We've now had 2 employees in 2 months quit without giving 2 weeks notice. And look, nobody can force you to stay. But I genuinely think how you leave people matters. Commitments matter. Reputation matters. You don't get to treat every relationship as disposable just because you technically can.

Your business makes $20k a month. That's $240k a year. There are about 1,920 working hours in a year. So every hour you work is worth roughly $125 in revenue. $50k a month = $312 an hour. $100k a month = $625 an hour. Now look at what you did yesterday. Inbox, admin, scheduling. Kinda hard to unsee.

Don’t hold back on sales because your fulfillment team might eventually run out of capacity. Know how much room you have now. Sell into that room. Watch the numbers. Add capacity as you approach the limit. You don’t need the company built for every possible size before you let it grow.

When you start recruiting, you may be starting from zero. Post the job. Wait for applications. Figure out who’s worth speaking to. A recruiting company may already know someone. Someone vetted. Someone with years of work history. Someone whose company changed and who needs a new role. Part of what you’re paying for is not having to meet everyone for the first time.

Your employees don’t have to work for you because they like you. They can work for the money. They have families to provide for. Fine. You can respect that and still expect them to keep their commitments. Those expectations don’t cancel each other out.

Visibly Marketing used to take 2 months to ship a website. Now it takes one. Same agency. Same 20-30 sites a year. One change: Wesley Woods stopped renting freelancers and hired Karina in 2022. What a team member does that a vendor won't: — Learns your brand instead of relearning it every project — Picks up work nobody scoped — Is still there three years later 81% cheaper than a US designer. Close to $250K saved. Vendors deliver tasks. Owners deliver outcomes. 📍 hire-ua.com/case-studies/vis…

I’ll block 90 minutes for something I don’t want to do. Then I actually start, and it’s over much sooner than I expected. Consistently. You’d think by now I’d stop believing myself when I say, “That’s going to take fucking forever.”

You can delegate most of the work and still own every outcome. Someone runs the campaign. Someone takes the calls. Someone manages fulfillment. But when the number is off, everyone looks at you. I think that’s one of the hardest transitions between a $3M–$5M company and a $10M company. People doing the work is no longer enough. You need people responsible for whether it actually works.

Everyone tells business owners to do a time audit. Track every little thing you do. Here’s a simpler place to start: Open next week’s calendar. How many uninterrupted 90-minute blocks do you actually have to work on growing the company? Not how many hours are you working. How many blocks can you actually use?

“If losing the employee is painful, pay them enough to stay.” She accepted the salary 9 days ago. At what point is a business allowed to believe that the offer you accepted was actually acceptable to you?

After three years in Poland, we left. Family flew to Portugal because of visa logistics. I got the dumber plan: a week across Europe with a corgi, a road bike, and a very full car. Episode 1: Wrocław to Prague. Handed over the keys. Finally out of the bureaucracy. youtu.be/Gv_NNVW_kxc

June 2022: about $17,000 a month. Early 2023: over $100,000 a month. 2024: one deal paid me several years of my old engineering salary. 10 days at Disney World. Then I looked at what I'd actually built…and it wasn’t pretty. 📍 amazon.com/dp/B0HLLKNL1F

"We'll start hiring in January." Translation: Week 1: catching up after the holidays Week 2: finally start the search Week 3: reviewing candidates Week 4: interviewing February: they work out notice at their old job Then onboarding Your "January hire" is doing real work sometime in March. You burned most of Q1 to put off one decision until after the holidays.

A good CV tells you someone might be able to do the job. Knowing their work over several years gives you a hell of a lot more to go on. That’s why we keep track of good people when their companies change and they need a new role. When you need someone, you want more than a stranger with a convincing application.

Entrepreneurship gives you more freedom over WHEN you work. It doesn’t give you total freedom over WHAT needs doing. The CRM still needs attention. The prospects still need follow-up. The outreach still needs to go out. You can do it at 6 a.m. or 10 p.m. It’s still your fucking problem until someone else owns it.

The exhausting part of a recurring business problem is knowing how much work you’ve already put into fixing it. You hired. You explained. You followed up. And somehow you’re having the same conversation again. At some point, you have to ask what’s actually changed besides how tired you are of talking about it.

I used to type 150 words a minute. Now I just talk to AI and it does the work. At this rate, in a year I’ll type 50 words a minute and get ten times as much done.

Expecting a new employee to take their commitment seriously does not mean you expect them to stay forever. You’re about to spend time training them, pay them while they learn and give them access to your business. Wanting them to mean it when they accept the job is a pretty fucking reasonable expectation.

We get about 700 applications for a remote role. Say you spend just ONE minute reviewing each application and LinkedIn profile. That’s 11 hours and 40 minutes. Add: * 2 hours watching candidate Loom videos * 4 hours interviewing 8 candidates You’re at almost 18 hours. We haven’t counted scheduling, chasing replies, or the work you stopped doing to get through all of this. Posting the job was the easy part.