How to set clear expectations for new hires

If you're only hiring 100% perfect matches, do you even believe your onboarding and training can develop people? Full conversation with Alok K Sinha, link in the comments. #hiring

Stop waiting for the perfect hire. Instead, build the process that lets new hires shine and add value in the first 30 days. Here’s why... Too many business owners hold off on hiring because they worry it’ll take forever to train and onboard someone new. Truth? A great onboarding process can make someone valuable in just 30 days. It starts BEFORE Day 1 and the recipe is 1. document all tasks you want to delegate to them in your CRM and title them "New Hire" 2. document the onboard process starting with pre-start day tasks and going through day 30 3. gather and include DIY training resources into the process, along with tasks for them to setup get-to-know meetings with key people on the team 4. be prepared to let the new hire show you their energy, motivation to learn, and how they weave through the onboarding without being micro managed 5. wrap up Day 30 with a revisit to their job description to refine it and set some goals When you show care for new hires and empower them to learn, take initiative, and own projects, everyone grows—your business, your team, and your impact. Growth and scaling operations isn’t about getting everything right with the hire. It's about clarity, collaboration, trust, and vulnerability. Don’t let hesitation hold you back from momentum. You’re closer than you think to the team—and business—you want. Save this for your next hiring season 🚀 PS. You want to really press the gas pedal on success? Create a similar process for onboarding contractors and providers. #scalingoperations #hiring #employees

Stop waiting for the perfect hire. Instead, build the process that lets new hires shine and add value in the first 30 days. Here’s why... Too many business owners hold off on hiring because they worry it’ll take forever to train and onboard someone new. Truth? A great onboarding process can make someone valuable in just 30 days. It starts BEFORE Day 1 and the recipe is 1. document all tasks you want to delegate to them in your CRM and title them "New Hire" 2. document the onboard process starting with pre-start day tasks and going through day 30 3. gather and include DIY training resources into the process, along with tasks for them to setup get-to-know meetings with key people on the team 4. be prepared to let the new hire show you their energy, motivation to learn, and how they weave through the onboarding without being micro managed 5. wrap up Day 30 with a revisit to their job description to refine it and set some goals When you show care for new hires and empower them to learn, take initiative, and own projects, everyone grows—your business, your team, and your impact. Growth and scaling operations isn’t about getting everything right with the hire. It's about clarity, collaboration, trust, and vulnerability. Don’t let hesitation hold you back from momentum. You’re closer than you think to the team—and business—you want. Save this for your next hiring season 🚀 PS. You want to really press the gas pedal on success? Create a similar process for onboarding contractors and providers. #scalingoperations #hiring #employees

💭 The Truth About “Finding the Right Talent” Everyone talks about hiring fast. Few talk about hiring right. The truth? Great hiring isn’t just about skills or speed - it’s about alignment. Alignment between the person, the project, and the purpose. We’ve seen talented developers fail - not because they lacked ability, but because they weren’t in the right environment. And we’ve seen others thrive - because they worked where their skills matched the mission. At A-One Hire, this is the principle we work by every day: Not to just fill roles, but to create matches that last - where both businesses and professionals grow together. Because when people fit, projects flow. And that’s where real impact begins. 🌱 #HiringInsights #TalentAlignment #FutureOfWork #AOneHire #PeopleFirst #TeamBuilding #GrowthMindset

No matter how excited you are to hire more help, taking time to define responsibilities is a Game-Changer. Clear responsibility and authority role clarity = less work, happier staff, better hires, more profits, and less stress That's why in almost every ops project, everyone agrees to: - Map out authority and responsibilities - Let the staff document responsibilities they dream of shedding and decide what could be automated - Communicate the why behind the new hire to your existing team (goodbye internal turf wars!) - Encourage staff and owners to draft career paths and goals —even if it’s just a list of “future possibilities” Get those ducks in a row before you source and onboard your new hire. You will experience your business scaling faster, better, and with less drama. Happy Teams = Thriving Business Rooting for all you Operations Managers out there—let’s keep making onboarding and work easier! PS. If you want a template, go to the 2nd comment to download it. #scalingoperations #employees #hiring

No matter how excited you are to hire more help, taking time to define responsibilities is a Game-Changer. Clear responsibility and authority role clarity = less work, happier staff, better hires, more profits, and less stress That's why in almost every ops project, everyone agrees to: - Map out authority and responsibilities - Let the staff document responsibilities they dream of shedding and decide what could be automated - Communicate the why behind the new hire to your existing team (goodbye internal turf wars!) - Encourage staff and owners to draft career paths and goals —even if it’s just a list of “future possibilities” Get those ducks in a row before you source and onboard your new hire. You will experience your business scaling faster, better, and with less drama. Happy Teams = Thriving Business Rooting for all you Operations Managers out there—let’s keep making onboarding and work easier! PS. If you want a template, go to the 1st comment to download it. #scalingoperations #employees #hiring

Been thinking a lot about hiring lately. As Haven’s customers grow, we need to grow our team in tandem. It’s a good problem to have, but still a problem if you wait too long to solve it. It’s always a balance. Hire too early and you’re overstaffed. Hire too late and everyone’s underwater. This time, we got ahead of it. One person signed this week, and we’ve got two very strong candidates in late stages (hoping to get them across the line soon). All three came through organic recruiting instead of agencies, which could save us around $50k in fees. And I think they will be absolute rockstars. Historically, we’ve been too reactive when adding headcount. Now we’re trying to stay proactive. At the end of the day, we’re in the people business. Staying ahead of hiring keeps quality high, keeps growth sustainable, and keeps the team happy, which is priority number one.

Hiring in Q4 creates stronger team connections, smoother onboarding, and serious momentum for the year ahead. Just ask Brittani Harrison Kroog. She’s been hired twice in Q4 — and both times, it was a strategic win for everyone involved. 🎥 Watch her take on why this “quiet” quarter might be your smartest hiring move yet.