Leila Hormozi's Process for Hiring Employees for Your Small Business

I've watched almost every video that leelo Heros has ever produced about hiring teen growth and delegation and I've turned all of that research into this beautiful process map that outlines all of her advice in one stepbystep sequence for how to go about hiring the Lelo Heros way all right so this process is going to begin with us identifying what exactly is the role that we're hiring for and it's going to end with the onboarding process which according to Lila starts when you actually have an offer that's accepted you go through all the steps after that

so that's the adventure we're going on let's start over here so the very first step that Leila kind of defines around this role definition that she's harped on in quite a few different videos is around identifying the pain in other words figuring out what is the problem this person needs to solve this is pretty different than what I've seen in other videos that talk about hiring which really focus more on responsibility areas and tasks more of Solutions in Leila's videoos she's really stressed the importance of identifying here is what's not working and giving that to

the idential candidate that way people are self- selecting yeah I can solve that problem rather than just thinking about oh I can do that task I thought this point was really interesting and something that was hit on a lot in the how I manage a $100 million team video which you'll see me citing a few times throughout this in addition to this pain Lela suggests that we also have two different types of key metrics for this role at least two one is the thing we want people to do and the other is the thing we

want somebody to avoid the idea being that we have two metrics that balance our incentives to make sure that we're really encouraging the kind of actions that we want an example of these kind of balancing metrics that she gave in one of the videos is having somebody who's responsible for selling also responsible for tracking the metrics around refunds so that way they're incentivized to sell people who do not generate refunds in other words balancing these two initiatives again this topic came up in this $100 million team video and you learn more about this through the

lens of feedback by actually watching that video around the 7 Minute Mark but we're going to keep moving on to the next area of defining the role which is really defining what benefits this role has and according to Lila there are actually five different types of benefits so here are the five major types of benefits that she hit on in a few other videos I saw from her she actually covered a few other ones so maybe there's more than five hence the plus sign here but the big ones we talked about were Insurance you know

health benefits dental insurance all that stuff uh career path so the trajectory someone has in their role what could they be doing next the work environment which seems to be kind of a catchall for the culture the leaders ship the style the vibe the dress code all of those soft benefits uh the pay obviously that's a big one regardless of what currency it's in and then things like 401K investment accounts and other kind of financial incentives for more on these five formats of benefits check out the how to hire the best people in the world

video from L heroi she also covers quite a few other ones in her other videos but this video is probably the go-to if you're specifically looking at building a benefit Suite uh one thing I will say though having watched many many videos in preparation for this video is that if there was one benefit I would focus on more than anything else to be like Leila it would be the work environment I don't think this is stressed in her content very much but when you watch enough of it you kind of see a through line and

she seems to really have a high level of priority and focus on building out an ecosystem for her staff this is not so much things that are Financial or boxes that you can check but about building a certain kind of environment something about how she talks about culture really reminds me a lot of high ticket masterminds I don't know if you've seen this out there in the online business world but there's a lot of people these gurus who have masterminds and they're like come be among the best and brightest we'll get together and rub our

brains together and make magic because we're all so awesome you know the typical Mastermind you know shtick but making fun of online influencers aside I think she has an interesting point here of making your workplace a place like a hangout A vibe a mastermind because ultimately when you're building a company every person especially on smaller teams like mine and probably many of yours every person is in your Mastermind that you are working with every single day to try to solve problems make things happen if you're a team of 10 every single person matters so much

way more than a team of 10,000 I think this idea of really emphasizing the work environment the culture the conversations the quality of impact the type of manager you'll have the kind of conversations you might have the fact that you'll enjoy talking with the other people that work there selling this kind of access to a really high performance environment seems to be the biggest benefit she stresses in her content and I think this is something that small teams and small businesses we could be learning from how could we advertise for joining our small team with

the same amount of rigor and you know pep talk and enthusiasm that the gurus are talking about having you join their Mastermind you know how can this sound as exciting whatever that language is I feel like that's what this work environment benefit really comes down to and I feel like this could be a whole video in itself and hopefully she'll make one yeah uh but for now that's kind of what I'm I'm reading from the outside looking in all right so moving on to the last area about defining the role the next thing that Lila

would do just based on these videos is that she would be assessing what experience level she's looking for uh this is covered in pretty great detail inside this EA video you see linked here uh don't let the title fool you it's valuable even if you're not looking for an EA and the question that really pulled out from this for me was about experience level do you have time and experience that you're willing to spend training up a new person that's basically the question she presented and if so go ahead and hire somebody Junior but if

you do not have time or you do not have experience or you have them both and you don't want to spend them on this hire somebody with experience this sounds like such a simple concept but uh I learned this lesson the hard way and I wish I had heard this earlier on in my hiring Journey now that is the last tip from Lila around this defining the job place but I did want to ask add one more because I didn't see this mentioned in the video but I have never seen a highle operator hire for

roles without having this so I assume she might just be doing it without telling us in a video so here we go the additional piece I added in here in yellow just to say that it's not original from her is defining the processes a role owns so what are the areas of responsibility this concept of defining the processes in your business is something that we talk more about in other videos and you can also find a training in the description where I go through how to define the processes in your business but every operator I

know I imagine especially at Lea's level Define the processes that they're hiring for in addition to those pains and so I want to just list that here as one additional step that we'd want to do in our beautiful hiring process but bam with that we have defined the role we're hiring for now we're moving on to the next step according to Leo heroi which is Imagining the perfect fit so according to Lilo Heros this is about when we want to start thinking about who this person is some components that I suspect may come to play

at this point just based on some of the videos I've seen from her is defining what goals you have for a person what should they be doing thinking focusing on and so on and what qualities does that person bring into the situation like what are they like what's their Vibe what's their feeling what are they good at what are they bad at a concept I've heard her hit on in a few different interviews is the idea of acceptable weaknesses every person's going to have strengths and weaknesses but can we make sure that that person's weaknesses

aren't really that big of a deal for the role or at least balanced out by other people that's something she hits on with Talent qualities which is mentioned throughout a few videos but uh the real juicy nugget on this one is actually a component of her interview here on leveling up where she talks about how she actually imagines the higher she's going to make before she makes it I thought this was really interesting to summarize the key component from this video which by the way watch it if you want the full scoop she basically imagined

in her head exactly the personality even the physical descriptor of the role she was looking to hire and she used that when she was interviewing people to try to recognize somebody who matched what she expected that role to act look and behave like all right moving on we've got step three which is writing the copy for your perfect fit now this is one that is probably not that foreign for anyone's hiring process but one that is stressed a lot more in Lela Hero's content versus other hiring resources I've read about maybe because she's coming from

more of that marketing and sales lens as opposed to the traditional operational lens that most of us get into hiring from but whatever the reason Lila really stresses the importance of treating your application process for a position like you would any other sales funnel in your business you would have great copy you would have avatars you want to focus on the person's pain and how your job in this case would solve that pain and that's what's happening in this step here we are trying to write the perfect sales pitch essentially for our perfect person which

means we we need to identify who our perfect person is we need to write a job posting that doesn't just describe what the role is it needs to resonate with our Perfect Fit person and kind of gross out anyone who's not our perfect fit the best things we're writing in this posting according to Leila are things that attract some people and repel others because once again we are trying to treat our applicant and candidate World kind of like we would any other sales funnel one tip that came up particularly in the $100 million hiring strategy

video is making sure that you avoid cutesy things or anything that could kind of derail your progress in a specific job algorithm so there are certain things that indeed does not like when you put in a listing or LinkedIn jobs might not like and if the algorithms don't like what you're doing your post won't see as many people which is not so good so one of the things she pointed out was avoiding cutesy terms for example rather than customer success Rockstar just say senior customer success manager we don't need to be fancy so getting back

to this we already for step four and five of our hiring process which is reviewing and revising the copy uh once again I put these in yellow because these are my own little insertions because she's never mentioned in anything that I've seen that this happens but I got to think it happens so here we are I assume after you write the copy for your perfect fit you build out that funnel that job description that advertisement that you have some review and revision steps now I would love to see Leila create a video explaining how exactly

they dial in their cop copy to make sure it truly is the perfect fit I mean do they just publish it online and watch the results do they have uh somebody else on the company read over it do they have multiple people read it and give reactions do they go to the person who's in the job previously and get their opinion I would love to know how this testing happens before the actual job description goes out into the wild but for now I will just leave it to say they probably happen in some way but

regardless of how quality assured or not the job listing is we do know that after that ilila is posting that job everywhere when asked whether she focuses on certain areas or just referrals or anything else Leila has said in multiple interviews including this one here that you may only have one shot to hire for a role and especially if you don't have a ton of experience hiring for that specific type of person you want to just give yourself the best chance you can get and so she talks about at 23 minutes in in this interview

here about the importance of just spreading the word as broadly as possible in the interviews I've seen there doesn't seem to be one kind of through line of a specific type of sourcing technique that she's used more than others but she's listed everything from job boards to LinkedIn to indeed the whole Gambit so if we're going to try to copy her style probably do the same and just get the word out everywhere one tip I have seen her mentioned in a few videos around this posting everywhere is to make sure that there's pretty low friction

for getting people to apply toward the job this to me was very refreshing especially because I feel like there's a lot of HR advice out there right now talking about making as many tricks in your hiring process as you can like having a secret word that people have to fill in to prove that they're paying attention and other kind of childish games so when she talked about making it very easy for people to enter your funnel of working for your company I thought that was a great idea and something that we could all consider trying

once you have your job listing posted you're ready for the next two steps which again Leila didn't specifically talk about in any videos so I'm just assuming they're here cuz they kind of have to be to make the rest of this make sense uh which is collecting candidates and doing some kind of initial screen I don't know the details of how you know Intense or not intense this is just based on context clues my assumption is they're probably using some kind of simple ATS or even a CRM client relationship management software and treating this just

like they would any other sales funnel however I haven't yet been able to find a really good interview where Leela talks about this approach or even how aggressively if at all they do initial screening before the phone screens so for now this is kind of a loose area of the process that we're going to just fill in with our own defaults once we get that down though we're ready for the next step which is the first kind of interview Focus step which is the phone screen this phone screen uh I haven't gotten a straight answer

in content yet maybe some of you can help me out on this whether she schedules these or they're impromptu unscheduled I'm not really sure I know this is a Hot Topic in HR right now but however they are done uh that is Leila's first step in her hiring process which is calling somebody up on the phone and asking them some basic questions from what I've seen in her interviews this is typically done by a hiring manager or an assistant during this quick call which I believe she's estimated to be less than 10 minutes we're trying

to get the answers to five questions so number one is this the job they want you may ask that outright or ask a little bit more subtly by saying you know why are you interested in this role then you're trying to figure out are they excited this could be something that you can find out based on the first question you ask and you're just trying to figure out if they're actually fired up about working for your company or if they're just applying for the job because their mom sent it to them something like that that's

your second question third up we're trying to figure out is the pay that we are offering for this role aligned with what pay they actually need to survive because we don't want a big gap there to waste everybody's time going down a long Hing process only to realize that we are fundamentally in different ballparks then in addition to that we just want to check on Logistics this could be asking questions like this is a remote full-time role does that work for you are you available from 9: to 500 can you work weekends this is a

weekend job whatever the key logistical components of the job are you want to just confirm them in this call which can be very quick just listing it off and asking for a yes or no last but not least we have the weirdo check and this is essentially it's not a question we're going to ask it's a Vibe we're going to check for and we want to confirm according to ilila that no one's sending off you know red flags in our head that seeming off their rocker or they're screaming into their phone because they're so angry

at you for calling them this check is something she stressed quite a few times in her different interviews and uh videos about this so this seems to be one that she really really focuses on when it comes to the phone screen once we have the phone screen I'm assuming we have a bit of a screening step here never really heard her talk about this but it would make sense uh where we essentially want to ask hey are we still interested in this candidate based on what we learned in the phone screen if so we're going

to move on if not we're going to send a rejection email now both of these steps I again haven't heard her really talk about the specifics of this process I tried to dig around as much as I could couldn't really get a definitive answer so we're just going to fill in the blanks best we can I'm going to assume that just based on other videos that she's done she's sending some kind of uh rejection email template if someone is not a fit at this point uh I have a video on how to create these kinds

of email templates on this channel you can actually see up above that kind of outlines a general approach to doing these kinds of things in a standardized way but based on some of the videos I've seen of Leila I'm assuming this rejection email is really thorough but if anyone here knows this information or happens to have found a rejection letter from working with Lela at some point I would love to see it in the comments because that would be a really cool detail to fill into this chart moving on if somebody is a fit after

the phone screen I'm presuming they get some kind of invitation to schedule interview one I haven't heard any fancy stuff from Lea as to how this happens so I'm assuming it's probably just an email with a calendly link or something like that now one tip I did pick up from Lila on the step which is focused more on this video again at the 3 minute Mark is to be Speedy about this interview one of her quotes was that it takes 23 days for a company to find a perfect candidate but it takes a top candidate

typically 8 days what so if you are doing this invitation step while I don't know exactly what this email should say to be Lila approved I can say with fair amount of certainty that you're going to want to send that off quick probably within 24 hours if not less of that first phone screen so moving on here we get to interview one what happens then in Leila's world this is what the first interview entails it is one that is with just the hiring manager oneon-one and this interview covers the following topics it's the history of

the company the experience the person has the values of the company and the expectations one has for the role again you're basically reiterating the job description here but with hopefully some more color to see how somebody reacts and understands that piece along with this review you're looking a little bit into the future to re explain how this role fits into the mission of the company where they head what's the larger plan things that might have not been in that job description you want to hit an interview one to see if it resonates with the candidate

and after that we are going to be asking some more subjective questions to kind of assess where the candidate is at what is the candidate's experience what are their values what's their uh history what's their mission and more importantly than any specific answer because there would be no right answer to these questions we're looking for alignment with the culture the company already has an example she gave in one of these videos is that if your company value is to operate very quickly you might want to ask a question like this one here of how long

does it take for you to answer your emails in the morning there's no right or wrong answer but understanding how somebody approaches that and what their normal is would help you get a sense as to whether they'll fit in very easily or with some struggle to your existing work culture more on that inside this long form interview but really that's the goal of interview one basically reaffirm what's happening and get to know the human on the other side because again we're not just dealing with candidates candidates you know this isn't like some kind of robotic

process here we're really trying to get to know the person at this point and assess will they Vibe here will they do well here um we want to be listening for that in interview one according to L list process moving on we're having another proceed check again these ones aren't really talked about in her process but I'm assuming they're happening so we're going to assess based on interview one do they move to interview to if so we invite them to schedule the interview and then we are here in interview too A lot of these tips

are sourced from this video here on an interview framework and they talk about the value of this second interview which is going to be with both the hiring manager and key team member or members if the first interview was all about figuring out who the candidate is and confirming we know who we are interview 2 is really about making sure the person is capable of the work at hand assessing that fit is determined by three areas that you want to hit on in this interview first do their strengths match the role second are their weaknesses

acceptable for the role and third do they have proof do they have proof of their strength do they have proof of their abilities and so on I think these three things are really powerful because even if you have somebody who is capable of doing the job that doesn't necessarily mean that they're going to thrive in the position having these three different pillars of aligned strengths aligned weaknesses and proof in the pudding is the magical piece of interview 2 one thing to note on this proof in the pudding step is that this might look different for

different roles according the interviews I've seen there are really three different assessments she might pull out of her pocket when it comes to getting proof of someone's abilities one ideal is to get a portfolio if that is not possible because you're hiring a strategic thinker or you're hiring a customer support role where you might not have a portfolio the second thing she would do is conduct some kind of test project so here are three example support tickets how would you respond to them something like that if a portfolio is not possible and a test project

isn't really possible because maybe you're hiring a COO or an integrator the third tool she'd pull out of her toolbox is situational questions I've also heard her mention in some interviews that she'll mix and match these so maybe you want to pull out all of them but the situational questions would be something like hey this situation happened in the business preferably something that actually happened in the past and then you ask them how would you handle that situation your goal is not to get a right or a wrong but to just see how they think

because when you're dealing with the more strategic level brains according to Leila you are hiring their brain so you want to see how their brain functions so these three pieces are the main components of interview number two that you'd want to schedule along the way if that works out and you continue through another round of reviewing screening and inviting somebody ahead you were on interview number three and interview number three according to ilila is with the hiring manager and the CEO or gatekeeper she's called this in a few interviews the gatekeeper interview in this gatekeeper

interview your goal is to make sure that what the person actually wants fits with what the company actually needs in not just the short term but the long term so something that Leila mentions is that it could be valuable to bring in a CEO or a senior level thinker at this point someone who can think Beyond just the next six to nine months in the role to make sure what this person is looking for will be a lasting fit for them into the future according to Lila again covered in the 100 million hiring strategy video

these are the things you're going to want to hit on first up is confirming expectations the example ala gives is confirming what remote means in your company it might mean something different in different people's places um we also want to discuss any issues that are so important that if someone messes them up or doesn't mesh with them it would result in them being fired or quitting something like showing up to a meeting with no camera on might be a deal breaker for you or like I had happened showing up on your first day of work

in pajamas that wouldn't be great or for example having a remote job and thinking that means you can only work two days a week and you still get paid full-time also have had that happen uh these kinds of things you want to get ahead of and talk about in this interview so you don't have the crappy experiences that I have had uh by not following legless process on this piece those are the two components the three additional pieces are checking for alignment again are their personal goals of what they want in life fitting with the

company do their personal values fit with the company are they the right level of competitive are they enough of a learner are they generous enough whatever those things are do their values match the company cuz man that'll make it a lot easier for them to to mesh finally we're at this part this step is all about highlighting what isn't so good about working at your company and I love this part it's one I'm definitely going to steal um what she talks about in her videos is about how throughout the whole hiring process you're really treating

it like sales funnel right you want to get people in come on apply our job is amazing right back here we talked about selling the culture uh at interview 3 you're actually flipping gears and you are trying to actively deter people who will be afraid of hard work afraid of things being imperfect you want to try to pop the bubble of optimism so people really see what it's like potentially even more negatively than it really is to make sure you're not just getting people who are fair weather friends into your business something she's talked about

in videos like this one right here is highlighting the job as 5% worse than it actually is so if things are a little messy you might go into this interview and say no they're really messy if your Sops are a little out of date you might go into the interview and say oh my gosh none of them are up to date essentially you want to sell the job as worse that it is so that way when people actually come in they're pleasantly surprised and you're deterring anybody who is afraid of things being a little messy

this mindset of highlighting the pains and problems that the role is supposed to solve is a through line from back here in the very early stages of hiring where we wanted to focus on the pain we need solved from the beginning to the end Leela's focus is making sure that you hire people who are ready and able and willing and excited to solve the pain not just people who want to come into your perfect little orbit and just float around right and that's the through line between these two points all right so moving on to

interview 4 which is our next thing we want to schedule here we've got our final interview of the process which Lila calls the CEO interview now keep in mind just like all of these steps uh we may not have these if we have a really small team we might just have two interviews or three interviews um but this is kind of the full process she outlines an interview for in her larger team environment is with the CEO if they're not already in interview three this fourth interview which ilila calls the CEO interview is really more

of a futur looking interview it's the future of the role it's the future of the company it's painting the big picture if we think about interview 3 as the reality check of like oh look here's all the reasons our company sucks interview 4 is about reising that cake that you just took a little sample from and showing how amazing things could be in the future in this interview it's usually just with the CEO according to her and it includes these three pieces we want to highlight the future prognosis for this role for example hey if

you join us as our newest sales rep you could eventually become our senior sales rep or our marketing lead or this or that or the other just giving perspective areas where this role could develop and she hasn't said this but I'm assuming there's this baked an assumption that you could highlight the way those grow could grow based on the person you're specifically speaking to so if you are hiring somebody who's really interested in marketing but you're hiring them for a sales Ro you can highlight opportunities for where this sales role could grow in a direction

that they're really interested in next up we've got confirming expectations again so this will be things like again here's the role here's what remote needs to us and also here's what we would be looking for at the 30 60 and 90 Mark more on this 306090 is really covered in uh the onboarding process according to Lila but she does mention talking about it here in the final interview just to again paint that Future Vision once again we do have that little sprinkling of salt here where we highlight the ways the job might not all be

perfect in that first 30 60 and 90 days and as a final reminder here and something that's hit on in this video is to make sure at this final stage we're not getting blinded by similarities thinking oh because you're like me you must be great uh while many of the steps in this process opens us up to potential bias particularly for this last one where we're talking about the future we want to be paying objective attention to what that person seems to want and whether or not what we're painting is honest truthful and truly going

to work for both the company and the person again according to Lea now after that fourth interview we are ready to wrap up our hiring process with our final few steps first of which is another screening step hey do we still want to proceed after interview 4 if so move on then we want to extend that job offer again this is in yellow cuz I have Haven really heard Lea talk about how she goes about extending an offer um but that would be really cool to see more videos about for the time being I'm assuming

it's just some kind of email and document package and then after that we have some kind of metrics review I haven't heard Leela specifically talk about how this looks but she's mentioned enough things about tracking results and and pieces around this that I have to think some kind of funnel analysis happens for her after she closes a job process to see if they've done a good job or not so great a job on the hiring Journey finally from here we end the hiring process and we start the onboarding process because according to lelas particularly in

this video here the onboarding process for a new employee doesn't begin when they start working for you it starts the moment they agree to work with you with that hiring offer extended so all of that onboarding stuff starts happening immediately and by the way I know this video is all about attracting new talent and hiring and it's Lea hor mozi's hiring process but in researching this video I actually found a bunch of nuggets around how Leila approaches retention engagement and onboarding and I kind of thought it could be cool to do a video on her

suggested onboarding process in case we can learn anything from that as well let's just wrap up with some oneoff task some onetime things that Lela suggests that you do if you are setting up this hiring process obviously something you want to do is steal this hiring process which you are welcome to do um but in addition to that there are also some actions that uh she kind of assumes that are in place that if you don't have them you may want to do them as a one-time task when you're getting ready to hire for the

first or next time the first one-off task is creating some kind of hiring funnel some kind of way to accept applicants to your job I happen to know that indeed has one built right into the software but if you're feeling fancy maybe you want to create your own landing pages and and Lead collection forms or whatever else that is regardless of how you do it you want to have some way to be able to collect sort and engage applicants in some way shape or form Lela suggestion would be to also incorporate some kind of paid

traffic strategy into this particularly if you have competency there like they do uh that could be a good way to go and then second step if you don't get enough Lila in your life is to subscribe to the other Leila yes that is me um if you'd like more information about how to define the proces in your business how to use software to Wrangle this whole process and how to structure the delegation so your new hires know what they're actually doing that's what we cover on this channel and in addition to maybe some part two

videos If you guys comment the word onboarding below we have a ton of videos on the channel to help you organize your team operations in easy to apply lightweight ways and you would get more of those videos by subscribing All Right Moving On The Next Step that we suggest you do is also get some practice in something ilila talks about in a lot of her videos is about making sure you're taking time to get experience don't narrow down all of your interviews to just two interviews and two candidates especially if you haven't hired many times

before having a lot of interviews will help you hone your craft help you you know tailor your Reader help you really figure out who is and is not a fit by getting that muscle memory down and that's something that Leila really harps on throughout her videos if you do not have time to have a thousand interviews in the next week because you might be mid- hiring the other option is to also hire somebody who has thousands of interviews under their belt for example here at process driven I have not yet had a thousand interviews under

my belt and I really trying to build this skill so actually Vanessa here you see pictured on the screen Vanessa helps us for our hiring process here and I'm able to sit in on interviews with her get her expert facilitation and I'm able to learn at the same time so also Shameless plug from Vanessa who's amazing if you're looking for somebody who could be your hiring manager for your company to partner with you as the business owner someone like Vanessa is a great resource to look at just be sure to let her know I sent

you and do not steal her from me so moving on from hiring manager the last step I would do is a one-off task just based on watching this video this is one from me not from Lila heroi is to template this process I cannot tell you how many times I have watched videos with great strategies and I watch them and I think that's awesome and then I don't do anything with them please don't make this one of these videos take what I'm showing you right here take the process map that we have and put it

inside your task management tool of choice make it a checklist you can reference in the future make it something that's really convenient for you that the next time you're going to hire you can just Bo load up the Lelo heroi hiring process and implement it in your business so you're not Reinventing the wheel you're not trying to remember this video you've got it right there where you need to go if you're looking for more information about templating a process you can watch this video up here where we talk about how to do that in some

general work management software and if you like some kind of PDF with this workflow map so you can easily copy and paste it into your tool of choice just drop me a comment below and we'll figure out some way to get it to you now I think I said that was the last one but I lied there's actually one more here and that's to make sure you have a task to remind you to make this better over time as you might have noticed when we went through this flow here there are a lot of areas

where I wasn't fully clear on what Lea's approach is and she's constantly creating new videos that give us new insights and we're all learning things every single day so if you have the ability create some kind of task for yourself to review this revise this rethink this over time that way your process much like Lelo Heros process I assume isn't just static it's continuously improving as you learn new things get new ideas and maybe have some unpleasant experiences that help you Channel what you really want your hiring process to be because at the end of

the day it doesn't matter how cool the Hermos seem online it doesn't it doesn't matter what Lila Heros process is what matters is that you have some kind of hiring process that delivers the end result aka the type of hires that are going to thrive in your team and that's probably different than the horos team it's different than my team it's Unique to you and the only way you're going to make this process what your team needs it to be is to make sure that you're making space to turn it into what your team needs

it to be for more info about how to iterate your processes to make your business more systemized I know that's a lot of buzzwords you can watch this video up here and if you'd like to keep learning with myself and Chuck and Marge in the meantime check out this video on the end screen where we go through how you can fix a disorganized business Culture by just tweaking little parts of your daily communication proces until next time enjoy the process make me how I let's try that again