The ONLY Hiring Strategy You Need for 2025

Summary

• Hiring should be strategic, not desperate. Initially, I hired anyone with a pulse, which worked until we needed to scale. Underqualified employees can hold back growth.

• To attract top talent, focus on building a strong employee value proposition. This involves aligning what you offer with what top performers value.

• Compensation isn't only about salary. It should include raise cycles, promotions, equity, and transparency. Top talents want competitive pay reflecting their potential contributions.

• Align compensation with company growth. Structure executive compensation to include significant performance-based bonuses, which aren't capped, thereby incentivizing growth and contribution.

• Transparent pay and clear career advancement paths motivate top performers. Base promotions and raises on objective performance measures, not tenure.

• Benefits play a crucial role in attracting talent. They should reflect the lifestyle and values of your company, such as offering ample PTO and wellness programs if you promote health and wellness.

• High performers value autonomy. Offer flexibility in schedules and remote work options to empower employees while meeting company needs.

• Education and training are key for retaining talent. Provide opportunities for continuous learning to show investment in employee growth and foster long-term engagement.

• Build a career path for employees that aligns with their aspirations. High performers want growth opportunities and feeling stagnant can lead them to leave.

• Your work environment impacts performance. Create a setting that fosters autonomy and clarity to attract and retain top talent.

• Understand your company culture. Ensure it is a genuine reflection of your values and appeal to the right people. Top talent will research your company's reviews and reputation before joining.

• Recognize culture-related red flags, like mismatched reviews or unethical practices, as they repel high-quality candidates.

• Stop hiring out of desperation or panic. Focus on what top performers need and tailor your offerings to meet those needs better than anyone else.

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How To Take Action

I suggest focusing on hiring strategically, not out of desperation. Start by defining clear roles and qualifications for each position. Understand the specific skills and qualities that top talent in your industry possesses, and aim for candidates who meet or exceed those benchmarks.

To attract top talent, build a strong employee value proposition. This means understanding what potential top performers value, such as growth opportunities, a supportive work culture, and clear compensation structures. Make sure your company aligns with these needs.

A good way to offer attractive compensation is to look beyond salary. Include performance-based incentives and transparent raise and promotion pathways. Make sure your compensation reflects the potential contributions of your employees and is aligned with your company’s growth.

Offer benefits that match your company’s values. For instance, if you value wellness, provide ample paid time off and wellness programs. High performers appreciate autonomy, so include flexible scheduling and remote work options.

Invest in continuous learning opportunities. Provide training and education that aligns with your company's goals and the aspirations of your employees. This not only attracts but also retains top talent.

Develop clear career paths for your employees. Regularly communicate with them about their goals and the steps necessary to achieve them. Ensure the work environment is conducive to their success by fostering clarity and autonomy.

Finally, understand your company culture and ensure it genuinely reflects your values. Top performers will research your company’s reputation, so your internal and external depictions should be aligned. Recognize and address any culture-related red flags to improve your company’s attractiveness to potential hires.

Quotes by Leila Hormozi

> #### "Your offer has to match their expectations"
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>  *- Leila Hormozi*



> #### "Employees don't just shop for jobs; they shop for a job that reflects the lifestyle they want"
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>  *- Leila Hormozi*



> #### "Compensation is the foundation of the Town strategy"
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>  *- Leila Hormozi*



> #### "If you don't create a vision big enough that people can fit their Vision inside, they will simply go somewhere that can"
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>  *- Leila Hormozi*



> #### "Top talent thrives in an environment where they have the freedom to make their own decisions and own their outcomes"
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>  *- Leila Hormozi*