Stop Hiring on Gut Feel
Gut feel got you this far. A simple, repeatable process is what gets you the next great teammate.
Most small business owners hire the same way: a role opens up, panic sets in, and the first person who seems friendly and available gets the job. Sometimes it works out. Just as often it costs you months of frustration and a painful do-over.
The fix isn't a fancy applicant-tracking system — it's clarity. Before you post a role, write down the three outcomes this person must deliver in their first year. Not tasks, outcomes. “Reduce scheduling errors” beats “answer the phone.” When you know what winning looks like, every interview question and every candidate becomes easier to judge.
Then ask every candidate the same core questions and score them the same way. Consistency is what turns gut feel into good judgment — it lets you compare people fairly instead of falling for whoever happens to interview well.
Hiring is one of the highest-leverage decisions you make. A little structure up front saves you from the far more expensive work of cleaning up a bad fit later. If you'd like help building a hiring process that fits your business, let's talk.