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I was at a mastermind recently when the topic of team building came up. One of the most successful attendees made a statement that instantly resonated with me: "Every great hire should make you stronger in an area where you're weak."

It sounds simple, yet I've seen countless entrepreneurs (myself included, back in the day!) make the critical mistake of hiring people who mirror their own strengths rather than complement their weaknesses. And that's a recipe for hitting growth plateaus and frustration!

Today, I want to give you my complete framework for strategic hiring - one that we've used to build the AdOutreach Dream Team and that I've shared with our clients who have gone on to build powerful, balanced teams of their own.

As a Reminder, Our Goal with this Newsletter is to Give You the Highest Level of Value Possible. That's my Promise to you & I intend to Over-Deliver!

Here's a Sneak Peek at What's Inside This Email:

• I'll share my "Strategic Hiring Matrix" for identifying the exact skill gaps on your team

• The 3 biggest hiring mistakes that even experienced entrepreneurs make (and how to avoid them)

• A practical self-assessment tool to determine your next critical hire

• Real examples of how proper team complementing transformed businesses

Alright, let's Dive In...

The Strategic Hiring Matrix: Building a Balanced Team

Every successful team needs a balance of essential skills and strengths. The problem is, most entrepreneurs don't have a framework for evaluating what those skills are or identifying where the gaps exist within their current team structure.

After working with thousands of business owners and building out our own team at AdOutreach, I've found that most business capabilities can be mapped across four key quadrants:

1. Revenue Generation - Sales, marketing, business development

2. Operations & Systems - Processes, delivery, organization

3. Innovation & Creativity - Product development, content creation

4. People & Culture - Team building, client relationships

The secret to building a powerful team is first understanding your own strengths and weaknesses within these quadrants, then hiring strategically to fill the gaps.

Let me walk you through how this works...

The Critical First Step: Honest Self-Assessment

Before making your next hire, you need to conduct a brutally honest assessment of your own strengths and weaknesses. This isn't the time for ego – it's the time for clarity.

Ask yourself:

• Where do I truly excel naturally without effort?

• Where do I struggle or find myself procrastinating?

• What tasks drain my energy vs. what activities energize me?

• What's currently falling through the cracks in the business?

For me, the self-assessment was clear. I thrive in the Revenue Generation and Innovation quadrants. I love creating YouTube ads, developing marketing strategies, and dreaming up new ways to help our clients succeed.

But Operations & Systems? That was my major weakness in the early days. I'd come up with great ideas but struggle to implement them consistently or create scalable processes.

The breakthrough came when I stopped trying to force myself to become an operations expert and instead hired someone who naturally excelled in that area. That single strategic hire completely transformed our business trajectory!

Who Should Be Your FIRST Hire?

If you’re in a position where you’re looking to make your first hire, I made a video on YouTube that outlines how I recommend thinking about this critical step in your business!

Complementary Hiring: The 10X Growth Multiplier

The magic happens when you hire people who are naturally gifted in the areas where you (and your current team) struggle.

Think of it like assembling puzzle pieces. Each new hire should connect perfectly with your existing team, filling in gaps rather than creating overlap.

Here's why complementary hiring creates exponential growth:

1. It allows everyone to work in their zone of genius - People perform best when doing what they're naturally skilled at

2. It eliminates bottlenecks - Tasks no longer get delayed because no one wants to do them

3. It creates balanced perspectives - Different thinking styles lead to better decision-making

4. It accelerates innovation - Diverse capabilities enable faster implementation of new ideas

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The 3 Biggest Strategic Hiring Mistakes (And How to Avoid Them)

After observing hundreds of businesses and their hiring patterns, I've identified three critical mistakes that consistently hold companies back:

Mistake #1: Hiring “mini-me's”

It's natural to connect with people who think like you do, but hiring people who mirror your own strengths and weaknesses just amplifies your blind spots.

Solution: Focus on hiring people who think differently from you and have skills that complement rather than duplicate yours.

Mistake #2: Prioritizing technical skills over adaptability

In today's world, specific technical skills can become obsolete quickly. What never goes out of style is the ability to learn, adapt, and grow.

Solution: Hire for adaptability, learning capacity, and cultural fit first; specific technical skills second.

Mistake #3: Rushing the hiring process

When you're overwhelmed and need help, it's tempting to rush into hiring decisions. But a bad hire costs far more than an empty role.

Solution: Create a rigorous, multi-stage hiring process that tests for both skills and cultural alignment. Be willing to keep searching until you find the right person.

Practical Application: Your Strategic Hiring Framework

Now, let's get practical. Here's the exact framework we use at AdOutreach (and recommend to our clients) when making hiring decisions:

1. Map your quadrants - Rate yourself and your current team from 1-10 in each of the four quadrants mentioned above

2. Identify your critical gaps - Look for areas scoring below 6 across your entire team

3. Prioritize impact - Determine which gap, if filled, would create the most immediate positive impact

4. Define success clearly - Create a detailed job description focused on outcomes, not just activities

5. Cast a wide net - Leverage your network, LinkedIn, and other platforms to find potential candidates

6. Test extensively - Use paid trial projects to see how candidates actually perform

7. Onboard intentionally - Create a structured onboarding process to integrate new hires successfully

This strategic approach to hiring has been transformative for our business and can be for yours too. Rather than just filling seats, you're building a balanced, complementary team that can achieve exponentially more than any individual could alone.

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More Value Coming Next Friday!

Stay Tuned for More Great Value & Content Coming your Way!

Here’s a Sneak Peak at What’s Coming Next:

• More Free Trainings & Resources — In your Inbox!

• Real Case Studies & Examples of the Marketing Funnels that Scaled Coaching Businesses past 7 & 8 Figures

• The REAL on-the-ground insights into what’s going on in the Online Marketing & Coaching/Consulting/High-Ticket Industry (Based on our Insights working with Thousands of Clients)

• The Latest YouTube Ad & Marketing Strategies as we Discover Them - So that you’re Always on the Cutting Edge

• Guest Articles, Videos & Podcasts from the Top Marketing Minds of Today — Stay tuned for some exciting announcements around this ;-)

• And a LOT More…

I’m serious when I say I want this to be The Most Valuable Newsletter You’re Subscribed to — Look out for us in your Inbox Every Friday!

I’ll see you in the next one!

To Your Success,

- Aleric Heck | Founder & CEO of AdOutreach

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