like a clean slate.

The question is, will you enter Q1 2026 still carrying the weight alone, or will you start with the right systems and support in place?

👉 If you’re ready to protect yourself and step into Q1 with clarity, structure, and support, explore my OBM Services here ↓

EXPLORE SERVICES

Building a business with the right support will give you back the time, energy, and peace you’ve been craving. 💗

💌 If a fellow CEO or founder came to mind while reading this, share this their way! I’ll be sure to send a little extra gratitude your way.