4 Lessons From My 9-Year Hiring Journey as a Small Business Owner

Building a team is one of the most challenging aspects of running a small business. Over the past nine years, I’ve experienced the highs and lows of hiring, from juggling part-timers to finally affording top-tier talent. 

If you’re just starting your business or rethinking your hiring strategy, I’d like to share some valuable lessons I’ve learned.

Starting small: Building your first team

When I first started my business, the idea of building a team felt overwhelming. Remote workers were becoming increasingly popular—that said, finding the right people was not easy. 

I quickly learned that you can’t expect to hire superstars right out of the gate.

Let’s face it—when you’re a small or unknown business, you compete with larger, more established companies for talent. 

If you’re a top performer looking for a job, where would you apply? 

You’d target big-name brands with a strong reputation, which would disadvantage startups and small businesses.

Here in the Philippines, it’s even more evident. Top talent gravitates toward large corporations with name recognition and job stability. 

As a small business owner, I had to accept that the best talent available then wasn’t the same as what established companies could attract.

Making the most of my limited resources

In those early days, I learned how to work within my constraints. 

My hiring decisions were based on what I could afford, not what I dreamed of having. This wasn’t a defeat but a reality check.

It’s crucial to recognize where you are in your business journey. When resources are tight, you have to get creative. I started by hiring part-timers because I couldn’t justify a full-time hire with the amount of work I had. These part-timers had other jobs, but they brought the skills I needed to get started.

Understanding your limits and embracing them can actually lead to smarter hiring decisions. Instead of focusing on what you lack, make the most of the talent and budget you have.

Starting with part-timers: A practical first step

Hiring part-timers is often the first step for small businesses, and for good reason. It allows you to grow your operations without the financial burden of a full-time salary. However, there are some challenges to watch out for.

For instance, part-timers may have limited availability and divided attention since they often juggle multiple roles. This can affect their ability to commit to your company’s vision fully. Still, it’s a worthwhile starting point if you know the trade-offs.

When I launched my business, I began with two part-timers. They played a crucial role in helping me establish operations, even though they couldn’t dedicate all their time to the business. Over time, as the company grew, I transitioned to hiring full-time employees.

The transition to full-time employees

Hiring full-time employees marked a significant milestone for my business. It was a sign that we had grown enough to support stable roles within the company. Yet, even with this step forward, I couldn’t immediately afford the highest talent level.

This phase taught me patience and the importance of planning.

I had to balance operational needs with the reality of our income. It took years of steady growth before I could consider hiring top-tier talent.

Don’t rush the process if you’re in this stage of your hiring journey. Building a solid team takes time, and growing at your own pace is okay.

Recognize the value of top talent

After nearly seven years, I realized that hiring top talent wasn’t just an option—it was essential. I needed people with exceptional skills and fresh perspectives to remain competitive and scale the business.

But hiring the best talent comes at a cost. You need to offer salaries and benefits that attract high-caliber professionals. For my business, this meant paying above-market rates. 

Once we adjusted our hiring budget, the difference was remarkable. Hiring top talent improved our operations and propelled our growth. 

Investing in top performers was one of the best decisions I’ve ever made for my business.

4 lessons learned from my journey

Looking back, my hiring journey taught me invaluable lessons:

1. Start small, but dream big. It’s okay to begin with part-timers or entry-level hires. As your business grows, so will your ability to attract and afford better talent.
2. Work with what you have. Don’t let limited resources hold you back. Focus on finding the best talent available within your budget and maximize your strengths.
3. Be patient with growth. Building a team is a process. Each phase of your business requires a different hiring strategy, so embrace the journey and trust that you’ll get there in time.
4. Invest in quality when you’re ready. When your business is ready, don’t hesitate to invest in top-tier talent. The right people can make a significant impact on your growth and success.

Growing a business is a marathon, not a sprint.

Your hiring strategy will evolve alongside your company’s journey. Understanding where you are, making the most of your resources, and planning for the future is important.

Looking back, I’m proud of how far my team and I have come. From juggling part-timers to hiring full-time professionals and finally attracting top talent, every step taught me something valuable.

If you’re just starting or navigating the challenges of building your team, remember that growth takes time. With the right mindset and strategy, you’ll create a team that supports your business and helps it thrive.

Here’s to your hiring journey—may it be as rewarding as mine.