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Entrepreneurship is an endless series of hard decisions. I’m sure you’re facing one right now. Sadly, I can’t give you the right answer — but I can offer you something new to consider.

To really appreciate this, I first want to tell you about someone who faced a gut-wrenching choice of his own.

I’ll call him Steve. He’d stolen things, served time in prison, and wanted to turn his life around. Finding a job was hard, but he eventually landed some freelance work for a big company. He threw himself into it, outworking everyone and getting noticed.

Only six major U.S. cities have median home prices that a household making the local median income could afford.

An April report from Clever Real Estate compared the income needed to afford a home in major U.S. cities to the actual income earned by the typical household.

The report considered a home affordable to a particular buyer if it fulfilled the popular 28/36 rule, which advises buyers to spend a maximum of 28% of their monthly income on housing, plus an extra 8% paying other debt like credit card or auto bills.

Even with a 20% down payment, the standard homebuyer making median local pay would not be able to afford a home listed at a middle-of-the-market price in 44 out of 50 major cities.

Home mortgage rates are also high right now, which could prevent sellers from listing homes and buyers from purchasing them.

Related: The ‘Silver Tsunami’ Meets ‘Golden Handcuffs’ as Past Low Mortgage Rates Lock in Homeowners — Whether They Like It or Not

Here are the six cities with homes that median earners can afford.

1. Pittsburgh, Pennsylvania

^{Pittsburg, Pennsylvania. Credit: Getty Images}

Actual Income: $70,607

Income Needed To Afford The Median Home: $59,919

Local Median Home Sale Price: $199,573

2. Cleveland, Ohio

Actual Income: $65,198

Income Needed To Afford The Median Home: $56,378

Local Median Home Sale Price: $182,652

3. St. Louis, Missouri

^{St. Louis, Missouri. Credit: Getty Images}

Actual Income: $74,531

Income Needed To Afford The Median Home: $66,743

Local Median Home Sale Price: $225,674

4. Memphis, Tennessee

Actual Income: $64,008

Income Needed To Afford The Median Home: $61,659

Local Median Home Sale Price: $213,929

5. Indianapolis, Indiana

Actual Income: $75,824

Income Needed To Afford The Median Home: $73,398

Local Median Home Sale Price: $257,584

6. Birmingham, Alabama

^{Birmingham, Alabama. Credit: Getty Images}

Actual Income: $67,242

Income Needed To Afford The Median Home: $65,216

Local Median Home Sale Price: $235,212

After months of testing and teasing dozens of modifications to its original burger, McDonald’s is now revealing one massive change that customers will notice — the size.

In a Tuesday call with analysts, McDonald’s Chief Financial Officer Ian Borden announced that the chain will be testing a larger burger this year in select markets.

“As we look to further build on our leadership in beef, our team of chefs from around the world have created a larger satiating burger,” Borden said during the call. “We’ll be testing this burger in a few markets later this year ensuring that it has universal appeal before scaling it across the globe.”

Related: McDonald’s Is Completely Changing Its Burgers in 2024

This isn’t surprising news for McDonald’s, as Borden hinted at the UBS Global Consumer and Retail Conference last month that he believed there was a “significant” opportunity to create a larger-sized offering and noted the chain has attempted to do so in the past.

In the mid-90s, McDonald’s attempted to create “premium” burgers with different toppings and offerings (such as the Arch Deluxe, for example), instead of simply making a larger patty.

“We tried to get after this opportunity for a number of years because we thought the opportunity was about premium burger,” Borden said last month. “We weren’t successful.”

It’s been a long time coming for the chain, which laid out a massive growth plan in December that included creating a new version of its burgers with an estimated 50 modifications. The changes were first tested in Australia and select West Coast and Midwest markets in 2023.

Other changes included swapping the Big Mac’s sesame seed bun with “buttery brioche” and each burger coming with more of the cult-favorite “special sauce.”

McDonald’s reported positive Q1 2024 earnings on Tuesday, a 2% quarterly jump in global comparable sales growth, which marks the chain’s 13th consecutive quarter of comparable sales growth.

Related: McDonald’s in Connecticut Goes Viral For Astronomical Prices

“As consumers are more discriminating with every dollar that they spend, we will continue to earn their visits by delivering leading, reliable, everyday value and outstanding execution in our restaurants,” said CEO Chris Kempczinski.

McDonald’s was down just over 8% as of Tuesday afternoon.

A search for “formula for company success” on Amazon yields almost a thousand results, primarily consisting of self-help books. While I don’t claim that I have discovered the elusive formula, I believe certain characteristics can aid in achieving success, which I identified after analyzing the top companies currently active in the market.

I’m the founder of a deep tech company that is trying to push the limits of what is possible in the field of computers. For me, following these principles is crucial to achieving this ambitious goal. Yet, I’m sure these principles are not exclusive to any one field or industry and can be applied to any business willing to prioritize and use them as tools for development.

Related: 5 Key Leadership Principles for Driving Growth

Elegance

Elegance goes beyond mere aesthetics; it is the embodiment of beauty in every facet of a company. What does beauty consist of? Honestly, everything. If the founder wants to ensure the elegance of their product, they should pay attention to the structure that should be observed in every process of interaction with their company. Those may range from the way your employees present themselves at networking events or in-store to the speed with which your support team assists customers. Not only will this provide your brand with consistency, but it will also become more appealing because, after all, humans are aesthetic creatures.

When you think of elegant products or packaging, I’m sure one of the brand names that comes to mind is Apple. From the logo to the in-store decor, elegance is evident in every aspect of the brand’s efforts. In your business, the aspects of elegance are definitely different from theirs, but their role is the same.

Focus on goals and values

Focusing on the result is especially important for tech companies, particularly those developing new tech, as it allows them to deliver on their promises to both themselves and their customers. Most importantly, it allows them to focus on only those aspects that are truly important and relevant to their ultimate goal. To achieve this, detailed planning is required, where the most optimal path is selected from thousands of possible options. Moreover, prior to any action taken, it should involve thousands of hours of research, hypothesis testing, and more, but it all must contribute to the company’s goals.

According to Gartner’s 2019 Product Manager Survey, only 55% of new products are launched on time, and the other 45% are delayed by at least a month. This underscores the importance of the founders not only setting realistic goals but also communicating them clearly both to your customers and employees. Additionally, the company should not stray from its original purpose and should always keep its eye on the end goal. In order to stay on track, some things should be prioritized, such as good time management, both in your life and in your business, or for example, preparing contingency plans in advance. You can use these tools to ensure proactive and adaptive responses to unforeseen obstacles to ensure a smooth, or at least stable, ride to success.

Initiating and igniting

While it is important to keep up with the market and its latest developments, it is crucial to use this information to create new trends instead of simply following the existing ones. To follow this approach, business owners should create and keep in mind a clear picture of how their businesses differentiate themselves from their competitors, allowing them to have a shot at becoming industry leaders. The problem with utilizing trends as a foundation for a company is that the trend cycle inevitably leads to obsolescence.

Netflix is a prime example of this. It originated as a DVD-by-mail service in 1998, just one year after DVD players were introduced in the U.S. before they became an essential part of every household. The company not only competed against Blockbuster, the largest rental chain at the time, but also revolutionized the rental process by introducing a new way for consumers to interact with their services, introducing a subscription model in 1999. Netflix entered the year 2000 with only 300,000 subscribers, now this number is up to 247.2 million. Why? Because they were able to come up with an idea for a truly unique service.

Pursuit of excellence

One of the greatest enemies of any entrepreneur’s long-term success is these three words: “That will do.” This phrase not only affects you as an entrepreneur, undermining your abilities and limiting your potential success, but it also affects every single facet of your business. The pursuit of excellence doesn’t entail that you shouldn’t attempt to release anything until everything is perfect, but it does suggest that whatever you can do should be done to the best quality possible.

The strive for perfection, or rather the lack of it, is the reason the above-mentioned DVD rental chain now has only one store left in the U.S. When the market began expanding and Netflix entered the game, Blockbuster had the opportunity to acquire it, but passed on it arguing that Netflix was a too-niche business. Blockbuster’s opposition to online streaming and the fact that it was stagnant and content with the unchanged while an entirely new industry was evolving prevented it from innovating.

Related: 5 Key Leadership Principles for Driving Growth

Embracing challenges

Given that technology has advanced more in the past two centuries than at any other time in human history, the possibilities for further development and creation are endless. It is not uncommon to encounter a myriad of problems when creating something new, especially in the beginning. However, a business owner shouldn’t avoid working on a unique product or service simply because of the issues it may present and to search for innovative solutions.

As obvious as it may seem, the easiest way to approach a challenge is through hypothesis testing. Whenever you are faced with seemingly impossible problems, it is of utmost importance not to be intimidated by them, as this can lead to stagnation or the inability to deliver the promised product or service. By using hypothesis testing, one can generate and test dozens of possible solutions to avoid stagnation and initiate progress. Not only does this expand the range of feasible solutions, but it also allows the company to create a truly great product or service because you will be able to accomplish something no one has ever done.

Positive impact

In the 21st century, it is essential to prioritize more than just profit, especially at a time when we are experiencing such a rapid escalation of climate change and other worrying events. We are at the pinnacle of technological development, and it would be irresponsible not to use it to improve the world around us or at least try to preserve it for future generations.

As a founder of a tech company, I often pay attention to this detail and believe that a positive impact is essential when it comes to running such a company and that those who have a genuine urge to make the world a better and safer place have a real chance of creating a thriving business. Of course, this principle is not exclusive to one industry only; for example, food delivery and ride-hailing services have a better chance of succeeding if they are inclusive and convenient to all. Remember, if you have an opportunity to impact the world with your business, there are hundreds if not thousands of options available, especially today.

Cooking at home can be great for busy professionals because it’s budget-friendly, easier to stay healthy, and meditative. Whether you’re a home cook or an entrepreneur on the hunt for a unique gift that could stand out to a colleague, potential business partner, or friend, this limited-time deal is well worth checking out.

This Seido Japanese Master Chef’s 8-Piece Knife Set comes with a gift box and is on sale for $109.97 (reg. $429). These high-quality knives are made with very durable and strong high-carbon stainless steel. Their forged construction incorporates a sloped bolster and acute 15° angles (compared to the typical 25° seen more commonly with Western knives).

This set includes the following knives:

• 8″ chef’s knife
• 8″ slicing knife
• 8″ bread knife
• 7″ cleaver
• 7″ Santoku knife
• 5″ Santoku knife
• 6″ boning knife
• 3.5″ paring knife

To add an air of high-class presentation to this deal, it also comes with a stylish gift box that can securely store the knives for travel or passing on to a business partner.

This set has an impressive 4.6/5 star average rating among verified purchasers. One recent perfect five-out-of-five star review reads, “Affordable price. Excellent workmanship. Fast shipment. Overall, great product that’s hard to beat.”

Discover the quality of a high-end set of knives to improve your home cooking, or gift them to someone you work with.

This Seido™ Japanese Master Chef’s 8-Piece Knife Set comes with a gift box and is on sale for $109.97 (reg. $429).

StackSocial prices subject to change.

Summer is almost here and spending time outdoors is known to ease stress and anxiety and enhance cognition. If you plan on spending some time in the great outdoors with clients, employees, or family, you should make sure you have the right tools. We’re not talking about tents and camping stoves; we’re talking about emergency tools, like this Outdoor Flashlight with Flame Simulator & 2400mAh Power Bank.

This light can keep your devices powered up, which keeps you reachable and able to handle any potential work emergencies. It also has a cool LED screen that simulates a campfire to add to the fun.

Most importantly, this outdoor flashlight provides ultra-bright LED lighting to give you visibility at night. The fireplace simulator mode also adds some light, with an adjustable flame setting that helps set the ambiance and provides some additional visibility while mimicking a real fire.

The durable flashlight is made with COB technology to provide a bright and even light output and is rechargeable via a USB-C charger or via solar panels during the day. It can last for up to 24 hours on a single charge and is built to withstand all weather conditions.

And perhaps best of all, it features a compact, portable design that makes it easy to pack in your car or carry in your backpack. Whether you’re going fully off the grid or just spending a night in the backyard with the family, it will come in handy.

Gear up for summer entertaining and fun.

Right now, you can get this Outdoor Flashlight with Flame Simulator and 2400mAh Power Bank for just $39.99, a 36% savings from the original price of $62.

StackSocial prices subject to change.

Elon Musk founded Tesla, SpaceX, xAI, Neuralink and other companies and consistently ranks among the top three richest people in the world. But his recent conversation with another powerful CEO shows the price Musk had to pay to achieve wealth — and the management and mindset strategies he employs now to build successful companies.

Musk explained how he defined ultra-hard work to Nicolai Tangen, CEO of $1.6 trillion Norges Bank, the world’s largest wealth fund, on an April episode of Tangen’s podcast, In Good Company.

Ultra-hard work happens when “you’re basically just working every waking hour,” Musk said.

When asked how long he could do that, Musk replied that he’d done it “continuously” for a few years at a time.

^{Elon Musk. Photo by Axelle/Bauer-Griffin/FilmMagic}

“I’ve done many, many stretches of 100-hour weeks, where roughly six hours per day is sleeping,” Musk said. “I would not recommend that. That’s for emergencies.”

Musk put in those 100-hour weeks during difficult times at Tesla and in the early days of some of his startups, when he said he slept under his desk and worked seven days a week.

Related: ‘Americans Just Work Harder’ Than Europeans, Says the CEO of Norges Bank, the World’s Largest Wealth Fund

Musk also discussed overseeing hard workers on the podcast, stating that smart people tend to manage themselves and can work anywhere. His strategy is to outline a common goal and ask them if they agree with it. If they do, they can get it done.

When Tangen asked how Musk balanced micromanagement with delegation, he claimed he wouldn’t call his style “micromanagement.”

“It’s just insisting on attention to detail,” Musk said. “If you’re trying to make a perfect product, attention to detail is essential.”

Related: Elon Musk Says Remote Workers Have ‘Marie Antoinette Vibes’

Musk’s last tactic for building successful companies might be his mindset toward his own impact.

When asked how he would want to be remembered, Musk said he doesn’t mind if his legacy is inaccurate as long as he feels like he’s “done the right thing for the future of consciousness.”

Musk is the CEO of Tesla, which he stated this week is on track to produce new, more affordable electric cars even as revenue dipped year over year.

Related: Elon Musk Tells Investors Cheaper Tesla Electric Cars Should Arrive Ahead of Schedule

At some point as an entrepreneur, you’ll face a challenging decision: When is it time to hire your first employee? After incubating the idea of your startup. then deploying your resources and making it all happen, at some point you may realize it’s time to bring someone else in to help you achieve your vision and grow the business. It’s exciting, but at the same time, can be daunting. What if the new hire doesn’t work out? What if you hire too many people or too few?

Entrepreneurs are inherently self-starters and ambitious, and shifting responsibilities to new workers can be difficult – but it’s a necessary step for growth. A company needs support to grow and thrive. You can’t do it all on your own, which makes hiring employees — especially the early ones — a crucial step toward entrepreneurial success. Before you do anything, though, ask yourself: Is this the right time to hire?

Knowing when you shouldn’t hire

Before addressing best practices for hiring, it’s vital to recognize common pitfalls entrepreneurs face when starting to grow their workforce – that starts with knowing when not to hire. Similar to making big life decisions, you should avoid hiring employees out of anxiety or uncertainty. Your choices should be deliberate and strategic. Take a step back and reconsider hiring employees if you find yourself in the following situations:

You’re desperate

If you have more work than you can humanly handle and you just need to get another body behind a desk, it’s tempting to find someone right away. However, a hasty decision born of desperation is rarely a good one. Take the time to find the right person for the job.

You don’t have specific responsibilities for an employee

Unless you have a defined set of tasks and expectations for your new hire, do them a favor and don’t hire anyone. A new hire at this stage will rightfully be confused and ineffective. You may need help, but if you don’t know exactly what that help will look like, consider hiring a coach instead of an employee.

You’ll take anyone

If you’re lucky, the first applicant will be an absolute rockstar who can bring your business to the next level – but that’s not the norm. You’ll learn a lot about yourself, the applicant market and your own position by interviewing more candidates. The variety of skill sets on display can also hone your focus for what your future employee will do.

Hiring your first employee

Hire someone too early and you could have cash flow problems, a worker who has nothing to do and the added stress of management. Hire too late, and you could be inundated with work you can’t accomplish, which could lead to missing deadlines and losing out on business.

Finding the right moment to hire, therefore, can make the difference between a failed enterprise and a successful business. But how do you know when the time is right? The following tips can make this process a little less painful and provide options for making that first hire:

Start with a cofounder

If you’re a solopreneur looking to make that next step, bringing on an employee can be intimidating. Instead, hire a cofounder, or at least someone who thinks like one.When making that first hire, look for someone with cofounder potential and traits, such as complementary skills, similar values and vision, teachability, passion, emotional intelligence, flexibility and honesty. Your first employee will hopefully be one of your longest lasting and most knowledgeable.

Ask yourself: Will these tasks generate money?

It’s been said that the only two purposes of an employee are to: 1) make money for the business, or 2) save money for the business. If you’re confident a new hire will do at least one of those two things, go for it. In the early stage of a company, making money is more important than saving it. Typically, these early roles involve creating products (designers, developers, etc.), marketing products (growth hackers, content marketers, etc.) and supporting products (customer support, help desk, etc.).

Know your desired skill set

Before you search for an employee, you need to know what kind of candidate you’re looking for. It’s not enough to simply know that you “need some help” or “need a developer.” Get specific: You don’t want just a “developer.” You want a Javascript developer with GitHub experience able to create machine learning algorithms with educational applications, for example. The clearer your set of responsibilities are, the more effectively you can hire someone to fulfill those duties r.

Delay the decision by hiring a contractor

You may still be undecided over whether or not it’s time to hire. Don’t sweat it. Instead, test it. Try hiring a contractor with the same set of parameters you’re looking for in a full-time employee. The introductory hassle of onboarding a contractor is relatively low compared to that of hiring an employee. You can create a contract for one month, six months or a year. If it works out, you can transition this person into an official hire or look for a full-time employee.

The differences between hiring freelancers, contractors and employees

The major differences between freelancers, contractors and employees has to do with their relationship with the business owner. Freelancers and contractors are self-employed individuals, while employees are hired by the company. Freelancers and contractors typically set their schedules based on the needs of their clients and work out a payment schedule (typically upon completion of a job).

Employees, on the other hand, work the schedule established by the company and receive a regular paycheck on a schedule set by the company. As a business owner, you’re responsible for tax reporting on your payroll employees. But since freelancers and independent contractors are considered self-employed, they are responsible for reporting their taxes.

So what’s the best decision for your company? It depends on your needs, your resources and your ambitions.

When should you hire a freelancer?

Some people use the terms “freelancer” and “contractor” interchangeably, but there is a difference in the type of professional you are hiring. Freelancers usually work on smaller, short-term projects, while contractors work on larger, more long-term projects.

Freelancers are great options for specific support — for example, bringing on a digital marketer to get your social media up and running. If you’re not financially ready to bring on full-time employees for whom you have to provide employee benefits, a freelance relationship may be a better setup.

When should you hire a contractor?

Contractors generally come with a team of expert professionals who can get you the help you need, whatever it may be. They can handle specialized projects, such as IT, remodels, design and consulting. As your business grows, financial consultants can keep you on track with your financial goals. If you need highly specialized work that requires a team, contracting a company will ensure the job gets done right.

When should you hire an employee?

Not every company needs a large number of employees, but if you hold frequent meetings, rent an office space or interact with customers, you’ll want reliable employees to help support the business. Remember, just because someone looks good on paper doesn’t mean they’re a good fit for your business. They must fit into your company’s culture. Consider bringing on full-time staff if they can make you more money or improve the customer experience.

Why hiring globally might be your best move

The growing popularity of remote work has meant dramatic growth in the pool of available talent. Don’t limit yourself to just domestic workers, though. By hiring workers outside your country, you can save money, increase efficiency and still provide customers with superior service. Consider the following benefits to hiring globally.

A wider talent pool

As unemployment levels drop, the demand for skilled workers rises — especially for roles in software engineering or data science. By looking past your own borders, you can grow your pool of potential employees and have access to a wider swath of workers. For example, Poland, Slovakia and India are renowned for their pool of highly qualified tech professionals available to work remotely for international companies. Tap into this talent network to find the right fit for your company.

Cost efficiencies

Hiring overseas means access to employees who live somewhere with a much lower cost of living, which generally means lower salary expectations. The requirements for compulsory employer contributions and payroll taxes that increase business costs also vary by country. For example, countries like Germany and Japan generally require that employers deduct a certain amount of the employee’s pay for health insurance. But Australia and New Zealand, with public healthcare systems, do not require such employer insurance contributions.

Access to resilient international markets

If you run a growing, ambitious business, you may be eyeing overseas expansion. One of the biggest factors in your success will be having employees familiar with that market. You have a few options for growing an international presence: set up a local entity or subsidiary (abiding by local employment laws) or use an Employer of Record (EOR) solution, in which you designate a third-party company to handle payroll, HR compliance and employee tax withholding.

Compliance benefits

Employer compliance can vary depending on the country, and some are more strict than others. Whether you’re concerned about at-will employment, parental leave allowance or pension contributions, you can hire from countries whose labor laws align with your needs.

24/7 customer support

Customers expect fast and capable support, no matter where they’re based or when they contact the company. With just 9% of customers able to solve business queries on their own, customer service channels are more important than ever. Having staff in multiple international locations and time zones ensures someone will always answer the support line and provide 24/7 support for your customers.

Before you hire globally, though, you should look into any logistical challenges it might create. Despite the many benefits, hiring international talent can lead to internal communication challenges, scheduling conflicts across time zones, cultural differences, and discrepancies in pay scales. While these challenges can be overcome, they’re worth considering before building a continent-spanning workforce.

Related: 10 Pros (and Cons) of Hiring International Employees

Can college students solve your employee needs?

Different hires provide varying solutions for business, and hiring college students can infuse your company with young energy and ambitious workers. Whether you develop an internship program or employ them part time or seasonally, college students are often more affordable to hire than full-time employees and can support your team’s specific needs.

Creating a pipeline between universities and your business could be a worthwhile investment. Students are trying to get their foot in the door, and they can also provide your company with much-needed help. Here are a few benefits of hiring college students:

They bring fresh perspectives and new ideas

College students are at a unique stage in their lives and are just beginning to form professional identities. Eager to develop skill sets and apply classroom lessons in the professional world, they often bring welcome new perspectives to the table. This can be especially valuable in industries that are constantly changing or in need of innovation.

They’re highly motivated and ready to learn

The most ambitious college students are proactive and eager to take on new challenges — both promising traits for future employees. When you empower college workers, they’ll go above and beyond to learn and contribute to your organization. Additionally, young people are generally tech-savvy and comfortable with digital tools and platforms — a huge asset in today’s business landscape.

They’re cost-effective employees

Because school is the main priority, students are often willing to work for less pay than more experienced candidates; they’re also more open to part-time or internship positions, helping small businesses bring in new talent without breaking the bank. These internships can act as trial runs for potential full-time employment.

How to attract and hire the best salespeople

Just about any business needs persuasive salespeople. In order to sustain and grow your company, you need someone who can bring in new clients while you focus on the business itself. No matter what role someone in your company fulfills, everyone does some kind of selling on a regular basis — pitching investors or bankers, selling coworkers on a new project idea or vision, providing customer service, negotiating with vendors, etc.

Ultimately, though, it will be your sales team that drives your company’s growth. If you want to add top-notch talent to this group and increase your revenue, keep these things in mind:

Your mission should be exciting and purposeful

What are you looking to achieve with your business? Most people these days are looking to join a company because of its mission — its goal to change the world in some meaningful way. According to a 2021 McKinsey study, 70% of Americans say work defines their sense of purpose. Your mission doesn’t need to save lives, it just needs to inspire workers and point to a larger goal. Find salespeople who buy into this mindset, and they’ll evangelize the company or product for you.

Be the best salesperson you can be

If you’re looking to hire salespeople, you should also know how to sell. You may get to a point in your business where you’re not the main person bringing in new clients, but you still have ideas you need to sell to investors, journalists or marketers — and your own team. When interviewing a potential candidate, pay attention to your own energy level. Are you charismatic? Are you enthusiastic about the position and the opportunity? When the interview is done, you’ll want the candidate to feel like they’re ready to jump on your bandwagon and get started right away.

Know what else you can offer

If you can’t compete in the market with a high salary, you can at least offer other incentives that attract top talent and keep your business afloat. Many employees are looking for better work-life balance. Can you offer a flexible work schedule? Consider offering profit sharing or a higher commission in the near future. If your product or services are innovative or revolutionary, that can also be an incentive, as employees are eager to join a business that’s about to rapidly expand.

The best recruiting platforms for small business hiring

When it’s time to hire, finding quality candidates doesn’t need to be complicated. Job search sites can help you recruit and retain talent no matter your company’s budget or size. Some companies advertise jobs across a variety of platforms, and the sites you choose will determine who applies for your open roles.

Similar to reaching a target audience, you want to meet candidates where they already are — think industry-specific forums, alumni networks or on social media. But there’s also value in casting a wide net and posting on major job boards with millions of visitors. With so many platforms to choose from, which will best support your mission? Here are some of the top recruiting platforms to consider:

ZipRecruiter

ZipRecruiter allows you to post job openings and receive applications from relevant candidates, as well as organize applicants in a resume database. Applicant tracking tools, including providing candidates with notes and feedback, also help you manage the hiring process.

LinkedIn

LinkedIn is particularly effective for recruiting candidates in the business, finance and technology sectors. To help you find and hire top talent in — and outside of — your network, it offers job postings, resume searches and applicant tracking.

Indeed

One of the world’s largest job search websites, Indeed allows you to search for candidates based on their location, experience and skills. It also provides rates for sponsored listings that prioritize your job openings in the search results.

Glassdoor

In addition to job postings, Glassdoor features reviews from people who’ve worked at various companies. By providing insight into a company’s culture and employee satisfaction, the site can help attract candidates to your open positions.

Workable

With affordable pricing plans and an easy-to-use interface, Workable is a recruiting platform that’s particularly effective for small- and medium-size businesses looking to streamline their hiring process. It offers a variety of features, including job postings, applicant tracking and candidate sourcing.

Writing job advertisements to attract remote workers

The pandemic ushered in a widespread adoption of work-from-home policies that may be here to stay. These policies allow for more flexible working situations, and they’re an excellent way for businesses to stay competitive in the job market.

When writing your job advertisements, keep in mind it’s still just a listing, so you need to effectively communicate the benefits of working remotely and the job requirements. Consider the following tips for writing job advertisements to attract remote workers:

Communicate the remote nature of the job

Specify that the job is a remote position and include details about the type of work environment and equipment that will be required. Does this person need to work certain hours or be in a certain time zone? Spell everything out. If the job advertisement doesn’t say remote up front, many people will assume that it’s not.

Highlight the benefits to employees working remotely

Make it clear that the job offers the flexibility and autonomy of working remotely. Mention any perks or benefits that come with the position, such as a flexible schedule or the ability to work from anywhere.

Clearly outline the job requirements

Your job advertisements should clearly state the skills, experience, and qualifications that are required for the position. This will help you attract the right candidates and weed out those who are not a good fit.

Use language that resonates with remote workers

Use language that speaks to the realities of working remotely. For example, mention the ability to work from anywhere or the need for strong self-motivation and discipline. Also mention skills necessary for collaborating remotely, such as clear and concise communication.

Include information about your company culture

Whether in-person or working remotely, employees place a high value on company culture. In fact, this may be even more crucial in a remote environment, where your only coworker interactions are happening in chats and on video calls. Include information about your company’s values and mission in your job advertisements to help attract candidates who are a good fit.

It’s time to start hiring

By following these tips, you can make the most effective hiring decisions for your business. Keep in mind: no two companies are the same. Before you make a hire — or post a job, for that matter — consider the work you need done, the kind of worker you need to complete it, and where that person should be located. By outlining your needs early, you’ll save money (and headaches) in the long run.

Not every business can be franchised, nor should it. As the founder and operator of an exciting, new concept, it’s hard not to envision opening a unit on every corner and becoming the next franchise millionaire. It’s a common dream. At one time, numerous concepts were claiming to be the next “McDonald’s” of their industry.

And while franchising can be the right growth vehicle for someone with an established brand and proven concept that’s ripe for growth, there are other options available for business owners who want to expand their concept into prime locations before their competition does but who don’t want to go it alone for a number of reasons. For instance, they may not have the resources or cash reserves to finance a franchise program (it is important to note that while franchising a business does leverage the time and capital of others to open additional units, establishing a franchise system is certainly not a no-cost endeavor). Or they don’t want the responsibilities and relationship of being a franchisor and would rather concentrate on running their core business, not a franchise system.

Related: The Pros and Cons of Franchising Your Business

But when you have eager customers asking to open a branded location just like yours in their neighborhood, it’s hard to resist. You might think: What if I don’t jump on the deal, and I miss out on an opportunity that might not come around again?

Licensing your intellectual property, such as your name, trademarks and trade dress, in exchange for a set fee or percentage of sales is one way to accomplish this without having to go the somewhat more laborious and legally controlled franchise route. Types of licensing agreements range from granting a license to allow another entity to manufacture or make your products to allowing someone to use your logo and name for their own business. Unlike in a franchise, your partner in a licensing situation will only be allowed certain predetermined rights to sell your products and services, not an all-in agreement to give them a turnkey business, accompanied by training and support, in exchange for set fees. A licensing agreement spells out each party’s rights, responsibilities, and what they can and cannot do under the terms of the agreement. Having a lawyer draw up the paperwork is vital, as well as consulting with a trusted business advisor who has helped others along this path and can shorten your learning curve while protecting your rights. License agreements are governed by contract law as opposed to franchise laws. However, care must be taken: To ensure that you’re staying in your lane and not crossing over into franchisor territory, you’ll want your advisers to detail what you can and can’t do as a licensor.

For instance, a license agreement excludes you from being involved in the day-to-day operations of the licensee’s business. While having no oversight may sound like a relief, it can be a double-edged sword, especially for people who are used to controlling all aspects of their products or services. You won’t have to provide licensees with ongoing services, such as marketing materials and continuous training, but it also means you have no control over how they run their business, their product mix or even how they decorate their space. If you’re a type-A, this may be hard for you.

Most people are more familiar with trademark licensing with a third party because these agreements are big in the sports and entertainment industries, where a celebrity lends their name to endorse a product, whether it’s branded athletic wear or trendy foodservice menu items such as pizza, chicken, or even gelato.

Using a celebrity’s cache garners media attention you might otherwise never get. But not everyone who comes up with a great concept or product has the recognition that would allow them to attract famous business partners or endorsements, and rabid fans that follow.

There are other methods of getting your products in front of more consumers. Some coffee concepts, including Caribou for example, have created market saturation by both franchising traditional stores and granting licenses for nontraditional locations, such as airports, big-box stores, and college campuses. Others, on the other hand, like Starbucks, employ a combination of company-owned stores and licensees in high-traffic locations where a small kiosk can service a high-density population of shoppers. And, of course, bags and pods of these brands’ coffee blends are also sold in retail locations such as grocery stores.

Related: Startups Must Protect Their Trademark. Here’s How and Why

But again, here’s that cautionary note: If you go the licensing route for your products or services, be careful not to cross over into trying to direct the way that licensees do their business, from selecting locations to training employees.

While licensing or franchising may be valid business growth vehicles for many brands, additional business structures that can be considered include:

1. Company-owned stores: Opening corporate locations using bank loans and/or the profits from already opened units.
2. Dealerships or distributorships: In a distributor relationship, products are purchased from a manufacturer and then sold through local dealers.
3. Agency relationships: These are similar to the relationships you’d have with dealers, but in this case, an agent or representative of your company sells your services to a third party. The important distinction to remember so that the relationship doesn’t cross over into franchise territory is that you, as the provider of the services, pay the agent (as an independent sales rep) rather than the agent collecting the money and paying you.
4. Joint ventures: In this case, you, as the concept owner, would take on an operating partner who also invests his own funds in the business. The two of you would then share in the equity and profits at the percentage rate of your investment.

The appropriate method to grow your business depends on several factors, including your type of concept, service, or products; your risk aversion factor; your access to capital; where you’re located; and current market conditions. So, if you choose another option to franchising, be cognizant of not slipping into becoming a franchise. The Federal Trade Commission’s regulations define a franchise as meeting at least three standards: a shared name, fees and royalty payments paid to the company by the franchisee, and ongoing support and control of the day-to-day operations by the franchisor.

Keep in mind that if you start with one expansion method, you can consider changing that structure with legal and professional guidance should your business needs merit a shift in strategy. Case in point: some licensors will eventually convert licensees to franchises under a newly crafted agreement and program if they see the need to change the fee structure and maintain additional control over operations.

Slow growth can be detrimental to a business, but not picking the right vehicle for that growth can be worse than standing still. That’s why doing your homework — consulting with professionals, such as attorneys, accounting and franchising advisors, and talking to others in the same boat as you will save you from drifting too far from shore.

This spring, the U.S. government took an unprecedented step: requiring every U.S. agency to appoint a chief AI officer. This follows on the heels of companies across diverse industries adding similar roles to their leadership ranks.

This is a move in the right direction for companies seeking to integrate AI, but it’s not enough on its own. Yes, every company must become an AI company. But expecting a chief AI officer to get the job done alone is shortsighted.

When businesses are confronted with a major technological shift, often their knee-jerk reaction is to stick with what they know: Putting a new executive in charge and hoping they can solve everything. But for AI to truly take root in a company, people at all levels of the business need to get their hands on it and start innovating, not follow orders from a gatekeeper in the C-suite.

In fact, the fastest way to integrate AI into a company, in some instances, maybe to skip the chief AI officer role altogether.

Related: The Future Founder’s Guide to Artificial Intelligence

Why having a chief AI officer might not make sense

Companies appointing a chief AI officer have good intentions as they seek to avoid getting disrupted by the technology. But they may not need this role, and any business adding it should assume that it’s temporary.

A useful comparison is the stampede in the middle of the last decade to appoint chief digital officers to oversee the digital transformation to internet and mobile technologies. In hindsight, that looks quaint.

Experts pronounced CDO the next big executive title, but it often turned out to be little more than window dressing — especially when digital skills became table stakes for most employees. In recent years, companies have been ditching the role or folding it into other jobs. In digitally native businesses, it doesn’t exist at all.

Google, for instance, never had a CDO directing how employees use web technology. Instead, they empowered employees to explore tools on their own through initiatives like 20% time, setting the stage for innovations such as Gmail.

Likewise, AI-native companies don’t have an executive overseeing AI. That would be redundant. At companies like mine, the technology is embedded from day one across the organization rather than siloed in a single role.

By default, we all leverage AI. Our marketing team uses it to better understand our customer base, our engineers deploy it to help write code, and our customer support leans heavily on AI agents. AI is written into every role, much like digital literacy now is at nearly all companies. Of course, there are areas of our business where we could use AI more and better, but making that happen doesn’t call for a specific job title. It’s everyone’s responsibility.

A better way to usher in an AI transformation

But I realize that not every company is built from the ground up on AI. So, how can legacy companies make real strides in integrating the technology?

In place of the top-down response to organizational change, consider a bottom-up approach. For a company that wants to usher in an AI transformation, the first step is to look across the roles you’re already hiring for and pick a few where AI agents can do the job today.

Customer service is an obvious place to start — today’s AI agents can now address most issues at least as well as humans. AI sales development representatives (SDRs) are also making an immediate impact, automating much of the toil involved in pursuing prospects. Another promising area — junior data analyst roles, which often consist of pulling information from reports. Then there’s coding. Autonomous software engineering agent Devin and OpenDevin, its open-source rival, can step in here.

Choosing the right technology partner to provide AI tools is equally important. When it comes to customer service, for example, companies should look for a vendor whose AI agents have a track record of resolving most issues without human intervention. Rather than following a script, they should have some ability to reason, drawing on past interactions and the conversation at hand to determine the best solution for each customer’s unique problem.

Then, it’s important to treat your agents more like employees than like a piece of software that will work straight out of the box. Onboarding, measuring and coaching — the same steps you’d take to develop any new hire — are essential to get the most out of AI tools.

The upside here is having team members experiment with AI begins to build AI expertise inside the company. For example, my company works with a financial services firm where AI employee manager has become a key position. Former customer support specialists there now teach AI agents new skills that add value throughout the business — thus making themselves an indispensable member of the team.

Companies can even make driving productivity gains via AI a criterion for career advancement. To get promoted, an employee must show their manager how they’re applying AI to deliver results for the business.

Related: How Generative AI is Revamping Digital Transformation to Change How Businesses Scale

The next stage: Those departments grow into mini centers of excellence that spread AI knowledge and best practices throughout the organization. Team members educate the rest of the business on how to hire and coordinate AI labor. AI becomes integrated into day-to-day business operations in a way that’s hard to achieve with an exclusively top-down approach.

Of course, there’s no one best way to take a company through an AI transformation. For legacy industries and large enterprises, a tandem approach — combining top-down and bottom-up — may prove a better fit.

At the very least, organizations that want to get the transformation right should think about how they can help AI bubble up through the ranks, rather than just rush to hire a chief AI officer simply because others have taken that step. As AI permanently changes companies from top to bottom, it’s just a temporary solution.