Hire For Growth: How To Hire For Exponential Growth In 2021

hire for growth
How do you hire for growth?


If you seek to build a great business, at some point, you'd need to hire smart talents.

You may have made your first $1million working, all by yourself, but for you to get to $10million, you'd need to hire for growth.

I strongly believe that...

The most powerful ingredient to building a business to a great height very quickly is, leverage.


Leverage allows you to do these two more effectively;


*Earn MORE while working less.

*Get MORE done while working less.

Leverage is also you duplicating yourself in people-this time, your staff.


It's weird to me how some entrepreneurs work so hard, and achieve so little because they do not understand the power of leverage. 


I've built a few companies, and whenever i want to hire, i often use this process, that i'm sharing.

So, this is not some theory or anything, it is what I do, and I have also coached some of my high-level clients on it too.

Look for me, my first role are ALWAYS "revenue attributable",

Let me explain what I mean by  "revenue attributable",

It means your first 10 employees should do work that directly lead to an increase in revenue and profit.

The following roles are revenue attributable, for example:

  • Head of marketing
  • Sales manager
  • Account executive
  • Software developer
  • Designer
  • Copywriter
  • Facebook Ads expert
These roles, however are non-revenue attributable roles:

  • Office manager
  • Personal assistant
  • I.T. manager
  • H.R. manager
  • Accountant
  • Bookkeeper
  • Cleaner
Can you see the difference between revenue attributable and non-revenue attributable roles?


You want to FIRST hire folks who will help you generate more revenue and profit...


When you spend money on hiring, the new employee MUST cover their salary and provide a boost to your revenue and profits.

That way, you can use your increased profits to hire even more people.


 This creates a positive snowball effect, where new hires lead to more profit, which leads to more new hires, etc.


Ok,let me bring it home better.

Personally, I love all my employees to be worth a certain amount of money to me, annually.

And ofcourse, there are some team members who will not be worth that figure too, so it is not linear.

Let us say, you want each employee to be worth $400,000 to you in annual revenue.

What i am actually saying is that, if you take divide your annual revenue by the number of employees you have, each person should give you $400,000 or else, it means you are over staff.

Example #1: 

* You make $1.2 million dollars per year.

* You have 3 employees, that is $400,000 each.

* Lets even say one or so employee is in operation and doesn't produce revenue.

Example #2:

*You make $3M  in annual revenue.

*12 employees, it means each is worth $250K.

*As you can see, it means each employee has a deficit of $150K,and that is a whole lot, it means you're over staff.

Unfortunately, example #2 is why alot of companies are suffering. 

Look, I want you to engrave this in your heart...

While it is great to hire for growth, you've got to also hire for scalability.

When you hire for growth, you're only hiring for weakness, but when you hire for scale, you're hiring for strength.

Does that make sense?

Now, what about if you already have a few people on your team.

If you have a small team now, stop hiring generalists and start hiring specialists.

As you hit 10, 15 or even 20 people, you've probably got a good repeatable sales and marketing process going.

Awesome!

Your biggest challenge, then, is to stop your employees from wearing multiple hats.

What do I mean by that?

Well, instead of having someone in a general "head of marketing" role, you might need to split that role up into 3 different roles, such as:

  • Copywriter
  • PPC manager
  • Data analyst
Most first-time business owners start by hiring generalists, which is fine...

They hire someone who understands marketing broadly, but doesn't have deep domain expertise in one particular marketing channel, such as Google Ads.

They hire a full stack developer who can code the backend, hook up all of the databases and also design the front end of their software, app or web site.

They hire a sales person who can act as a sales development rep, an account executive and a customer success manager.

The smart business owners shift from hiring generalists to specialists as soon as:


  • They can afford to
  • It makes practical sense to do so
When you hire the best person and for the right reasons, you'll be able to;


*Make more money

*Have more spare time

*Impact more people

*Have more asset and even be more diversified.

I could go on, and on.

However, for you to hire for growth, and really make the people have you in a big way, you must have a clear vision.

It is very important, VISION for yourself, and the business.

Your job is to sell the vision to them, and make them buy it.

Once they do, you can be sure that the business will explode.

Now it's over to you...

I'm curious, what hiring challenges are you having or how ae you going to use this advise to hire for growth?


I'm curious to know, leave me know now in the comment box, I'll respond.

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WHO IS JOHNSON EMMANUEL ?

He is the founder of, Havanzer, one of the fastest growing marketing agencies. Africa.com calls him the top 5 marketing influencials in Africa. He is considered the #1 authority on engineering profitable customer acquisition campaigns in Africa.Johnson is famous for creating multi-million dollars marketing strategies, campaigns and systems.

About the Author

Johnson Emmanuel is one of Africa’s most sought-after Business growth & Marketing strategist. He has consulted and advised businesses in 69 countries and in over 100 different industries, teaching over 650,000 people through his seminars, content, and training. He’s an expert at helping companies make more sales, higher profits, and more money.

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