This document provides tips and a formula for how to hire better employees, train them faster, and manage them with less effort. It recommends crafting detailed job posts that outline specific responsibilities and values, screening resumes efficiently, conducting interviews to find the right cultural fit, and providing hands-on training and regular check-ins. Key aspects of the onboarding process include setting clear expectations, establishing goals and key performance metrics, prioritizing tasks, and incentivizing employees with performance evaluations, bonuses, and opportunities for growth. The overall goal is to reduce high employee turnover rates by selecting candidates suited for the role and company culture.

1. Hiring Formula
Stop Hiring Sucky People

2. www.ScaleTime.co
Street Cred
Academic
Trinity College, BS Economics
London School of Economics
Experience
Entrepreneur Since Birth
13 Years of Operations
ScaleTime - 3 years
What do I do?
Recurring models
Process for on
boarding teams and
clients
Productize your
service biz

3. how to hire

4. Today
Formula =
Hire better + Train faster + Manage LESS
1.How to hire
2.How to checkin
3.How to incentivize
- Bunch a Bonus -

5. Values
List your 3 values
• all business decisions will be based
on this)
• this creates your culture
• place in about us of job posts
- Employees quit job in first 6 months 35% of the time -

6. Who to Hire first?
YES
Bookeeper
35/hr
Assistant
8 - 20hr
Social Media
1500/ mth
Operations
consultant
2000/ mth
NO
Chief Financial Off
120 -200K
Sales Rep
>40k + commission
Inhouse PR
avg 60 - 80K
Chief Operating Off
120-200K
- Hiring Millennials - lg achievements, athlete, work history -

7. My assistant sucks!
Do they really?
- Are they constantly asking how to do
something?
- Are they scattered trying to do 20 things
- They don’t know what to prioritize
- They constantly have to wait on you to
move forward with a project?
- People take <5 mths to ramp up b4 making a contribution -

8. Hiring for-ever/ right now
1.Mr and Mrs Right now (what will they
put in place for Mr. future)
2.Tools
3.Documentation
4.Culture
- Millennials stay on 2.3 years on average -

9. How ScaleTimers Recruit
Craft
Job
post
Blast
through
Resumes
Interview
&
Select
ID
Budget/
Timeline
- Biz spend 3 hr/day looking for the right employee -

10. How ScaleTimers Onboard
Hands-on
Training
Evaluation/
Goal Setup
Legal and
accounting
Train
- Training increases productivity by 25% -

11. Onboarding Handbook
Why People Quit?
• Expectations
• Lack of leadership
• Lack of recognition
- If you don’t have one and fire, unemployment -

12. how to check-in

13. What do you want them to
do?
Think … You hired a Sales assistant but you
are still doing half of the sale and closing ?
You should have hired a VA to just do
research and outreach.
- Outreach.io | toutapp | yesware | close.io -

14. What is your employee’s
product (producing)?
•Bookkeeper - a clean, reconciled p&l statement
•Sales assistant - a schedule with x amount of
qualified sales meetings
•Researcher - a database with x inputs
•A graphic designer - specific digital assets
•Community manager - number of likes,
engagement posts, editorial calendar

15. Which Manager are you?
Micro Manager: no freedom and annoyed
staff can’t make decisions on their own?
Macro manager: all vision and no direction
Sans Manager: everyone says ?
- Hiring Millennials - lg achievements, athlete, work history -

16. Goal Setting
What are you looking for them to achieve ?
What resources do they need to catch up?
What are the numbers they need to give
you?
How do you determine a project
successful or complete ?
When are there checkins and
communication ?

17. Checking in
•Checklist ( workflow) with Checkins
•Scorecard - where are the stats they are
giving you
•Where does this live?
•Is it mobile?
•How do you know when things are complete?
- Asana | Trello | Whiteboard.io |Todoist -

18. Training
Bringing them up to speed ASAP
Videos with quizzes (if you don't have
your own and its skill specific ) buy it
Easy places to place to host learning tools
Teachable - no price if no payment
Have a table of contents to learning
materials and resources

19. Prioritizing
• Prioritizing and batching - staff gets
confused and you get frustrated they
don't know how you make decisions
and they can come in with bad
habits you.
• Priority matrix - end of week, end of
day, now
Separate Projects from Tasks, Prioritize and Review

20. how to incentivize

21. How much do I pay?
• Is this person domestic or abroad?
• If abroad what is the going national
salary for this position?
• Are they a freelancer or part of an
organization?
• Are they client facing?
- salary.com -

22. Performance Evals
• Performance Evals / score cards - set
up from day one what is it that you
want them to accomplish
• For next 3 months, debrief (what did
they learn)

23. Exercise
• How many people do you have?
• Who are next three hires
• List want them to do
• Do they have expertise or can you
teach them
• How much will it cost

24. Top 5 Hiring Mistakes
1.Not spending time crafting the job post
2.Not specifying on the application anything
beyond the resume i.e. coverletter, linkedIn Profile
etc.
3.Spending too much time on unqualified
candidates
4.Not having a timeline for recruiting & on boarding
5.Not setting the correct expectations during on-
boarding

25. Questions/ Answers

26. www.ScaleTime.co
Thanks You
juliana@scaletime.co :: +1 917-476-2921