Executive Talent Search & Digital Marketing for Mission-Driven Organizations | I’ll hire someone to do all the things I can’t get to
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I’ll hire someone to do all the things I can’t get to

If you have a lean team and a tight budget, then hiring one person who can get to everything you need may seem like the perfect solution. The notion of securing a versatile individual who can seamlessly juggle administrative tasks, charm clients, delve into outbound sales, and navigate technology tools seems like a dream come true. I’ve been in the same position when growing my own company and nonprofit organization. But if you don’t approach this inflection point thoughtfully, you will end up with a hire that is either burned out, not meeting expectations, or likely both.

Why Is This a Problem?

Attempting to find someone with experience and expertise across a vast spectrum of skills sets is akin to hunting for a unicorn in a haystack (or whatever that saying is supposed to be!). The reality is that individuals proficient in such diverse areas are rare, and some do exist, but they usually come with a hefty price tag. Even if you manage to snag such a candidate, they may be accustomed to leading teams rather than being hands-on in every facet of the organization.

Secondly, the soft skills required for different roles often clash rather than complement each other. For instance, the temperament suited for administrative duties might be starkly different from that needed for outbound sales. Expecting one person to excel in both realms is a recipe for disappointment.

Finally, even an enthusiastic new hire who is full of energy and wants to please may quickly get burned out if you are expecting them to perform multiple job descriptions at once, each carrying its own learning, challenges, and expectations.

Finding the Right Fit

If you decide to hire one person to hold multiple different responsibilities because it seems best for the organization, then hiring the right profile is absolutely crucial. Instead of fixating on a laundry list of qualifications and experiences, focus on the individual’s attitude and aptitude. Look for candidates with a can-do mindset, a hunger for learning, and a knack for problem-solving. Look for people who may not know how to do something, but enjoy figuring it out themselves. These are the individuals who thrive in dynamic environments, eagerly taking on new challenges and adapting on the fly.

 

When assessing a candidate’s suitability, pay attention to their track record. Have they worked in different roles or different industries, and been successful in each? If so, it’s a strong indicator of their ability to quickly grasp new concepts and excel in unfamiliar territory. Also look for people who view their job more as a learning opportunity than just a way to earn a paycheck – they are more likely to have a positive view on the challenges of spinning multiple plates at work.

Embracing the Power of Part-Time Contractors

If you need more nuanced expertise in different areas, then consider leveraging the flexibility of part-time contractors. It may be difficult to hire a single person, even if they are enthusiastic about learning, if you need specific experience in fields like HR, accounting, grant-writing, etc. By outsourcing specific tasks to experts in their respective fields, you not only alleviate the pressure on your team members but also ensure that each aspect of your operations receives the attention it deserves.

In today’s gig economy, and with the explosion of people wanting to work from home after the pandemic, finding skilled professionals willing to work on a part-time basis has never been easier. Whether you need a virtual assistant to streamline administrative tasks, an accountant to manage your finances, or a development professional to drive revenue, there’s no shortage of talent available at your fingertips. And you may be able to secure all three of these part-time resources for the same cost as one full-time hire.

Conclusion

Growing organizations often reach the point where they need to hire support for many different areas, but only have the budget for one hire. If you are going to hire a single person to wear multiple hats, then design your interview process to look for the appropriate profile. And if you need more nuanced expertise, then utilize skilled contractors to play different roles until your revenue grows enough to hire the 2 or 3 people you really need.

About Us

If you want to discuss how to hire top-tier leaders for your organization, or how to create the right leadership structure on a tight budget, reach out to me at sshah@ManevaGroup.com.  We will schedule a no-cost, no obligation 30-minute consultation to discuss how to meet your goals.

Maneva Group is a woman and minority owned national Executive Search firm focusing on the social sector, with expertise in completely managing the recruiting process, curating diverse and exceptionally qualified candidate pools, and advising C-suite executives and board members through crucial hiring decisions.

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