MISTY WILLIAMS

Founder, Marketect Media

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In high-performing teams, every role has a clear purpose, measurable outcomes and a success plan.

But too often, companies rush to fill a seat without defining those guardrails.

Even A-players can fail if they walk into a role that was never clearly scoped or aligned to their actual skills and working style.

The fallout?

• Your best people stop driving growth to “rescue” underperformers
• Morale dips as expectations shift without warning
• Leaders burn hours course-correcting instead of building

The fix starts with a clear, outcomes-based job description.

From there, you validate fit in the interview process … not just through conversation, but with:

• Skills tests to confirm technical competence in real-world tasks.
• Behavioral questions to uncover how they’ve handled challenges, priorities and collaboration in past roles.

That combination ensures you attract, select and validate candidates whose strengths align with the role … avoiding the mismatch that leads to underperformance, morale dips and wasted leadership time.

A great hire still needs a runway. Without one, momentum stalls.

Onboarding isn’t just about handing over tools and access … it’s about creating a clear path from day one to full contribution.

That means defining what success looks like at each stage, making sure they have the right tools in place and building in regular check-ins so small issues never turn into big ones.

When that runway is missing, even skilled hires can lose direction.

When it’s there, they hit stride faster and start producing the results you hired them for.

When leaders don’t have visibility into what’s getting done, small issues turn into fires.

Leaders need to know what’s getting done, where progress is stalling and where support is needed.

And when feedback is only delivered in moments of crisis, you lose the chance to course-correct before the damage is done.

The fix is a simple, consistent communication rhythm: regular check-ins, clear reporting and fast feedback on priority shifts.

When those rhythms are missing, performance drifts and recovery costs more than prevention.

Every hire starts with a clear job description and onboarding guide. We define the outcomes, expectations and how success is measured. There’s no guesswork.

New team members get access to videos, guides, templates and checklists. They learn quickly and avoid preventable mistakes.

They observe, then assist, then take full ownership. We don’t hand off tasks until they’re consistently performing at a high level.

We run daily check-ins during the first week, then move to weekly one-on-ones. This keeps progress visible and corrects missteps early.

Every new hire on my team learns how to time block and map their priorities. This creates momentum and prevents overwhelm.

We set 30, 60 and 90-day performance goals for every role. The team knows what winning looks like from day one.

RESULT: Payroll reduced 70%, team stabilized

“Working with the Marketect Media team is a dream.

If you like having a team of world class experts at your fingertips… not that only they execute your vision and ideas, but also fill in the gaps you didn’t know were there… then you owe it to your business (and your business) to hire Marketect Media.

Oh. Did I mention that they also lovingly nudge you through the challenging parts… when you are either busy or distracted, or just flat out indecisive.

Yeah. They do that, too.

And all that often for less than you’d pay for one in house person.

G’head. Just do it.”

David Gonzales

Founder, Internet Marketing Party

RESULT: Payroll reduced 70%, team stabilized

“I am really impressed with the new hire Marketect Media recruited for us! My biggest problem is that she’s about 2x faster than I thought she would be – without sacrificing quality. So now I’m staying busy filming hahaha. Really grateful for the connection.”

Ben Marcoux

Founder, BMX Marketing