How to Build a Team for Growth
Hiring is a huge challenge when scaling a business. How do you know the person is a good fit? How do you know they have the skills needed? How do you tell if they will be a good team player?
Too often, companies make the mistake of hiring just to fill a role—only to realize later that they brought on the wrong person. The result? Employees who need constant supervision, struggle to adapt, or fail to take ownership. This leads to frustration, stagnation, and even burnout for leaders who find themselves micromanaging instead of focusing on growth.
But what if hiring could be different? What if you could build a team that runs smoothly, adapts, and takes your business further than you imagined? That’s exactly what we’ll explore in this post.
The Difference Between Hiring to Fill vs. Hiring to Scale
Many business owners approach hiring with a “fill-the-gap” mentality. They identify a missing function in their company, post a job listing, and look for someone to complete a predefined set of tasks. While this approach might work in the short term, it often fails in a scaling environment. Hiring someone for a narrowly defined role might solve an immediate problem, but it does not contribute to long-term growth.
Hiring to scale means looking beyond immediate needs and thinking strategically about long-term expansion. It involves selecting individuals who have the potential to evolve with the company, take ownership of their responsibilities, and function autonomously. Rather than focusing solely on their current skill set, consider how they can grow into future roles within your organization. The best hires are those who can adapt to changing business needs, step outside their job descriptions, and contribute beyond their assigned tasks.
For example, consider a startup hiring its first marketing employee. A business focused on short-term needs might hire someone to manage social media and execute campaigns. But a company looking to scale would seek someone with the ability to strategize, experiment, and grow into a marketing leadership role over time. This forward-thinking approach ensures that hiring today supports growth tomorrow.
Identifying the Right Hires for Scaling
A great hire is someone who doesn’t just fill a role but creates additional value for the company. Employees who can step into multiple responsibilities and thrive in different scenarios are invaluable when growing a business. Rather than hiring for a narrow skill set, look for candidates who demonstrate adaptability, initiative, and problem-solving capabilities.
Generalists, in particular, are excellent hires when scaling. They may not be subject-matter experts in one specific field, but they have the ability to quickly learn, take on different roles, and adjust as the business expands. While specialists are necessary in some cases, hiring people who can shift and take on new challenges ensures that your workforce remains flexible and dynamic.
When evaluating candidates, focus on traits like curiosity, resilience, and their ability to handle ambiguity. Consider their past experiences and whether they have worked in fast-changing environments. Have they previously taken the initiative in past roles? Do they approach problems with a solutions-oriented mindset? Those who have a track record of adaptability are more likely to thrive in a scaling company.
Giving Employees Agency & Ownership
One of the biggest roadblocks to scaling is micromanagement. Many leaders, especially those who have built their businesses from the ground up, find it difficult to relinquish control. However, if you hire the right people, you should be able to step back and let your team operate with autonomy. Employees who have agency over their work perform better, take more initiative, and contribute to a healthier company culture.
Encouraging ownership starts with setting clear goals and expectations. Instead of dictating step-by-step instructions for every task, communicate the bigger picture and allow employees to determine the best way to achieve those goals. When employees feel trusted and empowered, they become more engaged in their work and more likely to take initiative. A workplace where employees feel ownership over their projects is one that fosters innovation and long-term commitment.
Another critical aspect of fostering ownership is allowing employees to make decisions within their domain of expertise. If every decision must go through leadership for approval, growth slows down. Instead, establish frameworks that guide decision-making while giving employees the authority to act. This creates an environment where employees feel valued and responsible for their work, leading to better overall performance.
Hiring for Efficiency & Self-Sufficiency
Efficiency is a key trait in a scalable hire. The most effective employees are those who know how to manage their time, prioritize tasks, and complete work with minimal supervision. They understand that productivity isn’t measured by how long they sit at their desks but by the quality and impact of their contributions.
One of the biggest indicators of efficiency is whether an employee can confidently shut down at the end of the day, knowing that everything important has been completed. Employees who are disciplined and focused get their work done without needing to stay late or put in unnecessary hours. They prioritize effectively and ensure that critical tasks are completed without requiring constant oversight.
Many of the best hires are those who have responsibilities outside of work, such as families, volunteer commitments, or side projects. These individuals tend to be highly efficient with their time because they have no choice but to be. They develop strong time-management skills and an ability to focus on what truly matters, making them incredibly valuable assets to any growing business.
The Leadership Shift: Enabling Instead of Directing
Scaling isn’t just about hiring more people; it’s about building a culture where employees take ownership and drive the company forward. Leaders who struggle with delegation often find themselves bogged down in day-to-day operations instead of focusing on strategic growth. The best way to scale successfully is to shift from being a directive leader to an enabling one.
Instead of providing answers to every question, great leaders encourage their teams to think critically and solve problems independently. When employees encounter challenges, they should be empowered to propose solutions rather than simply reporting the issue. This shift in mindset transforms a reactive workforce into a proactive one.
Establishing a feedback loop where employees feel comfortable making decisions, receiving guidance, and iterating on their work is crucial for sustainable scaling. When leadership enables employees to take action and make informed choices, the company becomes more resilient and capable of handling growth without bottlenecks.
Recap: Key Takeaways for Hiring to Scale
If you want to scale successfully, you need to rethink how you hire and lead your team. Hiring should be a strategic process, not just a means to fill an open position. The right hires will contribute to long-term growth, take initiative, and help build a company that operates efficiently and independently.
Instead of micromanaging, focus on fostering a culture of ownership where employees feel empowered to make decisions. Prioritize hiring individuals who work efficiently, manage their time well, and contribute meaningfully to the company. Finally, shift your leadership style from directing every step to enabling your team to thrive on their own.
What’s Next?
What’s one shift you can make in your hiring strategy today? Take a moment to reflect on whether your current hiring approach is designed for short-term fixes or long-term growth. Scaling isn’t just about adding more people—it’s about building the right team that can help take your business to the next level. Let me know your thoughts in the comments below. Let’s build smarter, scalable teams—together!
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