The number one rule in hiring well, Don't hire at all

Your instinct when someone quits is to replace them immediately. That instinct can damage your team.

The math is simple:
→ Every unnecessary hire drains your budget
→ Interview time pulls your team away from real work

→ Bad hires create more work, not less
→ "We need bodies" becomes your hiring strategy

The best hire is often no hire at all.

Here's what smart leaders do:

Default to NOT hiring
Ask "Do we actually need this role?" not "Who should we hire?" Most managers hire instead of stepping back to think.

Let the dust settle
Give your team 4-6 weeks to adapt. You'll be shocked how often they figure it out without you.

Run the numbers
That salary could become bonuses for performers. That interview time could be spent on revenue. That onboarding energy could improve existing systems.

The hidden truth about resignations:

Half the roles that get "replaced" were never actually needed.

They were created during busy periods, empire-building, or because "that's how we've always done it."

Before you post that job listing, try this:

Tech first - Can AI or automation handle 50% of those tasks?

Redistribute - Can existing team members absorb the critical 20%?

Promote - Is someone ready to level up with those responsibilities?

Eliminate - Which tasks can you simply stop doing?

The Bottom Line

Every role you don't fill is money in your pocket and focus for your team.

Stop replacing people by default. Start optimizing by design.