As you navigate the thrilling yet challenging journey of building your brand from the ground up, one of the pivotal moments you’ll encounter is deciding when and whom to hire. It’s a decision that can significantly influence the trajectory of your growth, shaping the culture, operational efficiency, and ultimately, the success of your brand. This guide is here to walk you through the crucial considerations and strategies for staffing your early-stage CPG brand, ensuring you’re not just filling positions, but building a team that propels your vision forward.

We’re also pleased to mention that this conversation is supported by JPG Resources, a partner to emerging brands in the CPG space. Their commitment to fostering growth and innovation mirrors our own, and together, we’re here to support you in making informed, strategic staffing decisions.

Recognizing the Moment for Your First Hire

One of the first major hurdles you’ll face is knowing when it’s time to expand your team. It’s a delicate balance between ensuring financial readiness and acknowledging the operational necessity. Are you finding yourself overwhelmed with tasks that are outside your area of expertise or spending too much time on operational activities, leaving little room for strategic growth? These are clear signs that your brand could benefit from an extra pair of hands.

However, making your first hire isn’t just about alleviating workload; it’s about investing in your brand’s future. The right person doesn’t just bring skills to the table; they bring energy, ideas, and passion—fueling the momentum your brand needs to grow.

The Hiring Dilemma: Strategic vs. Executional

As founders, you’re faced with a critical decision: do you prioritize skill and experience, or the desire to learn? While experienced professionals can hit the ground running, bringing a wealth of knowledge and industry insights, they also come with predefined ways of working that may or may not align with your brand’s culture. On the other hand, less experienced candidates with a strong desire to learn offer flexibility and the potential for growth. They’re often more open to embracing your brand’s vision and growing with it.

The choice depends on your current needs and long-term vision. If you need immediate expertise to solve specific challenges, experienced hires might be the way to go. But if you’re building a team that evolves and adapts with your brand, consider the value of curiosity and a growth mindset.

The Experience Equation: Strategic vs. Execution

When hiring you’ll have to strike the right balance between strategic thinkers and executors. Strategic thinkers are your navigators, crafting the vision and plotting the course for long-term achievements. They’re instrumental in spotting opportunities and setting overarching goals, laying down the roadmap for where your brand aims to go. On the flip side, execution-focused individuals are the ones who actually get things done, transforming strategic plans into tangible results. They ensure that day-to-day tasks align with your broader objectives, maintaining the momentum necessary for growth.

Deciding whether to prioritize someone with strategic experience or execution capability in your hires hinges on your brand’s current needs and future aspirations. For emerging brands, execution may initially take precedence to establish a robust operational base. However, as you scale, having someone experienced in growing a brand can provide a strategic roadmap for building the business and a team. Early on, if you’re looking for help with the strategy, consider a fractional hire of someone with more experience, and then finding full time executors to work with them.

The Cultural Fit Factor

A candidate’s fit with your brand’s culture is as crucial as their professional capabilities. Cultural fit is about shared values, vision, and working styles. It’s what turns a group of individuals into a cohesive team. During the hiring process, look for signs of alignment in how candidates approach problems, their work ethic, and their passion for your industry. Remember, skills can be taught, but a shared vision is the glue that holds your team together.

Full-Time or Fractional: Making the Smart Choice

As an early-stage brand, deciding between hiring full-time employees and opting for fractional (part-time or contract) professionals can significantly impact your flexibility and financial health. Full-time employees are ideal for roles central to your brand’s operations, offering stability and long-term growth. Fractional hires, however, can provide specialized skills as and when you need them, without the commitment of a full-time salary.

This decision should be guided by your brand’s current needs and future goals. Assess which roles are essential for daily operations and which can benefit from the flexibility of fractional hiring.

If you’re interested in finding fractional hires, JPG just launched a new Talent Placement Service to find experienced fractional help.

Wrap Up

Founders, as you embark on the journey of building your team, remember that each decision should be made with your brand’s vision and values at the forefront. Whether it’s choosing the right time to hire, balancing skill with the desire to learn, or deciding on the best compensation model, each step is a building block towards your brand’s success.

We hope this guide, supported by JPG Resources, has provided you with valuable insights to navigate the staffing challenges of your early-stage CPG brand. Remember, the team you build is the foundation of your brand’s future. Choose wisely, lead with vision, and grow together.

About JPG Resources

A special thanks to JPG Resources for their support in creating this guide. Their new Talent Placement Service is designed to help you find fractional help for your business, from operations specialists to marketers.