Let’s face it, building a thriving automation agency isn’t just about mastering Make.com – it’s about building a team that can handle the workload and propel your growth. But traditional hiring advice often feels like a recipe for disaster: endless resumes, awkward interviews, and ultimately, costly mis-hires.
This guide, inspired by Nick Saraev’s insights, flips the script. It’s about hiring last, not first, and building a system that attracts and empowers top-tier talent. Ready to ditch the hiring headaches and build your dream team? Let’s dive in!
🔥 Why This Matters:
Think about it – the wrong hire can cost you thousands in wasted time, money, and lost opportunities. Building a solid team isn’t just a “nice-to-have,” it’s the backbone of a scalable, profitable agency.
1. Hire Last, Not First: The Counterintuitive Key to Sustainable Growth 📈
Most “gurus” preach the gospel of delegation. Problem? Hire someone! But this often backfires, leaving you with more work, not less.
Think of it this way: Hiring should be a strategic move, not a knee-jerk reaction to overwhelm.
➡️ Here’s How You Win:
- Productize Your Services: Can you systematize your offerings to make them repeatable and efficient? This reduces reliance on individual heroics.
- Automate, Automate, Automate: Remember, you’re running an automation agency! Streamline tasks, workflows, and even client onboarding to free up your time.
- Optimize Your Project Management: A clear process for managing projects, client communication, and deadlines can significantly increase your capacity.
💡 Remember: Hiring solves capacity problems, not skill gaps. Address the root causes first, and hiring becomes a natural, strategic next step.
2. Ditch the Resumes, Embrace Real-World Tests: How to Spot True Talent 🕵️♀️
Resumes are basically fiction. Interviews? Often just elaborate performances. To find true talent, you need to see them in action.
➡️ Implement This Game-Changer:
- The Paid Trial Project: Give potential hires a real client project (names omitted, of course!), pay them for their time, and observe their process and results.
🧠 Think About It:
A small investment upfront (think $50-$100 per trial) is a steal compared to the potential costs of a bad hire. Plus, it’s a win-win: you get valuable insights, and they get paid experience.
3. Beyond Skills: The “Internal Locus of Control” Advantage 💪
Technical skills matter, but they can be taught. What’s much harder to instill is the mindset of a true owner: the “internal locus of control.”
➡️ What to Look For:
People who take responsibility, see challenges as opportunities for growth, and focus on solutions instead of blaming external factors.
💡 Example:
External Locus of Control: “The client was too demanding; it’s impossible to meet their expectations.”
Internal Locus of Control: “Let’s analyze the client’s feedback and see if we can adjust our processes to deliver a better experience next time.”
4. Onboarding Done Right: Set Your New Hires Up for Success 🚀
Bringing on a new team member is exciting, but it’s also a critical period. A structured onboarding process is crucial for long-term success.
➡️ Build Your Onboarding System:
- Documentation Hub: Create a central repository for SOPs, processes, and key resources.
- Defined Tasks & Schedule: Outline clear expectations and provide a roadmap for their first few weeks.
- Mentorship & Support: Pair them with a buddy or mentor to answer questions and provide guidance.
💡 Pro Tip: Frame the onboarding period as a paid trial for both parties. This sets clear expectations and allows for a graceful exit if things aren’t a fit.
5. Nick’s Hiring Funnel: A Step-by-Step Blueprint for Success 🗺️
Let’s put it all together and see how Nick’s system works in practice:
- Job Post Funnel: Drive applicants from platforms like Indeed or Upwork to a concise application form.
- First-Round Screening: Filter candidates based on key criteria and alignment with your values.
- Paid Trial Project: Shortlist top candidates and have them complete a real-world project.
- Informal “Get to Know You” Call: Connect with promising candidates to assess culture fit and communication style.
- Onboarding & Evaluation: Provide a structured onboarding experience and make a final decision at the end of the trial period.
🧰 Nick’s Toolbox:
- ClickUp: Project management and documentation hub (https://clickup.pxf.io/4PQo61)
- Typeform: Create engaging application and onboarding forms (https://typeform.cello.so/rM8vRjChpbp)
- Make.com: Automate tasks, workflows, and even parts of the hiring process itself (https://www.make.com/en/register?pc=nicksaraev)
- Clockify: Track time for trial projects and measure efficiency (https://clockify.me/)
🌟 The Final Touch:
Remember, building a team is a journey, not a destination. By prioritizing the right mindset, focusing on real-world abilities, and creating a supportive environment, you can attract and retain the talent you need to scale your agency to new heights.
Now it’s your turn! What’s one action you’ll take today to improve your agency’s hiring process?
