Top Tips to Hire a Second-In-Command You Can Trust | Cameron Herold

To attract top talent, paint a 'vivid vision' of your company's future (3 years out) rather than its current state. This excites potential A-players about what they can build with you.

Be precise with job titles; an 'integrator' is a role description, not a universal job title. Use titles like Director of Operations or VP of Operations, aligned with salary and responsibility, to attract appropriate candidates.

Your first second-in-command as an early-stage contractor should often be an executive assistant to offload minimum-wage tasks, allowing you to focus on revenue-generating and growth activities.

To afford better talent, don't be afraid to raise your prices. Competing on price is a 'death trap'; positioning your company for premium service allows for better compensation and better quality of staff.

Invest in your leaders' skills, especially those managing people. Training in interviewing, onboarding, coaching, and delegation is crucial for them to effectively support the company's growth and free up your time.

Delegate, don't abdicate. Once you hire a second-in-command, ensure you inspect what you expect. Provide oversight and coaching without micro-managing, to ensure they are on track with your vision and not struggling.

Plan your work and work your plan. Create a clear financial goal, then reverse engineer the revenue, clients, and estimates needed to achieve it. This focus helps avoid distractions and ensures strategic growth.