Amanda NorthcuttFounder & CEO | Keynote Speaker, LevelUp · B2B sales as a solo is HARD. I’ve got you. I help consultants & coaches sell high-ticket services comfortably & confidently, while enjoying consistent, predictable revenue | Founder & CEO | Speaker |

Hire People Who Light Up About Your Work

22 Aug 2025 · 2 min

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1:47

In this monologue, the speaker emphasizes that hiring is a deliberate, time‑consuming process that must be approached step‑by‑step. First, organizations should gain clarity on what they need and then write job descriptions that not only list responsibilities but also showcase what makes the role and company attractive—such as flexibility, collaboration, growth opportunities, and a culture that excites candidates. The speaker stresses the importance of aligning with candidates’ personal goals and offering support for their career progression, even for part‑time or 1099 positions. To avoid the “unicorn” trap of unrealistic expectations, the speaker advises having a hiring‑savvy colleague review the description to keep it grounded in the candidate’s zone of genius. Finally, the speaker outlines effective sourcing channels, recommending places where target talent actually congregates, like Reddit communities, Facebook groups, and training‑program job boards, and suggests direct outreach when formal processes are absent.

Chapters

One of the first things people need to do is understand this process takes time. You can't just get this done in a few hours. You have to be intentional with it and follow the steps in order to get the right hires. So once we get that clarity, we can create that job description. And we have to also call out the things that make us attractive. Because when we're looking for people, we don't want people who are just looking for a paycheck, just learning, looking to earn money. We want people who are bought into what we're doing and light up when we talk about the work we're doing, when we talk about the flexibility or that our team is collaborative Or even if you don't have a team, if you want to have a collaborative workplace, list that out. You know, call out that you are going to be growth-oriented, that you want to help them get to the next level. That's something that I do. When my team members come on, I am very clear with them that I know that you might want to move on to other roles, either here or somewhere else. I'm totally aware of that. I want to know what your goals are so I can help encourage you and move you and grow you towards those places. Not a lot of bosses will do that. So even if you don't have things like typical health benefits, say you're hiring for a part-time, like 1099 role, you can still call those things out because it's attractive to the right kind of people. So, we have to be intentional with those things we call out. And to your point a minute ago, if you're trying to hire a unicorn, you should have someone else who knows hiring or knows this field and have them look over the job description to make sure it's not too much, because that also will turn away really great candidates because they are aware of what their worth is. They are aware of what's realistic and aren't going to want to touch the things that they aren't good at because they have their own zone of genius. So, getting really clear on that before you post, then posting in the right place, making sure that that's all covered. And some of that is related to, you have to know where these people live, in some cases that's Reddit, in some cases that's Facebook groups, in some cases that's training programs that have a job board where you can submit to them, or you can just reach out to them if they don't have a formal process.