As a business owner, finding someone to take on core tasks with the same passion you have can feel impossible. Trust me, I’ve been there. It’s tough to find someone who cares about your clients’ success as much as you do. But after a lot of thought, I realized that to grow and keep learning, I needed to bring in someone—a "mini Amanda"—to take on leadership tasks and let me focus on bigger goals. ❓ Why I Decided to Hire a Leader At first, I hesitated to give up control—no one knows or cares about my business like I do. But here’s the truth: I couldn’t do everything myself. If I wanted to grow, develop expertise, and serve more clients, I had to delegate. By hiring a leader to manage day-to-day tasks, I can focus on growing the business. Plus, my new knowledge benefits the entire team. The goal is to grow together, and finding the right person is the first step. So, here are my tips for Hiring Your Mini-Me💎 1. Define What You Need Be clear on what you want this person to do. For me, it was managing client relationships, guiding the team, and leading meetings. Make a list of the core tasks you want to delegate. 2. Look for Shared Values Skills can be taught, but values are ingrained. When interviewing, I dig into mindset. Are they passionate about helping clients succeed? Do they share your commitment to growth? 3. Invest in OnboardingOnboarding isn’t just about tasks—it’s about sharing the "why" behind what you do. Involve them in the business’s strategic side from day one. The more they understand your vision, the better they can support you. 4. Trust, But Stay Involved Letting go of tasks is hard, but staying involved through regular check-ins and open communication is key to a smooth transition. 5. It’s a Partnership You’re developing a partner, not just hiring an employee. Their success is your success, and together, you’ll achieve even more. Hiring for leadership is a big decision, but it’s also incredibly rewarding. It allows me to learn, explore new ideas, and raise the bar for everyone. So, if you’re feeling overwhelmed, take a step back and start looking for your mini-me—it can transform both you and your business.

I recently had an interesting conversation with a potential client who asked whether it’s better to hire an integrator with specific industry experience or one with a fresh perspective. It’s a tough question, and the answer isn’t always clear-cut. On one hand, an integrator with industry experience might speak the language and know what has worked before. But here’s the thing—every business is unique. What worked for another company might not align with your vision and goals. As someone who loves learning and diving into a business owner’s vision, I believe a fresh perspective can be incredibly valuable. It’s about understanding the gap between where your business is now and where you want it to be, without preconceived notions clouding the way. So, what do you think? Would you go for industry expertise or a fresh perspective? Share your thoughts—I’d love to hear from you!

Ever thought you've seen it all in interviews? Think again. Amanda shares a jaw-dropping story about a candidate who couldn’t even count their hours in a day. Tune in to find out what went wrong in this unforgettable hiring experience!

Hi everyone, I recently went on vacation in a small town and happened to stop and talk to some local small business owners. They shared with me that one of their biggest struggles is attracting high-quality candidates for job openings. This got me thinking about effective strategies to overcome this issue. Here are five strategies I’ve come up with to improve the hiring process: - Offer your current employees a referral bonus for bringing in new hires who stay with the company. A monthly bonus of $50-$75 can be effective in keeping both the referring employee and the new hire engaged. Adjust the bonus amount based on your business’s financial capabilities and the roles you are hiring for. - Ask your clients and patrons for referrals with specific requests. Instead of a general request like "Do you know someone looking for a job?", try, "I'm looking for someone to work 15-20 hours a week doing bookkeeping and inventory. Do you know anyone who might be interested?" This specificity increases the likelihood of receiving referrals for suitable candidates. - Contact local high schools, community colleges, and vocational training centers. These institutions often have job placement programs and can help you connect with students or recent graduates looking for part-time or entry-level positions. - Organize open houses or mini job fairs at your business. This allows potential candidates to see the workplace, meet the team, and get a better understanding of the job requirements. It also gives you a chance to assess candidates’ professionalism and interest in the role. If hosting a job fair seems too much, work with your local chamber of commerce to help coordinate a fair for your town in exchange for marketing opportunities for your business. - Craft clear and detailed job descriptions that outline the responsibilities, required skills, and expectations. Highlight any unique benefits your business offers, such as flexible hours, opportunities for growth, or a supportive work environment. This helps attract candidates who are genuinely interested and qualified.

Hiring the best talent is a struggle for small businesses, especially in areas where large companies dominate the job market. Larger businesses often offer higher salaries and more attractive benefits, making it tough for small businesses to compete. However, small and micro businesses have one key advantage that larger firms often can't offer: FLEXIBILITY. Here’s how you can tap into this advantage by targeting specific markets: - Stay-at-Home Parents or Spouses SAH spouses and parents often want to work part-time to help increase family income while maintaining a good work-life balance. By offering positions with part-time, flexible hours (e.g., work can be done during nap time, the school day, overnight, or whenever the person feels most productive), you may find excellent candidates ready to take on the job, but not on a full-time basis. - College Students College students are a great option for part-time jobs since they have flexible schedules and can adjust their working hours according to class timetables. They bring fresh ideas, enthusiasm, and a willingness to learn. Your business can utilize their energy and adaptability while giving them valuable work experience. - Side-Gig Seekers Side-gig seekers look to supplement their income without a full-time commitment. They may already have jobs or other obligations but are motivated to work additional hours that fit into their schedules. By offering flexible roles (evenings, weekends, or any free time), you can attract skilled candidates who are eager to contribute, allowing your business to benefit from their varied experiences and dedication. Embrace the flexibility your small business offers to attract top talent. By targeting stay-at-home parents, college students, and side-gig seekers, you can build a dedicated, diverse, and highly motivated team. Tools like QuickBooks can streamline your business operations, making it easier to manage a flexible workforce and freeing up more of your time for strategic growth.