The Hiring Budget isn’t your Main Problem…

Client: “I want an A-player NAM who’s gonna light up meetings with those tricky buyers”

Me: “Sound, know a couple of them…”

Client: “They need to be in the office 4 days a week and be happy supporting me on all my admin and stuff too… 

 …And because budget is tight atm, we’d like the superstars that are happy to move for a market average salary – so no drama there of course..”

And they need to be comfortable staying at this level. 

And they need to already have the full skillset for the job.”

Me: “What can you offer their ambition?” 

Client: “🤔…” (awkward pause and then)

 “We have a great ‘culture’ and we’ll offer them progression”

Well intentioned, empty, cheap words. 

What does this mean in real-world stuff to the person you want in your business? 

People, history, tools, systems, management habits, investment budget – can you identify the specific benefits of your ‘great culture’ to the person you want… can you even pay them their market value for a start?

A high ambition player that everyone wants knows their worth. 

If you want their record of success, delivery and ambition - then what you offer better be bloody good, and you better be willing to pay for it.

Most of the time – you want a 10 across the board, but you can afford a 6.

And if we’re honest, the issue is not really your budget – it’s you.

You’re unwilling to graft and create a platform where you can manage and develop the skillset of a 6 to deliver the performance of an all-round 8. 

Peter Brand (moneyball) said it best:

“It's about getting things down to one number. Using stats to reread them, we'll find the value of players that nobody else can see. People are over looked for a variety of biased reasons and perceived flaws. Age, appearance, personality.”

You get your management processes, tools and systems right, then you can take a 6 and make them an 8.

You want a great recruitment pipeline (and want to save money too), then build your management engine and hire a 6.