The 5 Hiring Mistakes That Are Killing Your Profit
It’s 2026, and we’re doing things a little differently. Welcome to the new, more casual format where I’m just being myself. If we haven't met, I’m Wes Chyrchel, and I help you operate better to increase your profit.
The goal of this new format is to take the mystery out of operations. I want to show you how implementing clear goals, actions, and processes can create an incredible workplace and make you a lot more money.
Today, let's talk about the top five hiring mistakes I see companies make. I've done a lot of hiring and firing in my career, and it’s wild how many people screw it up, regardless of their industry.
1. The Friend Trap
This is surprisingly common. Business owners often have trust issues, maybe they’ve been burned before, so they hire friends because they think, "This person won't take advantage of me."
The Reality Check:
Your friends might not take you seriously as a professional leader because they know the "casual" you.
Friends often end up working less and expecting more pay because of the relationship.
Inevitably, it ends in a falling out, and you lose both an employee and a friend.
The Fix: Don't do it. Take the extra time to interview and find a proper culture fit instead of just a familiar face.
2. Throwing "Bodies" at Problems
When companies grow fast, they get disorganized. A problem pops up, it gets annoying, and the knee-jerk reaction is to just "throw a body" at it.
The Problem:
Hiring someone just to "fix a gap" usually means there’s no structure, no purpose, and no career path for that person.
You might hire a great person who is a terrible fit for that specific, undefined task.
The Fix: Never use a human being as a substitute for a lack of process. Hire for roles with clear job descriptions, required skills, and defined requirements.
3. The Onboarding Ghost
You find someone, you’re excited, and they’re excited. You give them a desk, a computer, take them to lunch, and then... you just hope they figure it out.
What’s Missing:
You need to show them exactly how the company makes money.
They need to know the specifics: who they report to, what is expected daily/weekly/monthly, and even basic team logistics.
Without this, they won't have the resources to be successful, and you’re basically just counting down the days until they quit.
4. Hunting for the "Rockstar"
A lot of companies spend months interviewing, trying to find that "perfect" person or the "rockstar" who will come in and save the day.
The Reality Check:
That perfect person isn't out there.
High-level "rockstars" often bring bad habits from other companies that don't fit your culture.
The Fix: Hire someone who is capable (maybe 60–70% of what you need) and has a great attitude. You can train them on the rest and teach them how your company works.
5. Hiring Your "Mini-Me"
It’s a natural instinct to hire people who share your humor, interests, or personality.
The Problem:
If you hire someone exactly like you, you’re often hiring another "boss" or "visionary," not the person who is actually going to do the work.
You don't need a clone; you need someone who can take direction and execute.
The Fix: Hire people who are different than you and, frankly, smarter than you. That is the hallmark of great leadership and a forward-thinking company.
The Bottom Line: Operations isn't just about spreadsheets; it's about the people you put in the right spots and the processes you give them to succeed.
Thanks for being part of this new journey. Stay tuned, next time, we might just dive into the top five mistakes people make when firing.