The False Start of Growth Hiring

When growth stalls, the instinct is often to hire. A new BDM, a sales manager, or a marketing lead, someone to "take it off your plate." But without the right systems in place, that hire can become a very expensive band-aid.

In Australia, the average cost to hire a new employee is around $23,860, factoring in recruitment, onboarding, and productivity ramp-up (HRM Online, 2024). And if the hire doesn't work out, the cost rises dramatically. A poor hire can cost 30% to 150% of their annual salary once you include re-recruitment, lost productivity, team disruption, and reputational damage (Artisan, 2025).

What Talent Sees (and Leaves)

Top performers are quick to spot chaos: unclear roles, lack of direction, and inconsistent processes. When they encounter such environments, they often disengage or leave, leading to further disruption and costs.

But it’s not just retention that’s at stake, it’s attraction too.

In today’s tight talent market, especially in sales and commercial roles, high-calibre candidates are actively vetting employers. A disorganised interview process, vague role definitions, or unclear strategic direction are red flags. Without systems and structure, the best people won’t just leave. They won’t join in the first place.

The Real Cost of Premature Hiring

Beyond the direct financial implications, premature hiring into a disorganised system can result in:

• Lost productivity: Time spent managing underperformance detracts from strategic activities.

• Team morale issues: Existing staff may become frustrated, leading to higher turnover.

• Reputational damage: Frequent staff changes can harm your brand’s image.

• Stunted growth: Without a solid foundation, even the best talent can’t drive outcomes.

And here’s a truth few talk about: you may not need a new hire at all.

Often, when structure, systems and clarity are in place, existing teams can operate with more efficiency, better outcomes, and renewed energy. Rather than chasing headcount, many growth-stage businesses find untapped capacity hiding in plain sight. Clear process, defined priorities, and simple rhythms can free up time, reduce rework, and lift performance across the board.

Build the System, Then Add the People

Before bringing new talent on board, ensure your business infrastructure is solid:

• Define clear roles and responsibilities.

• Establish consistent processes and workflows.

• Implement effective onboarding programs.

• Foster a culture of accountability and continuous improvement.

How Summit Sales Solutions Helps

At Summit Sales Solutions, we specialise in preparing businesses for sustainable growth. Our services include:

• Sales Engine Implementation: Streamlining your sales processes for efficiency and scalability.

• Leadership Development: Equipping your leaders with the skills to manage and inspire teams effectively.

• Operational Alignment: Ensuring all departments work cohesively towards common goals.

By focusing on these areas, we help you create an environment where new hires can thrive and contribute meaningfully from day one — and in some cases, help you discover you don’t need to hire just yet.

Final Thought

Hiring should be a strategic move, not a desperate one. By investing in your systems and culture first, you set the stage for new talent to succeed, driving your business forward with confidence.