We’re diving into a topic that might feel equal parts exciting and terrifying— your first hire.
Whether it’s a contractor, a part-time employee, or something in between (don’t worry, we will explain the difference if you don’t know), bringing someone onto your team is a big move.
It took us a long time to commit to outsourcing. We built Duo from the ground up, and it’s uncomfortable to trust new people with your business.
But once we got over that initial fear, we’ve never turned back.
We’re committed to growing the Duo team and absolutely love every member of our crew!
We learned a lot of lessons along the way and want to share them with you before you make your first hire!
Listen to the episode right here!
Key Takeaways:
- How do you decide if you’re ready to hire?
- 3 things to get ready before you hire someone.
- BTS into our hiring mistakes 🙈
- What to expect after you make your first hire.
First, are you ready to hire?
Maybe you’re thinking, “I wish I didn’t have to do this thing for my business,” or, “It would be nice if someone else could do this for me,” but does that mean you’re ready to hire?
Take our advice – don’t hire too soon.
Consider whether you’re hiring for a one-time project or an ongoing need. Don’t put yourself in the position of regretting hiring someone too early!
Are you completely underwater? Do you have time to onboard them the right way? Your onboarding process sets your future hires up for success.
What can you afford? Will you pay a salary or hourly? Are you setting the rate or looking for quotes from freelancers? You’ll also have to think about how long you can pay this rate.
Tune in to episode 169 where we talk a whole lot more about knowing if you are ready and how to even delegate in the first place.
Before You Hire, Build a Process
You can’t expect someone to walk into your business on day one and know exactly what to do. It’s not fair (or strategic) to expect your new hire to “figure it all out.” It takes time to teach them your processes, which means you need to have documentation ready for them. Don’t hire someone to build your systems—have something in place first.
Before hiring our amazing web designer Laura, we:
- Created an extra detailed SOP
- Built project management templates in Asana
- Drafted email templates
And we made ourselves available for a few weeks as she learned the Duo ropes. We have regular team meetings to get us all on the same page and to answer any questions.
Clarify the Role and Set Expectations
First, we work together to define the core responsibilities of the role and our expectations for working with us. We think about things like:
- What would make this role successful?
- What tools will they need access to?
- How many hours will this role take each month?
We also give new hires a questionnaire to learn about how we can be the best collaborative team we can be. Here are some questions we ask:
- What does success look like for you?
- What communication tools work best for the team?
The Type of Hire Matters
What type of hire are you bringing on? This is one of those “feels small but is actually a big deal” kind of decision.
Contractor vs. Employee: What’s the Difference?
Contractors are typically hired for a specific project or set number of hours. They’re independent. They manage their own schedules and pay their own taxes. You’re not legally supposed to treat them like an employee.
Employees, on the other hand, are on your payroll. You control when, how, and where they work, which means you’re also responsible for taxes, benefits (if applicable), and labor law compliance.
We’ve done both. And trust us— there’s no wrong path, but there is a more aligned one depending on the role.
Ask Yourself:
- Do I need this person ongoing or just for a project?
- Do I want to train them and have them follow a structured schedule?
- Am I okay giving up some control (contractor), or do I need someone fully integrated (employee)?
Hiring employees feels a heck of a lot scarier, but it’s not. It’s actually our preference! Almost everyone on our team is now an employee of Duo, but many of them started as contractors.
Learn from our Hiring Mistakes
One lesson we quickly learned is that there are different hiring laws in different states 😵💫 Lucky for us, everyone we hired as employees live in the same state as us, but be aware of that if you’re hiring across the country! And especially if you’re hiring in a different country.
You need a payroll system like Gusto. It makes paying people much easier and has everything you need when tax season rolls around.
Taxes, onboarding paperwork, time tracking… it’s not just sending a Venmo anymore! You now have to wear the HR hat and make sure you’re compliant.
What to Expect After You Hire
You’re going to grow very quickly! You’ll be amazed at the value someone can bring to your business.
Hiring gives you more clarity on your own role. With some things taken off your plate, you can step into your role as an owner.
Remember, you are a manager now. That’s an important job, especially in the client service world. You’re still the face of your brand and are responsible for everyone you hire.
Who Will Be Your First Hire?
Deciding to make your first hire is a big and exciting step! Choosing the right people to work in your business is invaluable.
If you’ve recently hired someone, tell us what you wish you knew! Drop us a DM on Instagram or comment below!
FAQs About Your First Hire
What role should I hire first?
Make a list of things you don’t like doing or don’t have the expertise to do yourself. Look for people who can fill those gaps!
How much should I pay my first hire?
Research the industry average pay and see if you can afford or exceed that. Consult with a bookkeeper or CPA to help you decide how much you can afford to pay someone.
How can I make sure I hire the right person?
We always ask people we trust for referrals! We’ve also hired our SEO on Tap students! Everyone we hire is someone we know and trust.
Want to hear even more deets on this topic? Listen to the episode!
Apple Podcasts | Spotify
If you liked today’s episode on The Duo On Air Marketing Podcast, don’t forget to leave us a review & subscribe!
More From The Duo
Sign Up for Tuesday Tips and Sips Newsletter
Abbey Oslin and Courtney Petersen are Minnesota-based marketing experts, educators, and co-founders of boutique marketing agency Duo Collective, which specializes in SEO, social media strategy, and branding for small business owners and creative entrepreneurs. To learn more about Duo Collective, or to inquire about working with our team, head over to www.duocollective.com.
To inquire about being a guest on Duo On Air, please fill out this application form.
+ show Comments
- Hide Comments
add a comment