Do you know how to build a Team that wins?

Today I want to talk about something that can truly make a difference in your company: the people in it.

I've always believed that while a company may have many components, at its core, it all comes down to two things: your team and the culture you build together.

This idea seems simple, yet it can be surprisingly difficult to grasp for many. That’s why, in my 1:1 calls, I use the movie “300” as a powerful example.

The movie tells the story of King Leonidas and his 300 Spartan warriors, facing off against the massive Persian army. Outnumbered by thousands, they didn’t rely on sheer size to win—they relied on strategy, discipline, and the unwavering strength of a team that knew exactly what they were doing.

Every warrior was chosen carefully, trained relentlessly, and positioned precisely where they could make the greatest impact. We can say that King Leonidas nailed the hiring process for his team, right?

You can have the best brand, systems, or strategy, but in the end, it's all about who you choose to work with and how well they work together. Success doesn’t come from having the biggest team or the highest headcount.

Success comes from having the right people in the right roles, working together like a well-trained Spartan phalanx.

So, here’s where most founders struggle: hiring smart.

For years, I made the same mistake—conducting interviews that were 90% talk and only 10% actual proof of skill. Candidates told me about their certifications, past experience, and strengths. It all sounded great!

Plot twist: When they started the job, they couldn't actually do what they claimed.

That’s when I realized that hiring should be 90% testing and 10% talking. When I started testing candidates in real-time—giving finance managers an actual P&L to analyze or asking "Excel experts" to create a pivot table on the spot—the results were shocking.

People with impressive resumes couldn't do basic tasks. Others, who might not have seemed perfect on paper, proved their skills immediately.

Want to Hire A-Players? Start Here

Test before the interview

Resumes can be misleading, and interviews take time. A small, well-designed technical task upfront helps filter out weak candidates early. This ensures you're only spending time with those who can actually do the job.

Instead of “Tell me about a time when…” → Give them a real task.

Instead of “What’s your greatest strength?” → Have them solve a problem.

Instead of “Why should we hire you?” → Watch them execute.

Identify the 3 key skills for the role

Many hiring mistakes stem from vague expectations before the interview even begins. Before you start the hiring process, get clear on what truly matters.

Consider:

• What challenges will this person tackle every day?
• What abilities are essential for them to thrive in this role?
• What level of expertise ensures I can rely on them without constant oversight?
• What software, tools, or systems must they be proficient in?

Defining these criteria upfront helps you filter out the wrong candidates early—saving time, energy, and costly miss-hires.

Define your company’s core values (and hire accordingly)

Skills can be taught, but values and mindset are harder to change. That’s why defining your company’s values is crucial. If you haven’t solved this yet, try my Mission to Mars Exercise:

Imagine you’re building the first human colony on Mars but can only take three people from your company—those who truly embody its core values.

Steps:

1. Set the Scene: Explain this scenario to your executive team.
2. Choose the Astronauts: Have each person write down three teammates they’d bring.
3. Extract Values: For each selected teammate, list four defining values (each person ends up with 12).
4. Prioritize: Compile and vote on the most frequently mentioned values.

When hiring, go beyond resumes—test alignment with your culture. Present 2–3 real past scenarios where your core values were challenged, and ask the candidate how they would handle them.

The right hire isn’t just qualified—they belong in your team.

If you’re tired of hiring people who look great on paper but don’t deliver, it’s time to change your approach.

Want to refine your hiring process and build a high-performing team?

Let’s talk. Book your 1:1 Customized Scaling Gameplan Call and we’ll go through your biggest hiring challenges together.

Book your Free 1:1 Scaling Blueprint Call

Best,

Ignacio

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