First, Make an Order in Your House and Then Hire

What do we mean by “make an order in your house”?

Before posting that next open role or calling your recruiter, take a moment to reflect on the state of your team, your workflows, and your leadership readiness. Ask yourself: Do you actually know who you need? It’s tempting to publish a job description based on what competitors are hiring for. But often, companies are unclear on:

• What this person will own
• What success looks like after 3–6–12 months
• How this role fits into the bigger picture

A vague job = vague outcomes
A clear role = clear results

Before you hire, write a 1-pager:

• What are the main objectives?
• Who are their collaborators?
• What skills do they really need?

Is your onboarding experience... an experience?

Your new hire logs in on Day 1 and finds a half-empty Notion doc, unclear expectations, and no real welcome. First impressions matter. Make them feel seen, supported, and set up for success.

Build a basic onboarding flow:

• Day 1: Welcome call, team intro, tech setup
• Week 1: Meet key people, explore product, shadow processes
• Month 1: Set goals, start delivering small wins
• Month 2–3: Begin owning roadmap items or OKRs

Are your team dynamics healthy enough to grow?

It’s a tough question — but one worth asking. Because hiring into dysfunction only accelerates problems. We’ve seen teams hire brilliant developers into toxic or misaligned environments. They leave within 3 months. Why?

🚩 Lack of leadership
🚩 Poor communication
🚩 No feedback culture
🚩 Internal silos and unclear ownership

Is your culture real — or just a brand on your website?

We all love beautifully written career pages. But candidates today are savvy. They check reviews. They talk to former employees. They notice the gap between what you say and what you do.

If you say: "We value autonomy" — but micromanage.

Or:

"We care about well-being" — but ignore burnout.

That disconnect breaks trust before the first day. Culture isn’t what you say. It’s what your team lives. Align your internal reality with your external messaging.

Do your systems support scale? Or just survival?

The way you worked with 5 people won’t work with 15 and definitely not with 50. Yet many growing teams hold onto ad-hoc tools, duct-taped workflows, and tribal knowledge.

Ask yourself:

• Can we onboard someone without a senior manager hand-holding them daily?
• Do we have clear documentation, ownership, and handoff processes?
• Are we building systems that reduce friction, not add to it?

Hiring is more than a transaction. It’s a trust-based relationship between your company and the person you’re bringing in. Before you ask someone to trust you with their next career step make sure your house is ready to welcome them in.

Need support structuring your team before hiring?
At Tech Recruitment, we’re here to guide not just your talent search, but your readiness for real, sustainable growth. Let’s build it right, from the inside out.

‍