1. Define the role
Before you even start looking for new hires at your agency, you need to understand EXACTLY what you're hiring for.
The whole purpose of hiring is to offload some of your daily responsibilities to someone you can trust to do a good job...

So ask yourself these questions:
- What exactly will this hire be doing on a daily basis?
- How much can I afford to pay them based on current and desired profit margins?
- Am I paying them hourly, or per project? Per result like calls booked?

Once you have an answer to each of these, youll have a great feel for the type of candidate you're looking to hire based on their skills and pay grade.
This is the process I used to create these positions at my agency:
- Inbox manager
- Campaign manager
- Client success manager

2. Source talent
Now that youve defined the role, its time to start sourcing potential hires.
If you have a large following on Twitter, send a Tweet out explaining the opportunity and where to apply.
The same goes for your email list, groups you're in, or connections you have.

The beauty of this side of Twitter is it's filled with ambitious, talented people that will be great fits for your job openings.
Every single one of our recent hires (@inboundcash @lewythompson and others) have all come from Twitter.