Conventional wisdom says that when you’re scaling your business, you should hire someone who’s already done the job at a bigger scale. It sounds logical, right? You bring in someone who’s seen the mountaintop and knows the path to get there. And while that advice makes sense in theory, in practice, it comes with some pretty significant pitfalls. Scaling isn’t just about experience—it’s about alignment, culture, and context. Let’s break this down.
The Pitfalls of Hiring the "Big Scale" Expert
1. Cultural Fit
Scaling your business isn’t just a numbers game—it’s a people game. When you bring in someone from a much larger organization, there’s a risk they might not align with the heart and soul of your company. Do they understand the values that drive your team? Do they respect the culture that’s gotten you this far? A misalignment here can create tension, reduce morale, and even cause turnover among your core team.
2. Understanding Your Business
Someone who’s scaled a business doesn’t automatically understand your business. Have they sold the way your company sells? Do they understand how your team communicates internally? Do they grasp the nuances of your client base? If they’ve never worked with your target audience or don’t understand your sales process, their “big scale” experience might not translate to actionable results in your specific context.
3. How They Start Matters
When this new hire walks through the door, do they come in wanting to learn your organization, or do they arrive with a savior complex? There’s a big difference between someone who takes the time to understand your business and team dynamics versus someone who thinks they already know best. A “change everything” attitude can alienate your team and disrupt what’s already working well.
4. Overlooking the "Learning Curve"
Hiring someone from a bigger company often comes with a steep learning curve. They’re used to different resources, processes, and structures that your company might not have in place. This isn’t just a speed bump—it can delay progress and lead to frustration on both sides as they struggle to adapt.
5. Misaligned Expectations
Someone who’s used to big-budget operations might struggle to adapt to the resource constraints of a growing company. If they’re expecting a team of 10 to execute a task you’ve been doing with 2 people, their expectations could create friction and inefficiency.
An Alternative Approach: Invest in Your Existing Team
Instead of bringing in someone with a big learning curve, take a good look at the people you already have. Chances are, you’ve got individuals on your team who are eager to grow, learn, and lead—they just need the right support to get there. Here’s how you can empower your team to scale with your business:
1. Identify High-Potential Leaders
Find the people who know your company inside and out, believe in your mission, and align with your culture. These are the individuals who already have the trust of your team and an intimate understanding of how your business operates.
2. Invest in Coaching and Mentorship
Instead of hiring someone with experience at a larger scale, bring in a coach or mentor who has that expertise. Let your internal leaders learn directly from someone who’s been there. This approach ensures your team grows while maintaining the heart and soul of your business.
3. Leverage Your Network
Sometimes the best resources are the people you’re already connected with. Tap into your network to find advisors, consultants, or peers who can offer guidance without disrupting your company’s rhythm.
The Bottom Line
Scaling your business is an exciting challenge, but it requires more than just bringing in someone who’s “been there, done that.” It’s about finding people who align with your culture, understand your unique business, and are willing to grow alongside you. By investing in your existing team and surrounding them with the right mentorship, you’ll build a company that scales not just in size but in strength and resilience. And that’s how you create something truly unstoppable.
