Who to Hire First For Your Team
Most people ask, “Who should I hire first?” But that’s the wrong starting point. The better question is: “What am I currently doing that I shouldn’t be doing?” Because your first hire isn’t about a role, it’s about removing tasks that cause you to slow down.
Step One: Track Your Time
For one week, write down everything you do.
Not just big tasks, everything.
- Emails
- Scheduling
- Client work
- Admin
- Content
- Fixing things
- Repeating things
Then evaluate each task based on two things:
- How much money it makes you
- How much you enjoy it
Step Two: Score Your Tasks
Here’s a simple framework:
Task | Fun (1-10) | Revenue Impact (1-10) | Keep or Delegate |
Answering emails | 2 | 3 | Delegate |
Client strategy calls | 8 | 10 | Keep |
Posting social media | 4 | 5 | Delegate |
Writing blogs | 7 | 8 | Keep |
Anything low fun + low revenue = immediate delegate. That’s your first hire.
Step Three: You Don’t Need Full-Time
This is where people overcomplicate it.
You don’t need:
- A salaried employee
- 40 hours a week
- A massive commitment
You need help with specific tasks.
Some of the best hires look like:
- 1 hour per day (inbox management)
- 5 hours per week (content scheduling)
- Project-based (design, website updates)
Even large companies have people doing very specific, small roles. Your business is no different.
Step Four: Build a System, Not Dependency
Before hiring, document the task. Record it. Write steps. Create a simple SOP.
This makes onboarding faster and removes the “it’s easier if I just do it” trap.
Step Five: Use a Team Account
Organize everything in one place:
- Tasks
- Assignments
- Deadlines
Asana, ClickUp, Notion, doesn’t matter. What matters is visibility.
Your first hire isn’t about growth, it’s about relief. It’s removing the tasks that drain you so you can focus on the work that actually builds the business. You don’t need to hire big. You need to hire smart. If it’s not fun and not making you money, it shouldn’t be yours.
