In this video, we're going to talk about hiring full-time resources to get your app and your
technology built-in house.
What's up guys?
My name is George Brooks.
And I'm one of the founders here at Crema and our previous videos.
We've been talkin about the five ways to get your app built and how much it costs talk from a very free
and easy way and now we're getting to the real deal, which is starting to hire your own team.
We start thinking about hiring in house.
This is where you're going to have to go anyways, so you really going to have to think about a few things
when you're hiring your your resources and your full-time employees and house.
So here's a few tips.
You're gonna have to sell your vision.
This is your idea.
It's in your head and you're going to have to communicate that with every single person you bring on
why your business exists why this product exists.
And how they're going to contribute to make it better.
So be very specific be very clear about what your vision for the product is because that's going to set
them up for Success culture culture culture when you're growing an early team.
You've got to create a safe place where people feel like they can collaborate that they can flourish.
That they can really find purpose and their work.
How can you use their strengths to contribute to your vision now?
That doesn't mean just beer in the fridge or a ping pong table.
Those things are cool.
It really means allowing people to do their best work to find that they can really contribute and
where they can grow in both their personal development and also the development of your product so
given them the space to learn and honestly pay them to learn when you're hiring you're going to have
people that kind of maybe have different strengths but also can do other things.
So be really cognizant of asking them what your Forte and maybe what's your general ability?
So someone might be really good in technology, but also can help project manager or someone might be
really good and creative but also can write some front-end code.
So those are all good ways to flex between roles, but figure out what their Forte is so that you can
utilize that and really help them to use that to build your product consider The Upfront overhead.
So this includes more than just their salary and includes their benefits, And includes perks that
includes time off you're gonna have to consider your office.
You're going to have to consider your desks your computers and you immediately have to deal with that
overhead.
But what you get is a lot of focus and so that team is completely focused on your product.
There's big reward to a lot of investment there upfront when you're hiring somebody they want to sell
you that.
They're the best person for the job and that's okay.
That's great.
But make sure that you talk to the references or actually see examples of their work so you can get a
really good sense of what did they actually do?
How do they contribute and how do they work with the team because that's going to really affect the
culture As you move forward.
To grow that your product make sure that you don't hire too fast.
We've seen too many companies hire fast and fail and there are a lot of dangerous with that one culture
because they're hiring too fast or not getting a chance to figure out whether that person is really
going to fit with their team.
So my recommendation is though.
It's going to feel like it hurt.
Slow down you're hiring avoid using agencies because if you're creating a culture, honestly,
you're going to have lots of talent at the door.
If you can get to know those people early it will get a better result because you again you're
investing into a culture that is going to carry out your vision.
So the big question, what does it cost this varies a lot, but we're going to talk maybe just about a
framework again and that kind of three months to maybe year time frame.
So if you're hiring Junior you could be in the level of kind of that 30 40 $50,000 range up to maybe
$60,000 range.
And then if you're hiring more in the senior more established roles, you do start to get into upwards
of 6 figures Plus in geography affects this a lot because you're also thinking about the fact that
you're on the coast.
There are places that are paying two hundred plus thousand dollars for engineers.
When you start pulling together all these um rolls plus the overhead of, you know, having a place for
them to work and the tools they need to do their work.
Um your cost start to get to probably in the range of 152 to $300,000 for those three months.
It can grow depending on the size of the team.
And as you grow course that burn rates going to go up but um, this is a great way to build a team that's
going to be focused just understand it's going to take time to establish a culture.
To communicate your vision and to make sure everybody's on the same path forward.
The last thing I'll say around all this in house is what you're going to have to do eventually whether
you build it overseas you better with a contractor you learn to code if your app is getting successful
you're going to get back to this solution eventually, so I asked you might make you think about
whether you want to do it sooner and later.
But it isn't always the right thing to do first.
It's often times better to start with another solution and then plan to build that team back in when
you're ready.
And what do you ready for the overhead to grow your company in scale?
All right in the next video, we're going to take it to the next level a little bit higher cost but really
great quality.
We'll see you then.