# Jamie Van Cuyk

Jamie Van Cuyk is the founder and CEO of Growing Your Team, sharing practical advice for small businesses on hiring, onboarding, and building stronger teams.

- Profile: https://b2binfluencer.marketing/creators/jamie-van-cuyk/
- LinkedIn: https://www.linkedin.com/in/jamievancuyk
- LinkedIn followers: 1,832
- Topics: leadership, leadership-development
- Based on 10 dated posts, latest 2026-09-29

## Summary

Practical small-business hiring, role definition, and onboarding advice for a niche podcast audience.

- Best for: Small-business coaching or hiring-focused podcast wanting a guest on strategic hiring decisions.
- Not for: Consumer brands or mass-market software campaigns needing large audience reach or performance data.
- Check first: Ask for listener numbers, demographics, paid formats, and episode performance data.

### Takeaways

- A missing skill in the business can signal it is time to hire.
- Define the role and what success looks like before searching for candidates.
- Onboarding is a hospitality problem: make people feel valued after they arrive.

## Main ideas

- **A skill gap is a better hiring signal than burnout**: Jamie Van Cuyk argues that owners usually hire too late and for the wrong reason. Business owners learn everything themselves at first — social media, bookkeeping, operations, systems — then reach a point where growth requires them to stop learning everything and delegate to experts. The reasoning turns on cost. Doing a job yourself is rarely free: time has a price, tied to what the owner isn’t doing, such as serving clients, selling, building product, strengthening partnerships, or handling work only they can do. The practical test is to compare timelines: if learning, practising, and executing something will take weeks or months, while a professional could do it correctly now, that is often the clearest sign it is time to hire.
- **Define the role and what success looks like before searching**: Jamie Van Cuyk locates much of hiring failure upstream of recruiting. Hiring out of desperation or working from a vague job description produces costly misfits, so the advice is to define the fundamental role the business needs and what success in that seat looks like before candidates enter the picture. The same clarity applies to management: the material explains the difference between micromanaging and setting clear expectations, because close oversight can read as support or interference depending on whether the standard was set in advance.
- **Hire beyond the résumé, and plan the role for the business you are becoming**: In a conversation on The Cash Flow CFO Podcast, Jamie Van Cuyk argues that the right fit goes well beyond technical skills and that roles should account for future growth and leadership, not just the job as it exists today. The third part of the argument: training, feedback, and clear expectations aren’t extras for senior people; they apply to every new hire. The framing ties hiring decisions to building a team that supports profitability and long-term growth, rather than simply filling a vacancy.
- **Onboarding is a hospitality problem: make people feel valued**: Jamie Van Cuyk’s onboarding argument draws on the hospitality principle that businesses should make people feel valued, and asks what happens when the same mindset is applied to employees. Thoughtful onboarding, a strong first impression, and intentional communication are presented as ways to build trust and improve team performance. The focus is on how people are treated in their first days and in routine interactions, not on recruitment. In this post, Van Cuyk hosts rather than appears as a guest.
- **AI can speed up hiring; the owner's judgment still decides**: Jamie Van Cuyk presents AI as a support tool for hiring, not a replacement for the owner’s judgment. It’s one topic in a broader hiring discussion, not a standalone position. The posts don’t argue that automation changes who should make the final call.

## Work to read

- [A sign it’s time to hire: you’re lacking a skill your business needs](https://www.linkedin.com/posts/jamievancuyk_a-sign-its-time-to-hire-youre-lacking-activity-7437875096561717248-crbV)
- [Strategic hiring for small businesses on The Law of Relevancy](https://www.linkedin.com/posts/jamievancuyk_smallbusinessleadership-hiringstrategy-talentmanagement-activity-7419046128974983168-VNsU)
- [Hiring beyond the résumé on The Cash Flow CFO Podcast](https://www.linkedin.com/posts/jamievancuyk_hiringstrategy-leadershipdevelopment-smallbusinessgrowth-activity-7417234184655564800-PNlF)
- [Applying hospitality principles to team building, Episode 283](https://www.linkedin.com/posts/jamievancuyk_leadershipdevelopment-employeeexperience-activity-7404173110402506752-1S98)

## Brand relationships

- **Growing Your Team** (owned_business)
- **The Law of Relevancy** (mention)
- **The Cash Flow CFO Podcast** (mention)
- **One TEAM Partners** (mention)

## Partnerships

The material reviewed documents no sponsorship packages, rate card or paid partnership terms for Jamie Van Cuyk. It shows collaborative media instead: they host the Growing Your Team podcast and guest on other business shows, including The Law of Relevancy and The Cash Flow CFO Podcast. The visible promotional pattern pairs an episode with a LinkedIn post summarising the conversation and linking to listen—a repeatable collaboration format, but not a published commercial offer. A brand or event looking to work with them would likely negotiate a podcast or content collaboration directly. Before committing budget, ask for audience size, episode scheduling, host-read versus interview format, production requirements, pricing, deliverables and the official inquiry route.

## Alternatives

- Todd Westra: Choose Todd Westra when the episode is about growing past the founder rather than making one hire. The posts promote episodes of the Growth and Scaling Podcast, including a conversation with Amrit Dhaliwal, founder of the home-care franchise Walfinch, on the path from franchisee to franchisor, why an exit strategy matters from day one, and how mentorship and coaching can shorten the learning curve. One post lists the takeaways directly: think about your exit before your entry; growth depends on people, processes and systems; coaching is an investment, not an expense; fractional leadership adds expertise without overhead; strong leadership balances intuition with data. That is the right guest if the campaign angle is 'how do I scale beyond myself' or a show about franchising, systems, and founder transition, and the format is native because Westra already hosts and interviews guests.
- Dennis Smith: Choose Dennis Smith when the episode is about recruiting and talent acquisition as a function, or about the candidate side of hiring. The posts describe a 29-year recruiting career across global teams, thousands of hires supported, RPOs and vendors managed, and dashboards built, followed by a move to HR Manager at TEXOMA COMMUNITY CENTER, which serves mental health, substance use, IDD, crisis, veteran and forensic needs across three Texas counties and depends on hiring counselors, case managers, nurses, peer specialists and support staff who stay. A second post is about how job search has changed, recommending AI as a practice partner for interview rehearsal, company research, salary conversations and follow-up messages while keeping your own voice and being prepared, honest and clear. That combination fits a show about recruiting operations, employer branding, candidate experience, AI in hiring and job seeking, or workforce challenges in behavioral health and nonprofit settings.
- Don Schin: Choose Don Schin when the episode is about the founder as the bottleneck rather than the hiring process. The posts include a book, Can You Relate?, framed around the claim that the quality of your life rarely rises above the quality of your relationships with God, with others, and with yourself, and a companion point that some seasons had business thriving while fulfillment was missing. A second post previews a conversation with a NeuroCoach about how limiting beliefs, mindset and subconscious patterns quietly become the biggest obstacles to growth, with the owner described as the overlooked driver of long-term success. That fits a show on founder readiness, personal growth, coaching, or the mindset side of scaling, and gives a campaign a more reflective angle than a hiring checklist.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/