Most small businesses only recruit when someone quits. That’s one of the biggest growth killers. You treat sales as a constant activity in your business. Recruiting should be the same. Too many owners wait until a seat is empty, revenue dips, and panic sets in. Then recruiting becomes rushed, reactive, and expensive. The companies that scale don’t operate that way. They build recruiting into their operating rhythm. We’ve worked with businesses that plan recruiting every 2 weeks. More commonly for smaller teams, it’s every 4–8 weeks. Not because they always need someone immediately. But because growth requires a pipeline of people, just like a pipeline of prospects. When recruiting disappears from the calendar, growth usually disappears with it. Do this today: Look at the next 12 months and schedule recurring recruiting cycles—even if you don’t have an open role yet. Consistency prevents the “starting from zero again” problem. If you want frameworks for building predictable...