How to Attract & Retain an All-Star Team

Since I started Pixxis Agency , I’ve had the privilege of hiring awesome people amidst the bad eggs and almost mistakes.

Recently, someone asked me what the retention rate for my team has been since our inception. My response was 100%. It’s an excellent track record, but his reaction made it double clear. The conversation that followed inspired today’s issue.?

It starts with the question, “How do you hire the right people?”

Many people swarm into my DMs, vying for their interests to work with me; some are willing to work for free, and as a founder trying to cut expenses, that should interest me, right?

Nope.

One thing I learned early is “People are Selfish,” but that’s not where it ends. I added, “People are Selfish, and you can make that work for you.”

If I jumped at every free or volunteer opportunity from people in my DMs, the hire and fire rate would be 100% instead.

On the other hand, if I hired someone solely based on a perfect-looking CV, the story would be different. It’s too easy to lie on paper and in an interview..?

My unique approach to spotting Pixxis’ top talents is the 3-Stage Interview process. Here’s what it’s like:

1. The On-Paper Stage: This is the form every applicant must fill out. With both career and personal questions like “What is the biggest investment you have made in your growth?” The trick is to see how many people intentionally answer questions that are not robotic or require some extra thinking. Many people prefer Yes or No questions + upload CVs.?

Herein lies the first filer.

2. The “Break-the-Ice” interview. Here, we get on a call, hands-free, where we talk about their work experience and why they want to work with us. If the vibe is right, I might ask deeper questions.?

It seems cliche, but this is how I seek out their values and if they align with ours. I never hire people who can’t show they’re in it for the long run or at least two years. Plus, I’m always looking for how @Pixxis can help them grow in their careers.?

I clarify how fast-paced the industry can get and the importance of having a growth mindset and forgetting everything they know to know more.?

3. The “Show-not-Tell” stage: This is the final stage. Getting here means they survived the form and made a satisfactory impression on our last interview. But it’s easy to call yourself the best.?

This is where you prove it. Here, I prepare a test or trial relating to their role and test them live on it. No take-homes. This is how I know their burst rate working under pressure and the quality of work they can churn out. If I’m impressed, their chances get higher.

Other off-the-table things I look out for are their ability to communicate/articulate their ideas, promptness to interviews, follow-ups, and more. I had to let go of someone who was technically superb at their job painfully but couldn’t answer questions coherently.

That’s the central part they play.

On my end, I ensure the internal work culture promotes growth and teamwork and encourages everyone to share their ideas. Our daily standups help everyone feel seen and heard.? We're more than a team, we're a Tribe.?

Once,? a designer on my team pitched one of the campaigns that performed the best. Exactly! No win is too small; we celebrate them all. Everyone is a problem solver once you permit them to be.?

Looking back, being meticulous with hiring people who are not perfect but grounded enough and open to learning is the foundation of our current team. Knowing they’re building with Pixxis and becoming experts in their respective fields keeps them ready to be the best.

Beyond the role they play, they’re real PEOPLE. At Pixxis, we work to make them know this isn’t the end, but their stepping stone to more.?

So, if you’re planning to or struggle with making great hires, steal my process and let me know if it works.

You owe me one.

I’m Gideon, founder of Pixxis Agency , and I am open to connecting. Subscribe to this newsletter as I share more intricate details of my weekly journey of building my brand marketing agency. See you next week!

You can also write to me here: [email protected]

Founders/Business owners, what’s the one question you’d always ask in an interview?

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