Sabri Subhi explains how to time hires by calculating client-acquisition rates and churn, then mapping how many clients each person can handle. He recommends always recruiting top talent even without immediate openings, and accepting occasional overstaffing as better than burning out your team during growth.
Hey guys, Sabri Subhi here and this week I'm answering Phoebe's question from Phoebe Nettopurepr Hey Sabri, how do you calculate the right time to bring on more staff than you currently need in order to anticipate and manage growth? This is a great question, Phoebe, And it's certainly something that, you know, I have kind of learned how to do in this juggling act of, you know, when you're in a service based business and you're servicing clients and you need human beings to help you carry out the work, the big bottleneck is like, okay, how do I first go out there and get clients and how do I make that predictable and consistent? Therefore, I feel comfortable with being able to go out there and hire people and then put more of an overhead out and pay for their salary and their superannuation and all of that kind of stuff that comes in with building a team. And really the way that I think about it is like I always try to manage it, but it's a fine line and I don't always get it right and no business can that's growing incredibly fast like we are. So typically, you know, what you want to do is once you've kind of got it dialed in and you know exactly how many new clients that you're going to be getting per month, then you start to go, okay, well one team member or this is how many individuals that I need in order to be able to service this growth and to anticipate what the churn is going to be and then start to get a grips of, okay, cool, I'm acquiring X amount of clients per month and then I'm going to have this amount of churn. This is basically what I'm going to need in terms of people to be able to manage that. But then this is the kicker. There's always little unexpected surprises that come up where it might be a team member that is leaving or you get more clients than you would expect it. So there needs to be a little bit of a buffer zone in there. And there are periods in my business where I've been completely overstaffed and people haven't had enough clients to deal with. And then there's been times where people are just stressed out of their mind and they'll like battening down the hatchets and you need to let them know, like, look, this is going to be a testing time that we're going to have to push through. We're going to get through it. I'm recruiting more people. So it's always a juggling act. There's no, like, specific one strategy that I can give you, but my philosophy is, if you can find great people, hire them even when you don't need them. Because it's incredibly hard to find good people. You always want to be recruiting, always want to be hiring for the fact that there is a superstar unicorn out there that you can bring into your business even when you don't need them, and then out and find a way to create enough demand that you can warrant paying their salary and bringing them into the business. So I hope that helps you. Hey, guys, if you enjoyed this video, make sure that you click the like button and subscribe. We're dropping a video on YouTube every other day, and if you've got any questions about any of the content that I covered in this video, just basically leave a comment with heysubri in the comment section. And every week we're also trying to go through all those questions and get them answered. So go ahead, click subscribe, and we'll see you on the next video.
