Hiring Your First Employee

Congratulations!  After turning down opportunities for additional work and/or spreading yourself too thin – it is now time for you to bring on anther person.  Transitioning from an entrepreneur to an employee may seem simple enough, but before signing that first paycheck there are several matters you must handle: legal obligations, liabilities, expenses, and paperwork. 

Job Posting

The job description is a critical first step for your first (and subsequent) hire.  While it may appear to be a simple task, the description will set the tone for the types of candidates you will attract.  Therefore, it is imperative that your job description makes your expectations clear via the skills and requirements for the job along with stating your company’s mission and values.  Additionally, there are legal requirements that must be adhered to, so you can not just write anything.


After poring through resumes, you have found several candidates who may be what you and your company need.  Similar to the job description there are legal requirements for the interview – certain questions are off-limits (unless pertinent to the job) particularly those pertaining to: age, citizenship, children, disabilities, and physical measurements.


After a successful interview process, positive recommendations from referrals, and completion of any background check/testing – you are prepared to execute an employment agreement and formally hire your first employee.  Now the next step will be to attain records/information, required by the US Department of Labor, Internal Revenue Service, and the US Citizenship and Immigration Services, from the individual.  This paperwork must be maintained throughout their employment. 

This information only provides a brief overview of what is entailed when hiring your first (and subsequent) employee(s).  Please feel free to contact A|Squared Legal Group for additional assistance.