Hiring Is Not About Filling a Seat. It’s About Choosing Who You’re Building the Future With.

There comes a point in every business where growth outpaces capacity.
You feel it first in your schedule — the days stretch longer, the weekends disappear, and tasks begin piling in the margins.
You feel it next in your clients — expectations stay high, but delivery becomes reactive instead of intentional.
You feel it in yourself — the work you once enjoyed now feels heavy, and the joy of building has been replaced with a quiet, persistent pressure.

This is the moment you must stop doing more and begin building more.

And that begins with hiring intentionally.

But most small businesses do not hire intentionally.
They hire reactively.

• Someone quits — replace them fast.

• Workload increases — find “someone” to help.

• A new opportunity appears — grab the first person available.

This leads to the same predictable outcomes:

• Misalignment

• Frustration

• Poor performance

• Cultural friction

• Turnover

• Lost time

• Lost money

• Lost momentum

Not because the employee was “bad.”
But because the process was rushed.

This is why we need a Employee Acquisition Plan — a consistent, repeatable method for identifying, attracting, selecting, and onboarding the right people for the business.

Because when you hire the right person, your capacity expands.
When you hire the wrong person, your burden expands.

The Employee Acquisition Plan Has Four Stages

1. Define the Role Before Searching

Before you post a job, answer:

• What is the actual function of this role?

• What outcome will they be responsible for?

• What does success in this role look like daily? Weekly? Quarterly?

If you are not clear about what success looks like, you cannot select someone who will achieve it.

2. Attract, Don’t Chase

High-quality candidates are not looking for “jobs.”
They are looking for:

• Leadership they respect

• A mission they can believe in

• A place where they can grow

Your hiring message should say:

“This is who we are.
This is how we operate.
This is what we value.
If this sounds like you — let’s talk.”

This attracts people who fit — and filters out those who don’t.

3. Evaluate Capability and Character

Skill matters.
But character determines outcomes.

Ask yourself:

• Do they take ownership?

• Do they communicate clearly?

• Do they learn quickly?

• Do they align with our values?

• Do they demonstrate emotional maturity?

You can teach skills.
You cannot teach desire, responsibility, or integrity.

4. Onboard With Intention

The first 60 days determine:

• Whether they feel supported

• Whether they learn the culture

• Whether they build confidence

• Whether they commit long-term

Onboarding is not “show them where things are.”
Onboarding is training for how success is defined here.

When onboarding is strong:

• Employees take ownership faster

• Mistakes reduce significantly

• Culture strengthens naturally

• Performance becomes easier to manage

Your Coaching Assignment

Create one simple document, including:

• The purpose of the role

• The measurable outcomes expected

• The responsibilities & daily rhythm

• The values and behaviors required

• A 60-day onboarding plan

This is the foundation of a scalable team — not more hands, but the right hands.