This week’s episode of “Ecommerce Conversations” continues my masterclass sequence on entrepreneurship. To date in 2025 I’ve addressed branding and profitability hacks.
For this installment, I’ll deal with hiring, particularly for advertising, operations, and product personnel.
My complete audio narration is beneath. The transcript is condensed and edited for readability.
Homeowners usually contemplate worker rely a measure of success — the extra, the higher. Not me. I favor a bigger firm with few staff, not the alternative.
In my expertise, a standard mistake is hiring to extinguish short-term fires however with out a clear long-term plan. One other is hiring based mostly on anticipated progress. At Beardbrand, my firm, I favor working with consultants, businesses, or marketplaces comparable to Upwork to determine techniques. I’ll rent a W-2 worker when there’s sufficient demand to justify a full-time position.
I keep away from hiring generalists to carry out a number of roles, comparable to electronic mail, social media, and Amazon. Specialists are costly however normally value it.
Listed below are Beardbrand’s eight steps to herald the appropriate folks on the proper time.
1. Entice Candidates
My first step is to make a job thrilling and irresistible — a dream alternative. The objective is to draw as many certified candidates as doable. I spotlight what makes the position and our firm distinctive. I’ve used touchdown pages and movies to showcase our tradition. I promote on basic and area of interest job boards.
We’re clear about what we wish in a workforce member. We verify all references and use business jargon within the job posts to display screen unqualified candidates. We ask candidates to take the Myers-Briggs check to assist us perceive their persona and potential match with our firm.
2. Filtering Candidates
I begin with a candidate’s cowl letter, not the resume. Resumes usually comprise fluff, however a considerate cowl letter usually demonstrates candidates’ understanding of the position and the way their expertise apply. I search for private explanations, not templates. I additionally prioritize communication expertise, particularly for distant work the place clear dialogue with distributors, prospects, and groups is important.
3. Primary Abilities
The third step is a straightforward expertise check with two elements. First, candidates take a 1-minute typing check to evaluate their familiarity with computer systems, which is vital for ecommerce. Sooner typing usually indicators extra digital expertise.
Second, I ask them to write a brief paragraph on every of our core values: freedom, starvation, and belief. This emphasizes Beardbrand’s priorities to gauge cultural alignment.
4. Telephone Screening
As soon as a candidate demonstrates strong writing, robust typing, and a promising resume, we do a 15-minute telephone screening. We name unscheduled to see in the event that they reply, leaving a message if wanted.
In the event that they name again, we’ll ask key questions. Are they okay with working remotely? What about in-office? Are they aligned with the compensation? Do they perceive the duties?
This step, the telephone name, ensures readability and prevents misaligned expectations. It additionally reveals how naturally they convey. We remind them on the decision to arrange reference checks.
5. Competency Abilities
This step assesses whether or not candidates can carry out the position. We observe how customer support candidates prioritize and reply to tickets. We convey graphic designers within the workplace for a real-time check and actually watch over their shoulders as they work by way of a mission. It’s intense and awkward, nevertheless it reveals how they resolve issues — whether or not they ask for assist, fumble by way of, or use instruments comparable to Google. I need to observe their creativity beneath strain.
We additionally use the Standards Cognitive Aptitude Take a look at to measure problem-solving means and to match candidates.
If the place is distant, we’ll ask candidates to share their display screen through the check. AI instruments can pretend output. For Beardbrand, AI in customer support is appropriate, however we make clear our AI boundaries with candidates. Watching them work on a standardized check helps determine their match for the position.
6. Grading Interview
At this level within the course of, we deal with the candidate’s previous jobs. We take away fluff questions. We ask about their earlier supervisors and allow them to know we’ll contact the final three. This helps us perceive the candidate’s conduct and efficiency developments.
7. References
Reference checks are a important a part of our hiring course of. Candidates present their references’ names and phone info and guarantee they’re conscious we are going to attain out. We ask candidates to recommend a time that works finest for his or her references.
We allow them to know we’ll be calling from a selected telephone quantity. The reference name takes about quarter-hour. We’ll confirm what the candidate instructed us. Some corporations skip this step, however for us it gives priceless perception right into a candidate’s match, expertise, and cultural alignment.
Solely after finishing the reference checks can we prolong a proposal.
8. Rent with Confidence
We by no means rent somebody considering we are able to hearth them in the event that they don’t work out. Hiring somebody beneath these situations results in hardships — having to allow them to go, take over their work, and undo on a regular basis spent on coaching.
We rent solely when assured the candidate will thrive in our firm.