How to Hire A-Players for Half The Cost

Hey there,

I recorded a new interview and wanted to share that with you.

This one is especially relevant if you run an agency as it combines two KEY elements of scaling an agency:

Hiring & Profits.

If you want to skip ahead you can watch the full interview here:

And here’s a quote from the interview that I really liked:

"An A-player bookkeeper looks very different from an A-player account manager" (and why this changes everything)”

"Even an A-player account manager isn't an A-player at everything."

Here’s what it comes down to:

Most agencies are chasing unicorns - looking for the "perfect" employee who excels at everything.

But here's what's really happening:

1. You post an overly optimistic job description (first hint: perfect people are rarely looking on job boards). 

2. You interview candidates against some vague idea of "excellence." 

3. Then wonder why your new hire isn't delivering the results you expected.

Here’s what Noel said:

There's almost no role where someone can be an A-player in YOUR business on day one.

There's always nuance about what's right for you, your clients, and your specific processes.

This is why agencies keep hiring the "wrong" people - not because the candidates are bad, but because they never defined what "right" looks like.

Noel called this "hiring clarity".

Once you get clear on what an A-player actually means for each specific role in YOUR agency, everything changes:

• You stop wasting time on irrelevant interview questions

• You can identify great talent that others overlook

• You can access global talent pools (often at half the cost)

• Your new hires actually deliver the results you need

The agencies winning right now aren't necessarily hiring better people - they're just better at defining what "better" means.

If you're currently hiring based on gut feeling rather than hiring clarity - this might be the most important 20 minutes you'll spend this month.

Joey

P.S. Every hire you make without proper clarity costs you months of productivity and potentially thousands in turnover. The best talent isn't hanging out on job boards waiting for your vague job posting to appear.