How to Build a Dream Team from Scratch
By VICKY BROWN
Are you ready to hire your first team members? It’s one of the most exciting—and terrifying—steps as a business owner. But don’t worry; I’m here to help you avoid the common traps that can set you and your business back.
Let’s talk about how to build that dream team from the ground up. After all, the right people can propel your business forward, while the wrong ones can stop you dead in your tracks.
Find “Swiss Army Knife” Employees
When you’re running a small business, you simply can’t afford to have people with narrow skill sets. You need team members who can wear multiple hats and pivot when needed. I call these people “Swiss Army Knife” employees.
These aren’t the people who say, “That’s not in my job description.” They’re the ones who roll up their sleeves and figure things out—whatever “it” happens to be that day.
This doesn’t mean they need to be experts at everything. But they do need to be comfortable with ambiguity and change. When your marketing person jumps in to help with customer service during a crazy busy period—that’s gold. When your operations manager can step in and handle a sales call—that’s exactly what a growing business needs.
Interview Tip: Ask candidates directly about times they’ve stepped outside their lane. Pay close attention to how they talk about it. Did they embrace the challenge or resent it? Their reaction tells you everything about whether they’ll thrive in your growing, hectic business environment.
Stop Trying to Clone Yourself
I see this all the time with first-time leaders—they hire mini-mes. People who think, act, and approach problems just like them. I understand the appeal; it feels safer. But here’s the thing: your business doesn’t need two of you.
If you’re a big-picture visionary, you probably need someone who excels with details. If you’re analytical, maybe you need someone who shines at building relationships.
Different perspectives lead to better decisions. Period. When everyone thinks alike, you miss huge blind spots that could potentially damage your business. Does this create some tension sometimes? Absolutely. But that productive friction is exactly what drives innovation and growth.
Your best hires will be people who complement your strengths and shore up your weaknesses—not those who mirror them. You need someone who will challenge your thinking, not just nod along with everything you say.
Prioritize Problem-Solving Over Experience
I’m going to say something controversial here: for small businesses, years of experience is one of the most overrated hiring criteria. Instead of the standard “walk me through your resume” questions, try this: present candidates with real problems your business faced last month. Then sit back and listen to how they think.
Someone who can only follow established playbooks isn’t who you need in a growing business—where the playbook is being written as you go. You need people who can:
- Think on their feet
- Approach problems from multiple angles
- Aren’t afraid to say, “I don’t know—but here’s how I’d figure it out”
That problem-solving ability is worth ten times more than someone with an impressive title who can’t adapt to your unique business reality.
Trim the Weeds Quickly
This might be the hardest pill to swallow, but you’ve got to act decisively when someone isn’t working out. Don’t wait months hoping things will magically improve. A wrong hire doesn’t just impact their own work—they drain your energy, pull down team morale, and create cascading problems throughout the business.
I’ve seen too many business owners hang onto the wrong people far too long, and it always costs more in the end—both financially and emotionally. Yes, it’s painful. Yes, you’ll probably have to pick up the slack temporarily. But keeping someone who isn’t the right fit sends a terrible message to your high performers about your standards.
Document the issues, provide clear feedback, and if necessary, make the tough call. Your business depends on it.
“… A technically qualified person who sees your company as “just another job” will never outperform someone with slightly less experience but genuine enthusiasm for your mission.“
Hire Fans, Not Just Employees
You can teach someone technical skills, but you can’t teach them to genuinely care about what you’re building. The most valuable team members are those who are authentically excited about your business mission. They’re the ones who:
- Go the extra mile because they’re personally invested in your success
- Think about your business challenges even when they’re off the clock
- Represent your brand with genuine passion and enthusiasm
During interviews, watch how candidates talk about your industry or what you do. Are they just going through the motions? Or are they asking thoughtful questions that show they’re truly interested? A technically qualified person who sees your company as “just another job” will never outperform someone with slightly less experience but genuine enthusiasm for your mission.
Whether you’re an entrepreneur jumping into a leadership role, a seasoned business pro with new HR responsibilities, or just starting your HR career – we’ve got the right path to guide you through your HR hurdles.
Check out the Leaders Journey Experience. This online education platform holds the LJE Masterclass, HR SimpleStart Academy and HR FuturePro Academy.
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Perfect Employees Don’t Exist
Remember, there are no perfect employees—so stop looking for them. The key is finding the right people for where your business is right now. Your early hires set the tone for your company culture going forward.
Choose wisely by prioritizing:
- Versatility and adaptability
- Complementary skills to your own
- Strong problem-solving abilities
- Genuine passion for your business
With the right team beside you, you won’t just survive the chaos of growing your business—you’ll thrive. And together, you’ll build something much more powerful than you could ever create alone.