Why hiring decisions should shape your firm’s future, not just fill today’s gaps
Hiring is one of the most strategic decisions you make as a leader — but too often it’s treated as a quick fix. Leaders hire to “fill a gap,” and the result is short-term relief but long-term frustration. The firms that thrive take a different approach: they hire for growth.
The Growth Hiring Framework™
1.
Hire for Values First
Skills can be trained, but values misalignment erodes culture. Every role should start with clarity on the non-negotiables that define who thrives in your firm.
Take a moment to consider: Which values are you unwilling to compromise on, no matter how strong the résumé looks?
2.
Think Roles, Not Jobs
A job description lists tasks; a role description defines outcomes. Growth-focused leaders ask, “What capacity will this role create for the next stage?” not just, “What task will they take off my plate?”
3.
Test for Fit, Not Just Credentials
Résumés show history, not potential. Use structured interviews, assessments, and behavioral questions to uncover motivators, not just technical skill.
Take a moment to consider: What’s one interview question you could add that reveals character, not just competence?
4.
Prioritize Long-Term Potential
A hire who can stretch into tomorrow’s opportunities creates compounding value. If you only solve today’s pain point, you risk facing the same gap again in 12 months.
5.
Build a Bench, Not Just a Hire
Proactive leaders create pipelines of candidates and nurture relationships before they’re needed. This reduces desperation hiring and gives you choice when it matters.
6.
Plan the Onboarding Journey
A growth hire should accelerate, not stumble. A 90-day onboarding plan turns potential into performance faster and signals your investment in their success.
Take a moment to consider: What’s the first 90-day experience you want every hire to have?
7.
Measure by Contribution, Not Activity
Busy is not the same as effective. Scorecards that measure outcomes (new clients onboarded, time saved, processes improved) ensure every hire demonstrates their growth impact.
Case-in-Point #1 (Negative)
One firm hired a service assistant during peak season to “stop the bleeding.” The candidate looked fine on paper, but three months in, their disregard for the firm’s client-first values caused friction and turnover. The short-term fix created long-term damage.
Case-in-Point #2 (Positive)
By contrast, another firm slowed down and invested in a values-based interview process and motivator assessment. The candidate not only thrived but grew into an associate advisor within two years, directly adding $500k in revenue.
The Real Shift
Hiring for growth isn’t just about putting someone in a chair — it’s about shaping the DNA of your firm. Each decision either compounds future capacity and culture, or it erodes it. Leaders who hire for growth stop being managers of tasks and become architects of legacies.
The Invitation
If you’re leading a 5–10+ person financial advisory or insurance team and want to build a hiring process that strengthens both culture and capacity, here are two ways I can help:
👉 Download The Values-Based Hiring Framework — a practical resource to help you consistently hire for alignment and long-term growth.
Just fill out the from below to receive the download to your inbox.
And if you’d like tailored support for your next key hire, I invite you to book a complimentary strategic conversation. Together, we’ll explore how I can support you as a Fractional COO to design a growth-focused hiring system that reduces turnover, builds trust, and positions your firm for the future.