In our first episode of Growth by Design, Ross and I set the stage for what this show is about: practical conversations that help leaders grow with intention. We break down a simple truth that small and mid-sized businesses often miss: your people aren’t your biggest expense; they’re your most powerful investment. When you hire intentionally and develop the right leaders, you don’t just fill seats; you multiply outcomes.

We cover why promotion-by-production backfires (great players aren’t always great coaches), how to plan hiring like a people portfolio (proactive, not reactive), and why culture and career paths beat perks every time. We walk through the real risks of mis-hiring and burnout in fast-growth moments, and how a 3–12 month hiring roadmap keeps operations steady when a big client lands or workload spikes.

Key Takeaways
Invest on purpose: The right hire turns a “cost center” into a growth engine.
Leaders matter most: Don’t promote top producers by default—promote for coaching ability and fit.
Build a people portfolio: Forecast roles 3–12 months out; hire before cracks become crises.
Retention is designed, not hoped for: Clarity on roles, growth paths, and flexible policies keeps top talent.
Culture is operational, not ornamental: Consistent feedback loops and manager quality set the tone for performance and loyalty.

Simple Moves to Start Now
Map your next 3, 6, and 12 months of likely needs across ops, finance, CS, and BD.
Identify internal upskilling opportunities before you open a search.
Define promotion criteria for leadership (coaching, communication, standards), not just output.
Refresh job descriptions to attract for values and outcomes—not just tasks.
Institute quarterly skip-level 1:1s to catch issues early and reinforce growth paths.

Recruitment Tip of the Week

Keep a short list of 5–10 “must-hire” people in your network. Stay in touch. When the timing aligns, it’s a fast, high-confidence hire.

Because growth doesn’t happen by accident—it happens by design.