Based off that email blast that I did to my network back in December, I had one person reach out and ask to be my first customer. The great thing was that he was a client of mine from back in the agency days who I have stayed in touch with. We aren't particularly close, but I felt good about the work I did for him. Just goes to show that putting good things out there to help others will eventually come around to help you.
The funny part is that I don't actually have the backend systems set up to actually service a client right now. But I'm using that as a feature rather than a bug. I've sent my first client the onboarding sequence and asked him for feedback. Basically, I'm building what I need right as I need it and am bringing my first client along on the journey with me.
Simultaneous to all this, I decided to launch a blind recruitment process for my first employees. Offering good job opportunities to anyone who is qualified - not just those who had some kind of privilege growing up - is something that is important to me in building Donna. And frankly, it's just the right thing to do.
So I set out to learn how to build a blind recruitment process, which is actually a lot easier than I imagined. It did require changing how I thought about hiring though. Rather than asking the usual screening and background questions, I had to start thinking about what kind of traits I wanted to hire for and what behaviors would be exemplified by those traits. Then I designed some scenario-based questions that would help to identify people who fit those traits.
I won't say that it wasn't a bit of work. But it wasn't that much more than any other hiring process. If anyone else wants help designing a blind recruitment process for their projects, let me know!