Finding your first superstar: How to build a stellar team
Jan 7, 2025
When you think of a superstar—whether in business, sports, tech, or the arts - what qualities come to mind first? Initiative? Innovation? Charisma? These are the traits we see and celebrate, the ones that shine during presentations and performance reviews. But could we be overlooking something even more powerful?
One essential quality often goes unnoticed, quietly fueling all the others: the ability to commit time.
Time commitment is the invisible thread woven through every act of greatness. It’s not glamorous. It doesn’t make headlines. But it’s the behind-the-scenes force that turns potential into performance.
This blog dives deep into this often-overlooked trait, exploring why the commitment to time is the cornerstone of true superstar status—and how you can recognize and cultivate it in yourself or your team.
Why top talent prefer bigger companies
Let’s be real. If you were a superstar in your field, where would you go? Most people with exceptional talent aim for established companies—places with a solid reputation, career progression opportunities, and attractive perks. And it makes sense.
For many professionals, big names offer job security, prestige, and resources that smaller companies simply can’t initially compete with.
Here in the Philippines, I’ve noticed this pattern firsthand. Most top talent naturally gravitate toward branded companies with name recognition.
For a fledgling business like mine back then, this created a challenge: how do you compete for talent when you’re just a small company with no reputation?
The truth is, you don’t. Not at first, anyway. And that’s okay.
It’s important to accept where you are in your journey and focus on attracting the best talent you can afford. Some people thrive on the energy and opportunity of working for startups or smaller companies. Your job is to find them.
Adjusting to the talent you can afford
When I first started my company, I didn’t have the budget to hire superstars. It’s not that I didn’t want them—I simply couldn’t afford them. So, I did the next best thing: I found the best people I could within my budget.
This stage taught me to be resourceful and strategic. While I couldn’t compete with large companies in terms of salary, I could offer the following:
Flexibility
Autonomy
A chance to grow with the company
For many professionals, those were enough. It’s a great reminder that money isn’t always the only factor in attracting talent.
Building a team is a gradual process. Your hiring budget will naturally grow as your company matures and generates more revenue. When that happens, you can focus on higher-caliber professionals who can take your business to the next level.
Appreciating the journey
Before diving into the nitty-gritty of hiring, I want to pause for a moment and talk about something that’s often overlooked: appreciating the journey.
Running a business isn’t just about hitting milestones—it’s also about taking a step back to reflect on how far you’ve come.
For me, moments like these happen when I enjoy the scenery in Batangas, Philippines. I’d take a break, look at the beautiful beach, and remind myself why I started this journey in the first place. It wasn’t just to build a business but to create a better life for my family and the people I work with.
If you’re in the trenches of building your team, take time to reflect. Appreciate the progress you’ve made, no matter how small.
Gratitude can keep you grounded and motivated to keep moving forward.
How to find your first superstar
1. Starting with part-timers: The first step in hiring
In the early days of my company, I hired two part-timers. They were balancing other part-time jobs while working for me, which made perfect sense then.
My business wasn’t generating enough revenue to justify hiring full-time employees, so part-time staff gave me the flexibility I needed.
Hiring part-timers is often the first step for small businesses, and it comes with challenges. Part-timers divide their attention between multiple jobs, so their availability and focus may not always align with your needs. However, if you set clear expectations and maintain open communication, part-timers can be an incredible resource.
Eventually, as your business grows, you’ll reach a point where you need the consistency and commitment of full-time employees. And when that happens, it’s time to take the next step.
2. Slowly transition to full-timers
Hiring your first full-time employee is a significant milestone. It marked a shift in how I viewed my business—from a scrappy operation to something with real momentum.
At this stage, you may not be able to afford the best of the best, but that’s okay. Focus on hiring people who align with your company’s values and have the potential to grow with you. Skills can be taught, but values and attitudes are much harder to change.
Bringing full-timers into the team means greater accountability, deeper engagement, and more consistent performance. It’s a big step that lays the foundation for long-term growth.
3. Know when to invest in top talent
As your business grows, there comes a point when you realize that average talent won’t cut it anymore. To stay competitive, you need the best people you can find.
This moment came about two years ago when I realized we could finally afford to pay above-market rates.
Hiring top-tier professionals made a massive difference for us. These individuals brought expertise, innovation, and efficiency that elevated our business in ways I hadn’t imagined. It was an investment, but the return was undeniable.
How do you know when it’s time to invest in top talent? Look for two signs:
Financial stability
The need for specialized skills
If your company has the revenue to support higher salaries, and you’re missing critical skills that could propel your growth, it’s time to make the leap.
The benefits of hiring better talent
Hiring better talent isn’t just about paying more—it’s about their impact on your business. Top professionals don’t just meet expectations; they exceed them. They bring new ideas, solve problems proactively, and create value in ways that average hires simply can’t.
After we started hiring higher-caliber team members, I noticed tangible improvements in our performance:
Projects moved faster
Clients were happier
Our overall efficiency skyrocketed
These people didn’t just do their jobs—they took ownership and pushed the company forward.
Building a stellar team doesn’t happen overnight.
It’s a process that requires patience, strategy, and a willingness to adapt.
If you’re just starting out, don’t get discouraged. Hire the best talent you can afford, create an environment where they can thrive, and grow from there. As your business matures, you’ll find opportunities to invest in top-tier professionals who can take you to the next level.
Remember, your team is your greatest asset. Nurture it, invest in it, and give your people the chance to shine.
Who knows? The superstar you’re dreaming of might already be in your team—they just need the right opportunities to prove it.
