Hiring in 2026 is not the same as hiring in 2018. Top candidates are on the market for days, not weeks. They want flexibility, purpose and a clear culture. That means small business owners, agency owners and boutique brands need a hiring process that is fast, defined and values-driven.

This first part of the 4-part "Leveling Up Your Business in 2026" series breaks down what modern hiring should look like. It covers how to create clarity around the role, how to pre-screen before the interview using personality and intake questions, why referrals are still gold, how to use Facebook and LinkedIn groups with intention, and why a 30/60/90 onboarding with consequences protects culture.

Key ideas inside:

Hire fast, not in a hurry

Define success for the role before you post it

Use referrals, private groups and daily life to find people

Interview before the interview with quick assessments

Train for skill, hire for attitude

Set expectations and consequences in the first 90 days

Open the door to remote talent to widen the pool

Get ready for part 2 with a recruiter who specializes in insurance and remote teams

This series is built for owners who are done with interview paralysis and empty seats and want a sharper, faster system going into 2026. Subscribe and drop questions about recruiters or remote hiring so they can be asked in the next part of the series.