Joshua Ferrari’s Post

Did you know hitting your first big profit milestone doesn't start with your initial hire? It's true, the first therapist helps keep the lights on, but think bigger – it’s the second therapist that brings home the bacon. Now, imagine starting your hiring process for them between six weeks and six months. Why? Because that second hire is your golden ticket to profitability, boosting your clinic from surviving to thriving. Keep those marketing channels open, attract top-notch talent, and watch your practice evolve from a solo mission to a dynamic team, paving your way to hiring your third and cashing in on those rewards

My close friend (and very smart guy) Matt Wallach (https://lnkd.in/eRaG9nhZ) once shared a great piece of advice about hiring. It’s a tip that’s served me super well in my career as I’ve continued to add members to the team. Check out the video below to learn what it is—and let me know if you agree below.

I hired Ana Flávia Silva as my chief of staff in March, and she did two things in the first 30 days that set her up to make a big impact now. 1. She took real work off my plate in her first 72 hours 2. She asked smart questions in 1:1s that she couldn't answer by reading a document (and still does this) When starting a new job, typical advice is often "soak up as much as possible" or "just ask a lot of questions" - I think this is wrong, especially today when companies only hire once the current team is underwater. Yes, you should learn about the business, but the best new employees take tactical work off someone's plate and learn as much as they can on their own time in the first 30 days. This way, they shift the situation fast from a new hire being more work for a hiring manager to less work. This is easier in roles like chief of staff, where you get faster exposure to the tactical and strategic parts of the business. But I think any new hire benefits from this playbook. More in this week's Personal Math post - link in comments!

💡 Recruiting Tip Alert! Hiring isn't just about filling a position; it's about nurturing a company's growth! When you bring on individuals eager to learn and grow, you're investing in your company's future success! #Recruiting #CompanyGrowth #InvestInTalent

Did you know hitting your first big profit milestone doesn't start with your initial hire? It's true, the first therapist helps keep the lights on, but think bigger – it’s the second therapist that brings home the bacon. Now, imagine starting your hiring process for them between six weeks and six months. Why? Because that second hire is your golden ticket to profitability, boosting your clinic from surviving to thriving. Keep those marketing channels open, attract top-notch talent, and watch your practice evolve from a solo mission to a dynamic team, paving your way to hiring your third and cashing in on those rewards

💡 Recruiting Tip Alert! Hiring isn't just about filling a position; it's about nurturing a company's growth! When you bring on individuals eager to learn and grow, you're investing in your company's future success! #Recruiting #CompanyGrowth #InvestInTalent

💡 Recruiting Tip Alert! Hiring isn't just about filling a position; it's about nurturing a company's growth! When you bring on individuals eager to learn and grow, you're investing in your company's future success! #Recruiting #CompanyGrowth #InvestInTalent

I am realizing in building allUP that one of my favorite things to do is help early stage founders/ceo's absolutely nail key early hires. It's so hard to get this right. As a ceo you know that hiring is your top priority but you usually completely buried with the 10 other jobs you're doing in trying to grow the company. The role you think you're hiring for is also changing almost daily with how fast your company is evolving. You're trying to hit a moving target while you're sprinting up a mountain. I personally messed this up so many times and it's devastating. Really can kill the company. Even if it doesn't, you're dealing with major distractions that make it even harder to focus on growing the business. When you get it right, it's magical though. I've had successful early hires almost instantly completely transform the company. This wasn't just great for the business, it also meant I as ceo had breathing space to actually be strategic. It was like getting a new superpower. I want other founders to feel this. If you're making an early hire, I would love to help you get this right. Hit me on DM and we'll talk through a strategy and give you the best chance of getting the perfect person!

We recently expanded our team at Little Fish which was a pivotal milestone because we are now fully staffed. It's been quite the journey and we've learned a lot over the years as we've navigated periods of growth. Knowing when to hire can be tricky but there are a few key things you should consider as part of the decision making process: ⚖️ Define your "enough": Align goals with team needs early on. 🏆 Excellence is key: Remember that each team member must excel in a small team environment. 🌱 Act decisively: Don't wait to hire—recognize the cost of delay and meet demand. 💰 Financial readiness matters: Create a budget for hiring costs and forecast revenue Hiring is a journey, and mistakes are inevitable. In an effort to prevent you from falling victim to the same mistakes we experienced, we've shared in depth detail about the journey In our latest blog post. https://lnkd.in/epkr7Fqu #TeamExpansion #BusinessGrowth #Hiring #GrowingATeam

The Ultimate Guide to Hiring Your First Employee in the US is here!📍 Step 1: Understand if your business is ready to start hiring. Check out the other steps provided by David Rose CEO of US Expansion Partners! 👇🏻 https://lnkd.in/ehHgSMmb