AFRAID OF MAKING
A BAD HIRE?
Is IT keeping you overworked &
under-supported?
GET UNSTUCK!
GET THE HIRING SUCCESS KITS NOW!
AFRAID OF MAKING
A BAD HIRE?
Is IT keeping you overworked &
under-supported?
GET UNSTUCK!
GET THE HIRING SUCCESS KITS NOW!
AFRAID OF MAKING
A BAD HIRE?
Is IT keeping you
overworked &
under-supported?
GET UNSTUCK!
GET THE HIRING
SUCCESS KITS NOW!
AFRAID OF MAKING
A BAD HIRE?
Is IT keeping you overworked &
under-supported?
GET UNSTUCK!
GET THE HIRING SUCCESS KITS NOW!
LEGACY BUSINESS BUILDERS • August 26, 2025
What to Do Before You Hire Your First Employee
What Your Business Is Telling You About The Way You Lead
LEGACY BUSINESS BUILDERS • July 1, 2025
Why Your Hires Don't Work Out (And What to Do Differently)
Hey There, I'm
Taryn Cadena
Hey There, I'm
Taryn Cadena
I turned years of HR experience into simple, affordable systems to help women entrepreneurs build effective teams and step into their CEO power! I love sugary coffee, early mornings, and brainstorming new ideas with amazing women. I’m happiest in yoga pants, snuggled with my laptop and my dog Napper. My mission? To help women entrepreneurs create powerhouse teams, lead like CEOs, and build highly successful businesses that last!
Hey There, I'm
Taryn Cadena
I turned years of HR experience into simple, affordable systems to help women entrepreneurs build effective teams and step into their CEO power! I love sugary coffee, early mornings, and brainstorming new ideas with amazing women. I’m happiest in yoga pants, snuggled with my laptop and my dog Napper. My mission? To help women entrepreneurs create powerhouse teams, lead like CEOs, and build highly successful businesses that last!
LEGACY BUSINESS BUILDERS • August 26, 2025
What to Do Before You Hire Your First Employee
Hiring your first employee is one of the biggest milestones in business. It means your idea is working, you’re growing, and you’re also probably overwhelmed.
Most founders wait too long to hire, or rush into it without a real plan. Neither works for long.
This post is here to walk you through what to do before you hire, so you don’t waste time, make legal mistakes, or hire someone who’s not a fit. You don’t need a full HR team, but you do need a little strategy.
Let’s break it down!
1. Get Honest About Why You’re Hiring
It’s tempting to say, “I just need help!” but that answer isn’t enough. You have to get specific.
Free up your time for CEO-level tasks
Help you hit revenue goals faster
Improve client experience and retention
Reduce burnout and business stagnation
Are you trying to buy back time?
Are you unable to keep up with demand?
Are you tired of doing tasks that drain you?
The best reason to hire is to move into your highest-value role as the founder. The worst reason is to dump your mess on someone else and hope it all works out.
You’re not just handing off tasks, you’re stepping into leadership.
Before you post a job ask yourself:
What does the business need most?
Do I need help generating revenue?
Do I need more efficiency behind the scenes?
2. A Structured Interview Guide with Scorecard
Before you hire, get clear on the role.
Start with your pain points. What’s not getting done? What’s slowing you down? What do you procrastinate on the most?
Then match those issues to real, recurring tasks.
Pro tip: Track your time for 7–10 days. You’ll see where your energy is going and what someone else could take on. That’s how you go from “I need help” to “Here’s the job.”
3. Decide if You Need a Contractor or an Employee
There’s a big legal difference between contractors (1099s) and employees (W-2s). It’s not just about what you want to call them.
If you want control over how the work gets done, when they work, or where they work, they’re likely an employee.
If they run their own business, set their schedule, and deliver a finished result, that’s usually a contractor.
Not sure? Take my free Contractor vs. Employee Quiz. It will walk you through real scenarios and give you clarity.
4. Make Sure You Can Afford the Total Cost
Hiring someone costs more than their hourly rate.
For employees, add 20–30% to cover employer taxes, onboarding time, payroll software, and potential benefits. Don’t forget equipment or tools if you’re providing them.
Even with contractors, there may be training, software access, or project management time to factor in.
Hiring without knowing the full cost leads to stress later. You’re not just paying for a task, you’re investing in growth.
5. Think Through the First 30 Days
One of the biggest mistakes founders make is hiring someone, handing them a to-do list, and walking away.
Even great hires need context, structure, and support.
One of the biggest mistakes founders make is hiring someone, handing them a to-do list, and walking away.
Even great hires need context, structure, and support.
Ask yourself:
What will they do in week one?
What tools will they need?
What does success look like by day 30?
Even a simple onboarding checklist makes a huge difference. You can use a Google Doc, a shared calendar, or grab my done-for-you onboarding bundle inside the Hiring Kit.
6. Get the Right Tools in Place
You don’t need to become an HR expert, but you do need some basics:
A strong job description
A legally sound hiring process
A way to collect applications, do interviews, and document decisions
A system to onboard and train your new hires and contractors.
If that sounds like a lot, don’t worry, my Hiring Kits bundle everything into a single place, so you can skip the overwhelm and get to hiring...
Want Help Making These Decisions?
Before you post the job, take 15 minutes a day for 5 days and go through my free mini-course, The Founder’s Flawless First Hire Blueprint.
It will help you:
Avoid common hiring mistakes
Make key decisions with confidence
Get clarity on your next steps
After that, if you’re ready to move forward, my $37 Hiring Kit has everything you need — templates, guides, and compliance tools made for small business owners like you.
A complete set of plug-and-play templates, checklists, and step-by-step guides that walk you through every stage of hiring.
You’ll clarify the role before you post a job, attract the right candidates, interview with confidence, and set new hires up for success from day one.
My clients use these kits to streamline their hiring process, avoid costly missteps, and bring in team members who actually help them grow.
When you follow the system, you’re not just filling a role, you’re building a strong, lasting team that supports your vision.
You’re building something real. Let’s make sure your first hire helps it grow!
Hiring your first employee is one of the biggest milestones in business. It means your idea is working, you’re growing, and you’re also probably overwhelmed.
Most founders wait too long to hire, or rush into it without a real plan. Neither works for long.
This post is here to walk you through what to do before you hire, so you don’t waste time, make legal mistakes, or hire someone who’s not a fit. You don’t need a full HR team, but you do need a little strategy.
Let’s break it down!
1. Get Honest About Why You’re Hiring
Are you trying to buy back time?
Are you unable to keep up with demand?
Are you tired of doing tasks that drain you?
The best reason to hire is to move into your highest-value role as the founder. The worst reason is to dump your mess on someone else and hope it all works out.
You’re not just handing off tasks, you’re stepping into leadership.
2. A Structured Interview Guide with Scorecard
Before you hire, get clear on the role.
Start with your pain points. What’s not getting done? What’s slowing you down? What do you procrastinate on the most?
Then match those issues to real, recurring tasks.
Pro tip: Track your time for 7–10 days. You’ll see where your energy is going and what someone else could take on. That’s how you go from “I need help” to “Here’s the job.”
3. Decide if You Need a Contractor or an Employee
There’s a big legal difference between contractors (1099s) and employees (W-2s). It’s not just about what you want to call them.
If you want control over how the work gets done, when they work, or where they work, they’re likely an employee.
If they run their own business, set their schedule, and deliver a finished result, that’s usually a contractor.
Not sure? Take my free Contractor vs. Employee Quiz. It will walk you through real scenarios and give you clarity.
4. Make Sure You Can Afford the Total Cost
Hiring someone costs more than their hourly rate.
For employees, add 20–30% to cover employer taxes, onboarding time, payroll software, and potential benefits. Don’t forget equipment or tools if you’re providing them.
Even with contractors, there may be training, software access, or project management time to factor in.
Hiring without knowing the full cost leads to stress later. You’re not just paying for a task, you’re investing in growth.
5. Think Through the First 30 Days
One of the biggest mistakes founders make is hiring someone, handing them a to-do list, and walking away.
Even great hires need context, structure, and support.
Ask yourself:
What will they do in week one?
What tools will they need?
What does success look like by day 30?
Even a simple onboarding checklist makes a huge difference. You can use a Google Doc, a shared calendar, or grab my done-for-you onboarding bundle inside the Hiring Kit.
6. Get the Right Tools in Place
You don’t need to become an HR expert, but you do need some basics:
A strong job description
A legally sound hiring process
A way to collect applications, do interviews, and document decisions
A system to onboard and train your new hires and contractors.
If that sounds like a lot, don’t worry, my Hiring Kits bundle everything into a single place, so you can skip the overwhelm and get to hiring...
Want Help Making These Decisions?
Before you post the job, take 15 minutes a day for 5 days and go through my free mini-course, The Founder’s Flawless First Hire Blueprint.
It will help you:
Avoid common hiring mistakes
Make key decisions with confidence
Get clarity on your next steps
After that, if you’re ready to move forward, my $37 Hiring Kit has everything you need — templates, guides, and compliance tools made for small business owners like you.
A complete set of plug-and-play templates, checklists, and step-by-step guides that walk you through every stage of hiring.
You’ll clarify the role before you post a job, attract the right candidates, interview with confidence, and set new hires up for success from day one.
My clients use these kits to streamline their hiring process, avoid costly missteps, and bring in team members who actually help them grow.
When you follow the system, you’re not just filling a role, you’re building a strong, lasting team that supports your vision.
You’re building something real. Let’s make sure your first hire helps it grow!
Hey There, I'm
Taryn Cadena
I turned years of HR experience into simple, affordable systems to help women entrepreneurs build effective teams and step into their CEO power! I love sugary coffee, early mornings, and brainstorming new ideas with amazing entrepreneurs. I’m happiest in yoga pants, snuggled with my laptop and my dog Napper. My mission? To help women entrepreneurs create powerhouse teams, lead like CEOs, and build highly successful businesses that last!
A FEW OF MY FAVORITE TOOLS
01. Jazz HR
If you're posting jobs on multiple boards, save yourself time, money and major stress by using a hiring platform designed for small business hiring.
02. Talent LMS
My go-to for creating easy onboarding experiences and training programs that grow with your business.
If you're a small business owner who's ready to stop winging it when it comes to hiring, you're in the right place.
But hiring isn't just about filling a seat. It's about building a foundation for sustainable growth.
This post walks you through the exact hiring plan I use with my clients to help them scale their business confidently.
Whether you're making your first hire or trying to fix past hiring mistakes, this simple but strategic approach can change everything.
Why Your Hiring Strategy Matters More Than You Think
Most entrepreneurs wait too long to hire, or they make rushed decisions when things get overwhelming.
You’re missing key pieces of information that would have helped you make a better decision up front.
Hiring the right person in the right role can:
Free up your time for CEO-level tasks
Help you hit revenue goals faster
Improve client experience and retention
Reduce burnout and business stagnation
And yet, so many founders struggle because they:
Hire based on personality instead of skill
Skip onboarding and hope for the best
Confuse “help” with actual “fit”
Sound familiar? If so, this hiring plan is for YOU!
STEP 1: Identify the Right Position for Right Now
Hey There, I'm
Taryn Cadena
I turned years of HR experience into simple, affordable systems to help women entrepreneurs build effective teams and step into their CEO power! I love sugary coffee, early mornings, and brainstorming new ideas with amazing women. I’m happiest in yoga pants, snuggled with my laptop and my dog Napper. My mission? To help women entrepreneurs create powerhouse teams, lead like CEOs, and build highly successful businesses that last!
A FEW OF MY FAVORITE TOOLS
01. Jazz HR
If you're posting jobs on multiple boards, save yourself time, money and major stress by using a hiring platform designed for small business hiring.
02. Talent LMS
My go-to for creating easy onboarding experiences and training programs that grow with your business.
OTHER POSTS
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