Alec Broadfoot’s Post

Feeling overwhelmed with hiring decisions? Join us for an insightful webinar where we'll discuss strategies to overcome hiring challenges and make the right choices for your team. Learn from industry experts and gain valuable insights to streamline your hiring process. Don't miss this opportunity to take your hiring game to the next level! See you there! 🚀 #HiringStrategies #Webinar

CEOs often ask me, “What can a COO do for me?” My answer is pretty simple: they can do anything YOU want them to. But CEOs need to know what that is before they select their second-in-command. CEOs: Don't hire to fill a role. Define what the role is. Then hire based on exactly what you need. Reverse engineer the end result by asking yourself: "How do we double our growth in the next 12-18 months, and what type of person will get us there?"

CEOs often ask me, “What can a COO do for me?” My answer is pretty simple: they can do anything YOU want them to. But CEOs need to know what that is before they select their second-in-command. CEOs: Don't hire to fill a role. Define what the role is. Then hire based on exactly what you need. Reverse engineer the end result by asking yourself: "How do we double our growth in the next 12-18 months, and what type of person will get us there?"

For new managers, hiring is one of the most critical responsibilities they’ll face. Without a clear, established process, you risk wasting time, delaying much-needed support, and potentially undermining your team's efficiency. But hiring isn't just about filling roles—it's about shaping your company culture, both internally and externally. That’s why in Phase Four of the First-Time Leader Launchpad, we focus on setting a strong foundation for hiring. Here’s what we cover: 1. Discover and optimize (or establish) a hiring process that works for your team 2. Write clear, compelling job descriptions that attract the right talent 3. Organize and conduct effective interviews 4. Understand the value of feedback throughout the hiring journey With a solid foundation in place, hiring becomes less of a challenge and more of a strategic advantage. Don’t wait until you’re scrambling to hire—set your managers up for success now. Launch pricing (50% off) expires this Friday 10/4! Drop a " ✈ " to learn more #LeadershipDevelopment #FirstTimeManager #ManagerTraining #NewLeaders #Hiring #TrainingAndDevelopment

Does Your Hiring Process Start in the Right Place? Many think hiring begins with the job posting, but the truth is, it starts with management. 🧑💼👥 Great managers don’t just fill vacancies—they build teams that drive success. They know that finding the right talent goes beyond qualifications; it’s about creating an environment where employees can thrive and contribute to the company’s vision. When leadership sets the tone, they attract and retain top talent, ensuring every new hire is a perfect fit for both the role and the team. Strong management is the foundation of a successful hiring process. What steps are you taking to strengthen your management approach? #Leadership #Hiring #Management #WorkCulture

Thought for the long weekend: If you got clear on what you're great at, so you could stop doing the things you're not great at - who would you hire next? Our next is a Fractional COO - I like working with systems, and ours work - but we're growing fast and I know there's someone out there who is great at developing scalable systems for a small and growing consulting firm with high standards - if that is you feel free to comment below or DM me for a conversation. Identifying your strengths can help you work smarter, not harder. I believe in delegating the tasks you're not great at and hiring the right person for the job. This is one of the best things about the emergence of Fractional roles across the board - gaining the experience of a person who is great in a specific area at a fraction of the cost. Who will you hire next? #Strengths #Delegation #Productivity

How many of us are mapping the future roles? 👀 ... don´t really see many hands here... What we do is, hire for our immediate needs and hand out titles without planning for the future. But for start-ups that are growing quickly, planning for immediate and future needs must happen hand in hand. I believe we have to protect future job titles and unlock them at the right time. Your current VP of 50 people is unlikely going to be the VP for that same team when you are 500 or 5000 people. In the early stages of start-ups, with a tight budget, job titles cost nothing to give away in order to attract great people to join or stay. But are titles really free? When you have ambitions to be the next big thing across the world and employees in the hundreds and thousands, it is important to consider the downstream effects and consequences of handing out inflated job titles right away. Even when your new sexy candidate is asking for it. So here´s the question: What are some great tips on managing candidates´ expectations for titles in the hiring process? #scaling #scaleup #growth #business #leadership

Do growth-stage companies really need a Chief of Staff? 🤔 Here’s my take on this: I’ve seen Series A companies make this move, but in my view, it’s premature. The role may be a solid investment as your company grows, perhaps by Series C or D. But when you have fewer than 20 employees, you’ve really got to ask yourself: 👉 What problem are you really trying to solve? 👉 Do you have talent that can solve it? 👉 If not, what skill do you really need? 👉 Is there a better way to fill that gap without immediately hiring a "Chief of Staff"? As a leader, your job is to know your people, understand their strengths, and leverage their unique talents. Growth-stage businesses thrive when leaders get in the trenches, build relationships, and make decisions based on real, first-hand knowledge.

Interesting ... 🔍💼 Hiring Managers, Founders, TA, and Leaders are you listening? 💼🔍 Today, I had the privilege of engaging in insightful conversations with a visionary founder and a dynamic tech executive from two small but thriving growth companies. As we shared more about each other's businesses, I asked "What skill stands out as paramount in the talent you seek to recruit and hire at this pivotal stage of growth?" ✨ ⬆ Their responses were remarkably aligned🌟 🔍 Curiosity In a landscape of constant evolution and innovation, curiosity emerges. They highlighted that hunger to explore, learn, and adapt fuels not only individual growth but also propels organizations forward. 📊 Project Management Effective project management emerges as the skill that many believe they have but do not possess the personality, maturity, tactical proactive ownership, instilling accountability, and fostering a culture of proactive leadership at every level. It's the art of steering projects toward success while nurturing a sense of collective responsibility. skills you will not see or find in a resume? 🚀 #Recruitment #TalentAcquisition #ProactiveHiring #Curiosity #ProjectManagement #Ownership #Leadership #GrowthMindset #investintalent

Before you hire someone for your team, there’s one key step that’s often overlooked: ⚠️ You need to work the job you’re trying to outsource. Too often, we think bringing someone on board will magically solve all our problems. But here’s the truth: if you haven’t done the work yourself, you won’t fully understand the expectations or the results that come with the role. Here’s why this matters: If you can’t offer clear direction, feedback, or ask the right questions... You’re setting the role—and the person you hire—up for failure. What happens next? ❌ Morale drops. ❌ Expectations become unrealistic. ❌ Results don’t meet your standards. In the end, you either let them go, or they leave. It’s time to hit pause on hiring.🔄 Instead, slow down and take these steps first: 1️⃣ Identify clearly what you want, expect, and need from the role. 2️⃣ Test it out yourself by doing some of the activities. 3️⃣ Document your learnings so you have a clear understanding. 4️⃣ Create an SOP to guide the next person. Then, hire the right person with confidence. Taking an extra 4 weeks up front might seem like a delay, but it will save you: ~Endless headaches ~Heartaches over bad hires ~Lost revenue ~Tons of frustration ~Etc... What’s your approach—do you prioritize hands-on experience before hiring, or do you dive right in? 🚀 #leadership #teamdevelopment #businessstrategy #operations #hiring