When you’re running an agency, finding great team members is everything. It’s not just about filling seats—it’s about building a team that can help you scale, grow profits, and ultimately, create a business that’s worth selling one day. And here’s the truth: great team members aren’t defined by what’s written on their resumes.
I’ve reviewed hundreds of resumes in my career, and let me tell you, the biggest success stories rarely come from someone who just looks good on paper. A shiny list of qualifications doesn’t mean much if the person doesn’t align with your values, can’t adapt, or doesn’t understand how to thrive in a team environment.
So, what truly makes a great team member? Let’s break it down.
1. Alignment with Core Values
Skills can be taught. Alignment with your company’s core values? That’s non-negotiable.
At Bloom, we preach the importance of hiring for cultural fit. Why? Because when a team member’s personal values align with your company’s mission, they’re far more likely to stick around, work hard, and contribute to the bigger picture.
Think about your own agency. Are your core values clear? Does every team member know what they are? If not, start there. A team member who shares your values will handle challenges with integrity, make decisions that benefit the agency, and represent your brand with pride.
2. Adaptability Over Perfection
The agency world is fast-paced and unpredictable. What worked yesterday might not work today, and what works today might be obsolete tomorrow. A great team member thrives in this environment by being adaptable.
Adaptability doesn’t mean blindly accepting every change—it means approaching new challenges with a solutions-focused mindset. Whether it’s learning new software, adjusting to a different workflow, or handling a difficult client, the best team members adapt quickly without complaint.
During the hiring process, ask candidates about a time they had to pivot or face unexpected challenges. Their answers will reveal whether they can handle the ups and downs of agency life.
3. Ownership and Accountability
If there’s one thing I’ve learned, it’s that nothing derails an agency faster than a lack of accountability. When team members don’t take ownership of their work, projects fall apart, deadlines are missed, and everyone suffers—especially the owner.
Great team members don’t just do the bare minimum. They take ownership of their tasks, follow through on commitments, and deliver results without being micromanaged. They’re the ones who step up when something goes wrong and say, “I’ve got this.”
Here’s a tip: During onboarding, set the tone for accountability. Define each team member’s key performance indicators (KPIs) and hold them to those metrics. And remember, accountability starts with you as the leader. If you’re not leading by example, why should your team?
4. A Willingness to Learn
In an industry that changes as fast as ours, a willingness to learn is essential. The best team members are lifelong learners—they seek out opportunities to improve, stay ahead of industry trends, and bring new ideas to the table.
Here’s what I always say to my team: “It’s not about knowing everything; it’s about being willing to figure it out.” If someone is open to feedback and eager to grow, they’ll become an invaluable asset to your agency.
During interviews, ask candidates about the last skill they learned or the last book they read. Their answers will give you insight into their mindset and whether they’re committed to personal and professional growth.
5. Emotional Intelligence (EQ)
Let’s face it: agencies are people businesses. Whether it’s managing clients, collaborating with teammates, or handling difficult conversations, emotional intelligence is a must.
Great team members know how to communicate effectively, resolve conflicts, and build relationships. They don’t let their egos get in the way, and they understand that collaboration is the key to success.
When hiring, look for signs of high EQ. Does the candidate listen more than they talk? Can they articulate how they’ve handled tough interpersonal situations in the past? These are the people who will strengthen your team, not create drama.
How This Ties to Building a Sellable Agency
Here’s the bottom line: The quality of your team directly impacts the value of your agency. When potential buyers evaluate your business, they’re not just looking at financials—they’re looking at the people behind those numbers.
A strong, aligned team shows buyers that your agency can operate independently, handle challenges, and continue growing without you. On the flip side, a team filled with unmotivated, misaligned, or high-maintenance employees will scare buyers away faster than you can say “deal breaker.”
By hiring team members who embody these traits—core values alignment, adaptability, accountability, a willingness to learn, and emotional intelligence—you’re not just building a team. You’re building a business that buyers will want to invest in.
Final Thoughts
Great team members don’t fall into your lap—you have to know what to look for and set high standards from the start. So here’s my challenge to you: Take a hard look at your current team. Are they aligned with your core values? Are they adaptable, accountable, and eager to grow? If not, it might be time to make some changes.
Remember, your team is your biggest asset—and also your biggest liability if you don’t get it right. But when you build a team of rock stars who can take your agency to the next level, you’re not just creating a great business—you’re creating a legacy that buyers will line up for