Are you crystal clear as to precisely when you should add that one new member to your team? Do it too early and the cost – and time commitment to keep them busy – is huge. And if you do it too late, the rest of the team – and you – will be burnt out.

And then there is the question of what type of hire should be made: should it be someone skilled in business development? Someone with technical skills? A subject matter expert? Or maybe admin or operational support?

The question of timing – and role – is a challenge for every organization, and it has been solved before. Here are nine criteria that can help answer these questions:

• Can you afford the ongoing cost?
• Do you have a job description, and clearly defined tasks that will keep them busy throughout their work week?
• What is the time commitment for onboarding?
• How much of your time will be needed to manage the new team member?
• Is there someone internally that can be promoted into the role, and therefore allow you to hire for a less risky junior role?
• Will hiring them directly generate more revenue?
• Will hiring them directly increase the quality or quantity of your deliverables?
• Will hiring them improve the impact and reach of your thought leadership strategy?
• Will hiring them remove managerial, administrative, or operational tasks from your plate, therefore allowing you to directly generate more revenue, increase the quality/quantity of your deliverables, or improve the impact and reach of your thought leadership strategy?

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