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These are the EXACT same steps I used to 10x businesses just like yours and generate new customers on autopilot!

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The last few years, the word around the business world has been “solopreneur.”

The “business owner” going it alone, doing it all.

And that sounds nice, right? Being able to do it all yourself and not having to pay anyone to do things for you?

But in the grand scheme of things, what does that say about the value of your time? If you’d rather spend seven hours editing a video or a podcast than pay someone $20/hour to do it, you’re saying your time is worth less than $20/hour.

As a business owner, that’s not a good look for you.

You should value your time, hire people to do mundane tasks, and focus your energy on creating products and services in order to see success in your business.

Plus, the point of a business is to generate an income stream that doesn’t keep you a slave to your job. Spending seven hours editing a video when you can easily pay someone else to do it is not the way to be happy in your business.

My mission is to help business owners earn more and work less, and the way you do that is by hiring a team.

But making that first hire can be intimidating. There are a lot of bad apples out there, and freelancers who just want to get in and get out, without a care in the world for your business and your message for the world.

I want to help you weed out those people.

Graphic for the free online entrepreneur's guide to making first hire and growing business

Check out the episode below:

When I first started out I didn’t realize how difficult it’d be to find a talented member to add to my team. It’s pretty much like a 50/50 shot. I also didn’t realize that if I had the right methods and strategies, I could get that up to about 80% chance of success.

I have hired my fair share of trouble contractors who didn’t know what they were doing (some of which was due to the fact that I didn’t even know how to do their role in the first place).

But over time, and with the right tactics, I was able to find talent that literally rescued my time back.

I was finally able to work ON my business and not FOR it, and I was able to get back to the fun roles I enjoyed in my business.

And that’s exactly what finding the right virtual assistant can do for you.

Graphic for the free checklist on the secrets to look for when hiring first employeee

So step one:

How do you know you’re ready to hire?

Hiring your first employee is a hugely exciting step for your business. It means you’re finally there. You’ve made it.

But you want to make sure you’re not starting to hire too soon. If you can’t actually afford to pay an employee, you’re not ready to grow.

So how do you know if you’re ready?

First, make sure you’re bringing in enough revenue to cover the overhead of an employee’s salary or contractor’s pay. Then, make sure your workload is more than you can handle alone, or simply more than you want to handle alone.

After all, you don’t want to be your own employee.

Decide who you need to hire.

So you’re ready to start delegating, and you can afford to.

First things first, you need to go grab a sheet of paper and a pen. Sit down and make a list of every single task you do in your business.

Literally everything.

Check email?

Yep, put that on there.


That, too.

Every. Single. Thing. Put it on your list.

Then you want to go through that list and highlight the areas that you want or need help in. Maybe numbers aren’t your strong suit and you need someone to help balance the books. Maybe you’re just sick of dealing with the constant barrage of new emails, or you can’t keep up with responding to social media notifications.

After making a note of all of the areas you’d love to outsource or delegate, it’s time to decide what role you need to fill.

Do you need a virtual assistant? Project manager? Accountant? Employee who can take over client work you’re overloaded with?

Or someone else?

Next question: are you going to hire a full time or part-time employee, or are you going to contract out this work?

The biggest differences between the two are how you pay them and how you manage them: do you want to deal with W-9s and W-2s and pay their taxes, or do you want to send out a 1099 and let them pay their own taxes? Additionally, are you okay with allowing your contractors to do the work their way and on their own schedule? Or do you want to hire an employee to work a specific schedule and do things in a specific way?

Once you figure out what type of role you want to fill and if you want to hire an employee or contractor, you’re ready to move forward.

It’s time to hire your first employee or contractor.

The first step is to write your job ad. This can be stressful, or it can be a lot of fun. (I choose the fun way.)

First, head it with the new job title you’re hiring for.

Then start by introducing your business and telling your story. Sell the position. When you find the right people, they’re interviewing you just as much as you’re interviewing them.

State the location of the position. My team is fully remote, but you might want to work closely with someone in an office or co-working space.

Explain why they should apply and how they can apply.

A few other things your job ad should include:

  • Size of your business
  • What they’ll be doing
  • Skill/experience requirements
  • Language requirements
  • Communication expectations
  • Tools they’ll be using
  • Keywords that someone looking for your job opening might search for

Then post it!

There are so many different places to post your job ad. UpWork is one of my favorite places to hire contractors and virtual assistants. You’ll also want to create a page to house your job ad on your website.

Depending on where you share your ad, you may need to create a job application for it yourself. While most freelance sites have an application system built-in, if you’re sharing the job ad on your website or on social media, you’ll want to create your own application.

Google Forms or Typeform are two of the best ways to do this. They both make it incredibly easy to create a form and catalog responses in a spreadsheet.

Be sure to ask the important questions in your job application.

  • Name
  • Phone number
  • Email address
  • Location
  • Language(s) spoken (especially if using a third-party freelance site—many of these have freelancers/contractors from all over the world!)
  • Resume
  • Desired pay

Find even more great application questions in our Secrets to Finding the Perfect Team Member:

Graphic for the free checklist on the secrets to look for when hiring first employeee

Before you even waste your time interviewing someone, you want to get to know a little bit about them to gauge how well they would mesh with your personality (and later on down the road, how well they would fit in with the rest of your team).

After you share your job ad and have received a good number of applicants, take a look at resumes, cover letters, and applications. Pick your top 5 candidates and reach out to them to schedule interviews.

There are a number of ways to do interviews. If you’re hiring for an in-person assistant or team member, you’ll want to schedule an in-person interview.

If the position is remote, like a virtual assistant or other online position, you can do a quick Skype or Zoom call. Voice calls will work for a basic interview, but video calls can also be a great way to introduce yourself and speak face-to-face, even if it is virtually.

When interviewing, be sure to introduce yourself at the beginning, and tell the candidate a little bit about yourself and your mission with your business. Then give the candidate the chance to tell you about themselves.

Then you can jump into your interview questions related to the job.

Again, please download our Secrets to Finding the Perfect Team Member for an entire list of job interview questions to help you find the perfect candidate.

Graphic for the free checklist on the secrets to look for when hiring first employeee

When you find the new team member, you should just immediately know.

It’s a lot like finding “the one.” You simply can’t let them go without sending out a job offer for fear they might choose someone else.

If you sincerely loved every one of someone’s answers (or at least most of them—remember that any type of job interview is nerve-wracking for a candidate and they might have one or two answers that they’re still beating themselves up about), you want that person on your team.

And if you went through all of your candidates and none of them felt right?

Do not hire them.

It is a lot more costly to hire the wrong person, have to fix their mistakes, and eventually have to let them go and start the hiring process all over again than it is to simply wait for more and better candidate to come along. Consider even paying to sponsor your job ad on a job board or creating a Facebook ad to promote your job listing.

Throughout every job interview, you also want to look at each candidate’s experience level, talent, and how they’ll fit in with your company culture, or how the two of you will get along.

You may even want to create a test for them to complete prior to bringing them onboard to see what their skill level is.

For example, before I brought my content creator on board, I had her write a sample piece so I could judge her skill level. Especially with tasks that you know will be skill intensive, you want to ensure that you guys have the same taste and mesh well in what you’re looking for.

Hiring your first employee doesn’t have to be an extremely difficult step. Stop putting it off and putting so many unnecessary tasks on yourself.

Remember, your time is worth more than the $20/hour you can pay someone else to do a few tasks.

Get started hiring and be sure to take this hiring checklist with you:

Graphic for the free checklist on the secrets to look for when hiring first employeee



These are the EXACT same steps I used to 10x businesses just like yours and generate new customers on autopilot!

it's free!
100% privacy guaranteed, no messin' around!