Month: September 2025

Podcast

Hiring Isn’t About Unicorns—It’s About Clarity

By admin — 1 week ago

Is hiring a business coach a sign of weakness?

I don’t think so.

As companies grow, so do the problems, and we at Staff4Half are no exception.

More people means more moving parts, and more decisions to make. And suddenly, it’s not about the ideas of the founder anymore (sadly), it’s about how well we can leverage the knowledge of the whole team.

And that’s where it gets hard. Inside the company, we all carry our own baggage:
👉 preconceived ideas
👉 entrenched communication styles
👉 blind spots we don’t even notice

I believe that especially when we as founders want to create an extraordinary company culture of support and fostering, being open and honest in the interest of the business can become harder.

And that’s where I see an outside coach brings immense value.

A coach challenges us as a team without politics and can help us see things we’d never catch on our own, so that we can stay friends while also doing what is right for the business.

That is, I believe, the beauty of an outside coach.

And it’s not a weakness, it’s a strength!

P.S.: Did you know that women are more likely to hire a business coach than men? I found some reports that suggest that half of business coaching is done in woman-led companies (when women only lead a minority of businesses).

What’s your observation?

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Podcast

Hiring Isn’t About Unicorns—It’s About Clarity

By admin — 1 week ago

You’re not bad at hiring. You’re just chasing a unicorn.

You want someone who can manage your calendar, write your newsletters, run operations, handle support, think like a strategist, execute like a machine, and work across four time zones—all for under $2,000 a month.

Here’s the hard truth: that person doesn’t exist. And if they did, they wouldn’t apply to your job.

So here’s what to do instead:
1️⃣ Write down everything you wish this person would do.
2️⃣ Circle the three most critical things.
3️⃣ Build a role around those—not all seventeen.

Hiring isn’t about finding magic. It’s about making tradeoffs. Clarity beats fantasy. Every time.

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Podcast

When I Slow Down, I Speed Up

By admin — 1 week ago

Think two days away from work is a luxury? I just spent two days with my Forum.

A couple of years ago, the idea of being away from work for two full days seemed ludicrous to me. I thought I had to be in the business always—leading with my sheer presence. Only when I joined Entrepreneurs’ Organization did I realize: if I’m always in my business, I never get to see it clearly from the outside.

Stepping away gives me the clarity I need to lead with focus and passion.

This time, I spent two days with my EO Latin Bridge Forum, a group of business owners from across Latin America.

How does a Bridge Forum work? We meet every few months in a different part of the world to ask ourselves the bigger questions—together and of each other.

And every time I do this, every time I step away from the day-to-day (still with a little hesitation), I discover the same truth:

  • When I slow down, I speed up.

  • When I get clear, I execute faster.

  • When I ask myself “what’s next in life?” I start moving toward what actually matters.

Doing this work together with my Forum mates makes the experience even more powerful. These two days don’t cost me momentum—they give me more of it. Because when I return to my team with clarity, that clarity becomes theirs too.

Grateful for the reflections, the honesty, and the space held by:
Stephanie Camarillo, Ashish Khera, Takeshi Nobuhara, Vinoo Varghese, Jennifer Cohen, Daniel Levy, Alejandra Leon.

So let me ask you: what’s next in life for you?

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Podcast

Hiring Isn’t About Filling Gaps, It’s About Building With Purpose

By admin — 2 weeks ago

We often think of hiring as patchwork: there’s a hole, so we scramble to fill it. But I believe building a truly great team isn’t about plugging gaps—it’s about recognizing potential and making room for it.

That’s how I think about hiring at Staff4Half. Because we’re building with purpose, we’re not just filling seats. To me, hiring is about inviting someone to join a mission.

I started this company to create opportunity, connecting brilliant Argentine talent with U.S. companies doing meaningful work. And that’s why I’m so excited to welcome Guadalupe to our team.

She brings experience in social media and a strong understanding of our space, but what stood out most was her eagerness to grow and her mindset. We’ve already started working on the podcast relaunch, and I’m excited for everything ahead with her.

I know she’ll bring heart and sharp thinking to everything she touches.

Guada, I’m thrilled to have you on this journey. Let’s build something meaningful, together 🚀

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Podcast

The Real Cost of Hiring Cheap

By admin — 3 weeks ago

“If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur.”

—Red Adair

Every time I see this quote, I’m reminded of how true it is in hiring. The cheapest option almost always turns out to be the most expensive.

Expertise saves you money, time, and headaches, always. The hard lesson is this: what looks like a good deal usually isn’t.

Quality has its price.

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Uncategorized

Why Every Founder Needs an Organizational Chart

By admin — 3 weeks ago

Most founders I know don’t actually have one job, they have three. Or five. Or ten. I’ve been there myself: one hat for sales, one for operations, one for HR, and another for customer service  (all before lunch)

What does that mean for hiring? Too often, when we try to hire in the middle of that chaos, we end up writing job descriptions based on our overwhelm, not on a clear map of the company. That’s why coaching systems like EOS, Bloom Growth, and Scaling Up all push leaders to build an organizational (or accountability) chart.

I used to think: how boring. Until I realized it’s not just a chart, it’s a mirror.

When I first drew mine, I suddenly saw:

  • I was holding three roles.

  • Some teammates were holding half a role.

  • And some roles didn’t even exist.

Once that truth was on paper, I was finally able to play the jigsaw puzzle, moving responsibilities left, right, up, and down until every role made sense (and I had less on my plate).

Only then can you:
✔️ Write job descriptions that actually stick
✔️ Carve out tasks without leaving holes
✔️ Stop hiring “a warm body to do stuff”

Most small companies never do this exercise. But the ones who do unlock a level of clarity that makes scaling possible.

Have you ever done the organigram exercise? What surprised you most when you saw your company on paper?

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Uncategorized

Culture Matters in Hiring But Clarity Comes First

By admin — 4 weeks ago

Hiring feels hard. We chase culture fit. We obsess over “value alignment.” And yes, they matter. But if I’m honest, I’d bet that 95% of failed hires come down to one boring thing: bad, or nonexistent, job descriptions especially in small companies.

I’ve seen it in my own businesses, and I’ve seen it when friends ask me why their new hire isn’t working out. If the role itself isn’t clear, no amount of culture magic will fix it.

Over the years, here’s what I’ve learned makes a job description actually work:
1️⃣ Purpose – why the role exists at all
2️⃣ Reporting – who they answer to
3️⃣ Company intro – why someone should be excited to join
4️⃣ Objectives – the real outcomes you expect
5️⃣ Day-to-day duties – what they’ll actually be doing

It sounds simple, but most job descriptions I see are either vague (“we just need a VA”) or contradictory (“do our marketing and fix IT”). No wonder the hires don’t stick.

So before you go looking for “the perfect cultural fit,” ask yourself: would a smart, motivated person even know how to succeed in this role? That clarity is where good hiring really starts.

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Podcast

Cheaper Help to Aligned Help: The Story Behind Staff4Half

By admin — 4 weeks ago

I thought I needed cheaper help. What I really needed was aligned help.

Back when I was running my California-based office supply business, Gorilla Stationers, payroll was my biggest expense and compliance headaches never seemed to stop. Despite paying top dollar, I couldn’t always count on the work getting done right. So I did what every cost-conscious entrepreneur eventually does: I hired offshore.

The Philippines made sense, great people, affordable rates. But then came the 2 a.m. Zoom calls. Not for me, but for my team abroad. I could hear the exhaustion in their voices, even when they smiled through it. The 12-hour time difference between the Philippines and the U.S. made me wonder: is this really how I want to grow, by making people labor through their nights? It felt unethical.

I didn’t want just cheap help. I wanted team members who could have a healthy work-life balance that worked for them and for me. And that shouldn’t be limited to my U.S. team.

That dilemma was still on my mind when I flew to Buenos Aires for an EO event. What I found surprised me:
✔️ U.S. time-zone alignment
✔️ A cost advantage compared to U.S. salaries
✔️ And a European-style culture of ownership and pride in work

So I decided to give it a try. I hired a VA to help me with my admin. That one hire turned into two. Then five. They helped me grow Gorilla Stationers while building a healthier team.

As I shared my experience, the inquiries started:
“Where did you find this person?”
“Can you help me get someone like that?”

And just like that, Staff4Half was born, from solving my own talent problem in a way that finally felt aligned with my values, my clients, and my team.

If you’re tired of trading cost for quality, or ethics for output, I’ve been there. There’s a better way to build.

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Podcast

Hiring Isn’t Tinder, It’s About Building Relationships

By admin — 4 weeks ago

Have we turned hiring into Tinder?

Swipe. Match. Delete.

Hiring has started to look more and more like a high-churn dating game. Job platforms have made applying so easy that an employer can be swamped with hundreds of applications for a single role. A few get shortlisted, some get invited to interviews, and one gets chosen. The others—the ones who made it all the way to final rounds—receive a polite rejection. And that’s the end of the short romance. No follow-up. No “let’s stay in touch.”

A few months later, the new hire doesn’t work out—or another similar role needs to be filled. Suddenly the founder is scrambling: “Do you know anyone good? I need to rehire, fast.” And just like that, they’re back to hiring Tinder. Starting from scratch. Swipe. Match. Delete. Ignoring all the candidates from the last hiring round.

I believe most companies don’t have a hiring problem—they have a relationship problem. Hiring isn’t a one-off transaction. It’s a system of trust that grows over time, if it’s nurtured. It’s about keeping the door open, even when the role is already filled.

But if we treat candidates like one-time bets, it’s no wonder that hiring always feels like a cold start—with too many frogs to kiss before we get lucky (or not). The best founders I see have a relationship management system. Sometimes it’s as simple as adding every applicant on LinkedIn so that, when a new role opens up, previous candidates see it right away. That way, they keep their pipeline warm.

Great talent isn’t something we find at the push of a button. It’s something we build and foster long before we even know we need it.

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Podcast

The Best Lessons Don’t Come From Books, They Come From People

By admin — 1 month ago

The best lessons don’t come from books. Sometimes, they come from a night at Coldplay with a friend.

Last week, I met up with Dan Baker from Valatam in East London, just before the Coldplay concert. Technically, Dan is a competitor, he runs two outsourcing agencies. Most people would hold back in that situation. I don’t.

Why? Because I met Dan through EO, the Entrepreneurs’ Organization. And in EO, I learned that even when we’re in the same industry, we don’t compete with each other. The only real competition is with ourselves.

To grow my business, I need to grow myself not fear what competitors are doing. That’s why every time Dan and I meet, we talk openly. And I walk away with ideas, feedback, and perspectives you can only get from someone who’s walked the same road.

I’m grateful for friends who prove that you can cheer each other on, learn from each other, and still win in business.

P.S.: The Coldplay concert made a memory. But peer learning makes change.

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