Choose your first employee

One employee hired — the right one — instead of six you'll never talk to.

The steps

Hire for the output you want weekly, not the title — Don't ask "which role sounds most impressive" — ask "what do I want to receive every week without doing it myself?" Leads in the pipeline → **Sales Rep**. Content published → **Content Writer** or **Social Manager**. An inbox that's already sorted when you sit down → **Email Secretary**. Clean books → **Accountant**. The right first hire is the one whose output you can judge in 30 seconds, because you'll be reviewing its work daily at first.
Start with one — One employee you actually work with beats six on the org chart. You'll learn how to brief, correct and schedule — and that skill transfers to every hire after. Add the second employee when the first one is producing something you use every week.
Read the card before you hire — Each card on the job board shows what the role can do and which superpowers it runs. If the superpowers listed aren't documents you want, it's the wrong role — no matter how good the title sounds.
Hire it — Open **Employees**, then the job board, and hit **Hire** on the card. Provisioning takes a moment — the workspace, memory and files are being created. When the chat opens, go straight to the next guide: the first message matters more than the hire did.

A new employee on your Employees page, with an open chat tab waiting for its first message.

Pick the one closest to money — leads or revenue-touching work first. You can hire the other one next week; this isn't a payroll commitment.