Hiring to Scale: Strategy Before Seats

Strategy First, Hiring Second

Hiring the right people is essential for scaling a business, but many companies make the mistake of hiring before they have a strategy in place. Without a clear vision, defined roles, and an understanding of how each hire contributes to the bigger picture, you risk bringing in people who won’t align with your long-term goals.

Before posting that job listing, take a step back:

• What problem are you solving with this hire?

• How does this role fit into your company's growth trajectory?

• What qualities and skills align with your culture and strategy?

A strategic approach ensures that every hire strengthens your organization rather than just adding headcount.

A Short Story: "But Our Social Media Manager QUIT!"

When a company is in growth mode, losing a key team member can feel like an emergency. That was exactly the case for a small business whose social media manager quit unexpectedly. The COO, feeling the pressure to keep content flowing, immediately pushed to hire a replacement.

There was just one problem—they never stopped to define their marketing strategy.

Without a clear purpose for their social media efforts, they hired someone based on skills alone rather than alignment with the company’s growth strategy. A few months in, it became obvious: the new hire was posting content, but it wasn’t driving engagement, conversions, or brand awareness in the way they had hoped. The disconnect wasn’t the new employee’s fault—it was a leadership failure.

Eventually, they had to let the person go, not because they lacked ability, but because leadership hadn’t first defined what they wanted social media to accomplish as they scaled.

Hiring to scale isn’t just about filling a gap—it’s about ensuring every new role serves a purpose within the bigger picture.

Interested in hearing more stories like this? Let us know!

Rhydl Me This:

I exist before I am filled,
Yet when I am unclear, chaos is instilled.
Without a purpose, I’m just a name,
Define me well, and I’ll play the game.

What am I?

(Answer at the end of the email!)

Food for Thought

• Are you hiring for growth or just filling a gap? How will this role contribute to scaling the business rather than just maintaining the status quo?

• Have you defined the role beyond just tasks? A job description isn’t just a list of duties—it should reflect strategic impact, key objectives, and how success in the role will be measured.

• Skills vs. strategic fit: What matters more? A technically skilled candidate might not be the right fit if they don’t align with your vision. How do you balance expertise with alignment to strategy?

• Is your organizational structure ready for this hire? Every new role shifts dynamics. Have you considered reporting lines, decision-making authority, and how this role integrates into the broader team?

Strategy Spotlight: Hiring for Character

Quote:
"Hire character. Train skill." — Peter Schutz, Former President and CEO of Porsche

Key Takeaway:
Skills can be taught, but values and mindset are harder to change. When scaling, hiring for cultural and strategic alignment ensures long-term success.

Perspective:
Many companies make the mistake of hiring based solely on technical ability. While skills are important, an employee who lacks the right mindset, adaptability, or alignment with your company’s vision can slow down progress—or even derail it. Instead of asking, “Can they do the job?” start by asking, “Do they think and operate in a way that fits our company’s future?”

A Recent Blog: Hiring for Scale

One of the biggest mistakes companies make when scaling is hiring without strategy. A strong team isn’t built by simply filling roles—it’s built by aligning new hires with your company’s vision, culture, and long-term goals.

In this blog, we break down how to approach hiring strategically, ensuring every new team member contributes to sustainable growth.

Looking to go deeper? Check out the full blog!
👉 Read the full blog here.

Watch, Listen & Learn

Check out this month’s featured content on hiring and scaling your team effectively:

🎙 Podcast with Shmuli Goldberg – What does it take to scale a startup successfully? How can personal challenges become strengths in leadership? David sits down with Shmuli Goldberg, Chief Marketing Officer at VinciWorks, to explore the transformation of industries through technology, the future of AI in marketing, and the art of building effective teams.
A deep dive into hiring challenges and strategies for growth.
👉 Watch here

📢 Lecture at Reichman University – Role Creation for Smart Scaling - Guest Lecture at The Arabov Scale-Up Program, Reichman University. Exploring how a focus on roles impacts scaling and strategic hiring (Hebrew & English mix).
👉 Watch here

🎥 Live Lecture on Hiring to Scale – In this episode, Dr. D. discusses some common mistakes small business owners, startup founders, and solopreneurs make when hiring as they scale their businesses and what we can do instead.
👉 Watch here

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🎧 Spotify: https://spoti.fi/3I6nqyT

Your Questions, Answered

Q: "Dr. D., why should I focus on the business as opposed to focusing in the business, and how can I balance the two?"

A: Many leaders are told to step back and focus on the business instead of getting caught up in it. But the truth is, both are essential—you can't build a strategy in isolation.

Working on the business means setting vision, defining roles, and creating scalable systems. But working in the business—being present for your team, understanding workflows, and staying connected to daily operations—gives you the insight needed to lead effectively.

The key is intentional balance: structure your involvement so your presence adds value without bottlenecking decisions. Strategic leaders don’t just build systems—they stay engaged enough to refine them as they grow.

If you have a question you’d like answered, please don’t hesitate to reach out! You can email us at [email protected]

Thanks for taking the time to read the newsletter.
We love learning with you!

Keep scaling.

P.S.: Hiring with Intent – A Lesson from Yitro

When Yitro saw Moshe handling everything alone, he advised him to appoint leaders with clear roles and responsibilities (Exodus 18:21). His wisdom? Define roles before filling them, and choose people who align with your vision. Scaling isn’t about hiring more—it’s about hiring right.

Answer to the riddle: A defined role.