- People are going to see your mess, but that's why you're hiring them! - Transparent communication. --- - How do you handle flexibility for fulltime people getting work done, but also needing them to work b/c they're full time? [Not sure if I understood this question.] - Set the times they'll work in the job description. Tell them exactly what you want. - Set their hours up front. You can be flexible, but set it up front. - Once you're above 7 people and feel like you can't manage all, how do you create levels of leadership? - You cannot manage more than 7, but hard to do 4 or 5 people... Start hiring managers. - When you have an amazing employee, hire them an assistant. - That's true for you. You're your first amazing employee. Get an assistant so you can expand what you're getting done. - Next step is often a marketing assistant. - How to set expecations and provide feedback? - Job description becomes the guide to check against. - Set up management of first fulltime person. - Set up weekly meetings at first. - Tell them what success looks like. - Everyone on your team should have someone who plays support role & make sure they're meeting at least 3 times per week for 60 days, two times per week until 90 days, and then once per week. - Introduce them to your universe intentionally. - It's going to take at least 30 days for employee to feel at home in your world, but more likely 4-8 weeks. - The more - You need an org. chart. - Rachel started w/ three departments: Marketing, Delivery, Operations. - Now those have grown, e.g "education" as a branch of delivery. - If you're the only person, bam, org chart is you in the middle. - Executive assistant: start as part-time employee and move them to fulltime ASAP. - If you don't see the the role going full time, contractor may make most sense.