‍Because hiring without structure leads to confusion, duplication, and the wrong people in the wrong seats.

Introduction

You’ve probably heard the phrase:

“Hire the right person for the right seat.”

But what if you’re not clear what the seats are?

Many businesses hire reactively:

• Someone quits? Replace them.
• Business grows? Add another pair of hands.
• Something feels off? Bring in someone “senior.”

But without a clear and up-to-date organization structure, hiring decisions become guesswork. You risk overlapping roles, missed responsibilities, and unclear accountability.

When your hiring process is aligned with your org structure, every hire has a clear purpose, clear outcomes, and a clear place in the bigger picture.

Here’s how to make that alignment happen.

Step 1: Start With the Org Chart (Even If It's Simple)

Your org structure should answer:

• What functions are essential in your business right now?
• Who owns what outcomes?
• Where are the gaps or bottlenecks?

You don’t need a fancy diagram. Just get clear on:

• Departments or functions (e.g., marketing, operations, sales)
• Key roles within each
• Reporting relationships
• Ownership of major outcomes

✅ A clear org chart helps you identify whether you need a new hire, or a role adjustment.

Step 2: Define the Role Before You Post the Job

Before you write a single job ad, answer:

• Where does this role sit in the structure?
• Who will they report to?
• What outcomes will they be accountable for?
• What authority or resources will they have?
• How will success be measured?

When the structure comes first, the job description becomes a strategic document, not just a list of tasks.

🎯 Clarity here prevents overlapping responsibilities and misaligned expectations later.

Step 3: Hire Based on Gaps, Not Gut Feel

Once you map your structure and define responsibilities, hiring becomes more precise.

Ask:

• What outcomes are we currently not delivering well?
• Which team or role is overloaded?
• What are we building toward that needs a new capability?

This keeps you focused on business needs, not just headcount.

Step 4: Match Hiring Criteria to Role Accountability

Don’t just ask, “Do they seem smart?” or “Do they have experience?”

Instead, match every hiring decision to a role scorecard that aligns with:

• The org structure
• That role’s contribution to business outcomes
• The behavioral traits and capabilities needed in the team

This makes hiring decisions more objective, and easier to calibrate across multiple candidates.

✅ A structured approach also helps avoid internal turf wars and unclear handoffs later on.

Step 5: Communicate the Role’s Place in the Org

During the interview process, clearly explain:

• Where the role fits
• Who they’ll collaborate with
• What decisions they’ll be empowered to make

When candidates understand the context, you’ll attract people who are ready for the challenge, and less likely to be surprised after joining.

Step 6: Keep Evolving the Org Chart as You Hire

Your org structure isn’t static. It evolves as:

• The business grows
• New functions emerge
• Old systems break down

Every hire is a chance to refine your structure, clarify boundaries, and strengthen alignment.

🧭 Use hiring as a forcing function to improve your overall org clarity, not just fill gaps.

Final Thought: Hiring Is a Structural Decision

Hiring is not just about getting help, it’s about shaping how your business works.

When your hiring process is disconnected from your org structure:

• People step on each other’s toes
• Accountability becomes fuzzy
• Growth gets messy

But when structure leads, and hiring follows:

• Roles become purposeful
• Teams operate with clarity
• Performance improves across the board

So before your next hire, don’t just ask who you need.
Ask:

Where do they fit, and why?