Before You Define Your Ideal Client - Do This

“If your internal environment is chaotic, inconsistent, or misaligned—your client experience will reflect that.” - Shawn Dill

Everyone’s talking about the “ideal client.”

We get it. It’s important.

But here’s the real truth nobody talks about:

Your ideal client comes and goes.

Your ideal employee shapes the future of your business—every single day.

And yet…

Almost no one is putting the same time, thought, and intention into defining their ideal team member.

At our recent Culture Club event, this concept hit hard. So many business owners were crystal clear on who they wanted to serve, but completely unclear on who they wanted to work with internally.

If you’re building a business that lasts—this has to change.

Why Defining Your Ideal Employee Comes First

Clients see your team.

Clients feel your culture.

Clients are influenced by the energy, efficiency, and alignment of the people who support you.

If your internal environment is chaotic, inconsistent, or misaligned—your client experience will reflect that.

You don’t build a world-class business with random hires or “good enough” assistants.

You build it by knowing exactly who you want in the trenches with you, and designing your company around that.

6 Steps to Define Your Ideal Employee

1. Reflect on Past Wins

Think back:

Who have you worked with in the past that made things easy, efficient, and fun?

Make a list. Then ask:

• What made them great?
  

• How did they communicate?
  

• What kind of energy did they bring into your day?

You can’t build your future team without understanding what’s worked before.

2. Define Your Non-Negotiable Traits

This isn’t about resumes or certifications.

It’s about character.

Ask yourself:

• Do they take ownership?
  

• Are they solution-oriented?
  

• Do they raise the bar—or just check boxes?

List your top 5 non-negotiables. These become your hiring filter.

3. Understand Their Likes, Dislikes, and Motivations

This one’s big.

If your ideal employee hates chaos and you run a fly-by-the-seat-of-your-pants business… it’s a mismatch.

Ask:

• What kind of environment do they thrive in?
  

• What kinds of tasks light them up—or drain them?
  

• What’s their ideal day look like?

The more you understand their internal world, the better you can build a world they love to work in.

4. Align on Belief Systems

You’re not just hiring for skill. You’re hiring for alignment.

What must your ideal team member believe?

• In service?
  

• In personal growth?
  

• In accountability?

Write 3 belief statements that anyone on your team must live by.

Because when beliefs align, culture clicks.

5. Stop Hiring from Desperation

Most business owners only hire when they’re drowning.

But desperation creates bad hires.

When you’ve taken the time to define your ideal employee, you’ll be able to spot the right person before you’re desperate—and say “no” to the wrong fit quickly.

Design roles based on your vision, not your urgency.

6. Audit Your Culture for Fit

Here’s the tough one…

You say you want someone who’s creative, proactive, and all-in.

But does your business actually support that?

• Is your onboarding empowering or overwhelming?
  

• Do your meetings foster growth or just check boxes?
  

• Does your environment reward the behaviors you want more of?

Culture is a mirror. It reflects what you reinforce.

The Bottom Line

Your business is only as strong as the people in it.

So yes—go ahead and build your marketing funnel. Define your dream client.

But before you do that, ask yourself:

Who do I want by my side, building this thing with me every day?

When you define your ideal employee first, your ideal clients feel the difference.