Why This Hits So Hard for Owners

I started noticing a pattern, so hiring and planning your org chart is step 4 in The 90-Day Exit Plan from Daily Operations guide. Immediately below is a link to the guide. Further down, you will find a link to the hiring guide document. The doc might also be included as an attachment at the bottom of your email.

Smart, driven owners (people who had bootstrapped, grown, and survived the chaos of early growth) were constantly sabotaging their scale.

Not because they lacked talent. Not because they weren’t trying.
But because they were stuck in firefighting mode, hiring became their coping mechanism.

Here’s what it looked like:

• They’d get overwhelmed with delivery, so they’d hire someone “to help.”

• They’d plateau on growth, so they’d hire a big title hoping it’d spark results.

• They’d start burning out, so they’d offload tasks they didn’t even understand themselves.

Every one of these hires had the same root problem:
No clear plan. Just emotional & work hours relief.

If you’ve ever hired someone and ended up doing more work trying to manage them, this one’s for you.

Let’s have a little fun looking at the most common traps, and then you can download the tool provided in the 90-Day Exit Plan from Operations.

 🦄 1. The Unicorn Fantasy

You post a job for someone who can do marketing, sales, admin, copywriting, client success, and maybe make you coffee.

Your words: “Wears many hats, flexible, self-starter.”
Translation: “I have no systems, and I need a miracle worker.”

Spoiler: unicorns don’t apply on Indeed.

👩‍⚕️ 2. The $45K Therapist

You’re stressed and buried, so you hire someone to "just help out.”

But instead of solving problems, they spend their days trying to figure out what you meant in your last Slack message.

You didn’t hire an assistant. You hired a stress sponge. Missory loves company.

❄️ 3. The Big-Ticket Savior

Feeling stuck? Why not blow $120K on a Head of Sales without defining what they’re actually supposed to fix?

They show up. You point at chaos.
They nod. You nod.
Then you both quietly panic.

Titles don’t replace clarity. They magnify confusion

I’m 100% guilty of this one. Once we were making money, I spent big time on a recruiter to fix all our problems as we tried to expand our workforce.

 📩 4. The Inbox Magician

You hate your inbox. So you hire someone to manage it.
They forward you everything.
Congratulations! You now have a human auto-responder.

The real issue? You’re still the bottleneck for communication because you never built the system.

It isn’t fun or funny when you are in the thick of it, but I had a lot of fun writing this post. Only now can I laugh at myself for making all four of these and more errors in hiring.

Try not to sweat hiring too much. We can go on this journey together.

⌚ Your 5-Minute Challenge

So What’s the Move?

Simple: Stop hiring from emotion. Start hiring from design.

That’s why I built this tool into the 90-Day program:

Use it to:

• Audit where you’re still the glue

• Define what your business actually needs

• Map out who to hire, promote, or replace (strategically, not reactively)

This guide will clear up months of second-guessing.

🤔 REFLECT: Your Turn

❓ Will this hire create leverage, or just relief as I build out my org chart?

❓ Can I define the outcome this role needs to deliver?

Share your story at [email protected].

Stay awesome, stay confident, and keep soaring higher!

— Cheering you on, Nick