How Fractional HR Transformed a Small Business
Can You Find Me a Secretary?
This morning, we had the pleasure of chatting with the owner of a thriving construction firm. After exchanging pleasantries, we got to the heart of the conversation and asked what his biggest business challenge was right now. His response? "I really need a secretary. Can you help me find one?"
We asked him a few follow-up questions, and by the end of our conversation, we knew exactly how to help him tackle this challenge. Here’s how it unfolded:
Step 1: List Every Task on His Plate
We started by asking for a breakdown of everything he’s currently handling as a CEO. The list was eye-opening:
Estimating projects
Billing clients
Managing office operations
Overseeing invoices
Communicating with clients
Leading the team
...and so much more.
This is a scenario we see time and time again: small business CEOs wearing all the hats, juggling responsibilities that stretch them thin and prevent them from focusing on what they truly love to do.
Step 2: Define Goals and Desires
As we dug deeper, we discovered what really lights him up. He loves running his podcast, connecting with his audience, and leading his business into the future.
So, we took his overwhelming task list and divided it into two categories:
What he enjoys and excels at
What he does out of necessity
By doing this, the path forward became much clearer.
Step 3: Outline a New Role (or Two)
It wasn’t just about hiring a secretary—it was about designing the right roles for his needs. Some tasks were administrative, while others were more technical and industry-specific.
The solution? Either finding a unicorn (someone with industry expertise and the ability to wear many hats) or splitting the workload into two distinct roles.
It sounds simple, but making these decisions is no small feat.
Step 4: Tackle the Details
With the roles outlined, we dove into the specifics:
Writing detailed job descriptions
Establishing pay ranges
Enhancing his benefits package to attract top talent
Creating an onboarding plan to set the new hire(s) up for success
Because, as we like to say, the devil is in the details.
Step 5: Time to Post
Finally, we worked on how to get the word out. This included:
Strategizing how to leverage his social network
Selecting job boards and platforms for posting the openings
Crafting an effective interview process to ensure the right fit
With everything in place, he was ready to take the next steps.
Why We Do What We Do
At Salt & Light Advisors, we’re not a recruitment firm—but we excel at building HR foundations that help businesses thrive for years to come. Watching small business owners transition from overwhelmed to empowered brings us immense joy.
Are you ready to let go of tasks that weigh you down and focus on what you love? Let us help you create a team that supports your vision.
Reach out today—we’d love to help you take the next steps!
