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Hiring Doesn’t Fix Chaos, It Amplifies It
Before you hire, ask yourself this: am I ready for a new team member?
A lot of founders are in pain. Overwhelmed. Buried in tasks. Stretched too thin and running on fumes.
So they do what feels logical: they hire someone. Maybe a VA, maybe an operations manager, someone to finally take things off their plate.
And here’s what I’ve seen again and again: if the foundation isn’t ready, the hire won’t save you. Most people don’t come in and build systems for you. They execute what’s already there.
So before you hire, ask yourself:
• Are your workflows documented?
• Do you know what success looks like in this role?
• Is there one central place for tasks and communication?
• Are you available to onboard and give context for the first two to four weeks?If the answer is no, even the best hire will feel lost—and so will you.
Hiring doesn’t fix chaos. It amplifies it.
And yet, this happens all the time: founders hiring to feel productive instead of getting prepared, adding people instead of fixing systems, confusing motion for progress.
Hiring isn’t about making you feel less lonely in your business. It’s about making it run better. And that only works when there’s clarity.
So the next time you’re tempted to post that job listing, pause and ask yourself: are my systems ready?
The right hire can be transformational, but only when the business is ready to receive them.
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Culture Matters in Hiring But Clarity Comes First
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 doingIt 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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