The early days of building a business are intensely personal. You’re doing everything—customer service, packaging orders, managing cash flow, pitching retailers, writing copy, testing product. And at some point, if things go right, the question becomes: When do I make my first hire?

It’s a big moment. One that can unlock exponential growth—or create friction that slows you down.

In my own founder journey, I’ve experienced both. I’ve made incredible hires that became foundational to our culture and operations. I’ve also hired too fast—or for the wrong reasons—and had to course-correct. Today, through the Makers Mindset Accelerator, I mentor early-stage founders who are navigating this exact phase: they’re doing too much, and it’s starting to cost them clarity.

Here’s what I wish more founders understood about how to get that first hire right—and why it’s less about the resume and more about the roadmap.

1. Don’t Hire to Fix Burnout—Hire to Create Scale

One of the biggest mistakes early-stage founders make is hiring reactively. They’re overwhelmed and think a hire will “save” them.

But if you hire without knowing what success looks like in that role, you’ll end up managing more chaos—not less.

Before you even write a job description, ask:

  • What is the specific outcome I need this person to own?
  • Will this free me up to focus on the highest-value work only I can do?
  • Do I have the systems and documentation in place to support this hire?

Hiring shouldn’t be a Band-Aid. It should be a building block.

2. Write a Role Scorecard—Not Just a Job Description

A job description lists tasks. A role scorecard defines outcomes.

This simple shift in thinking changes everything—from how you interview, to how you onboard, to how you measure success.

Your scorecard should define:

  • The core responsibilities of the role (the 80%, not the everything)
  • The outcomes you expect in the first 30, 60, and 90 days
  • The traits and competencies that align with your company’s culture and pace

Inside the Makers Mindset Accelerator, we walk founders through the essentials of hiring—because clarity on the front end makes delegation (and trust) so much easier on the back end.

3. Hire for Values, Not Just Experience

Your first hire sets the tone for how work gets done. That’s why cultural alignment matters just as much as tactical skills—especially in a small team where one person can shift the energy fast.

Ask yourself:

  • Is this someone who thrives in ambiguity?
  • Do they show a pattern of ownership and problem-solving?
  • Are they aligned with the pace, values, and mission of my business?

Some of my best early hires weren’t from the beauty industry. They didn’t have the “right” background on paper. But they were hungry, adaptable, and had high integrity. I could train for skills—but I couldn’t train for mindset.

Don’t look for someone to simply do the job. Look for someone who wants to build something with you.

4. Onboarding Is Where It All Comes Together (or Falls Apart)

Hiring is just the beginning. If you don’t set your new team member up for success, even the most talented hire will flounder.

Your onboarding should include:

  • A clear 30/60/90-day plan
  • Access to tools, SOPs, and systems
  • Regular check-ins to unblock and calibrate

Too often, founders expect new hires to “figure it out.” But clarity is a kindness. And structure creates speed.

Inside the Accelerator, we provide downloadable onboarding templates and even hiring checklists to help you make the most of the team you’re building toward—not just the hire you’re making today.

So, Are You Ready to Hire?

The right first hire will free up your time, sharpen your execution, and move the business forward. The wrong one will drain your energy and make you second-guess yourself.

That’s why it pays to be intentional—and to have the right tools to support your process.

We’ll help you make your early hires count.

The Makers Mindset Accelerator is an on-demand program built for early-stage founders who want to scale with clarity—not chaos. Inside, you’ll find practical frameworks for hiring, onboarding, and building a team culture that supports your growth from day one.

No application. No gatekeeping.
Just proven tools and founder-tested insight—ready when you are.

Enroll now →