By Patrick Fitzgerald, Assistant Director
September marks the start of one of the busiest hiring seasons of the year. Job postings rise, candidate activity picks up, and many teams shift their attention to year-end goals and 2026 planning. For small and mid-sized businesses preparing to scale, late summer is a critical window. Moving early can give your company an edge in a competitive market and help you secure the talent you need before demand peaks.
As Assistant Director at Chesapeake Search Partners, I have spent the past decade partnering with growing companies to help them hire with long-term success in mind. While my background is rooted in Accounting and Finance search, I’ve seen firsthand how strategic late-summer hiring sets the tone across all business functions. When companies take the time to define their needs, they are better positioned to attract adaptable, committed individuals who bring both experience and a mindset for building.
What Does Scalable Talent Look Like?
In my experience, scalable talent consistently shares a few defining traits. These individuals grow alongside your organization, bringing foresight, adaptability, and initiative. Qualities that strengthen teams and drive impact in fast-moving, ever-evolving environments.
- Pattern Recognition and Strategic Agility
Candidates with experience in high-growth settings often know how to anticipate roadblocks and pivot when priorities shift. They recognize patterns early, enabling them to navigate the unknown with confidence.
What to screen for:
- Background in transformation or rapid expansion
- Cross-functional leadership experience
- Statements like “I built the process, and later reengineered it to support new scale”
- Comfort Operating Without a Playbook
Roles in mid-sized organizations often evolve more rapidly than their corresponding job descriptions. Scalable talent thrives when roles expand, projects change, and expectations shift.
Behavioral signal:
“I joined to lead one function, but quickly stepped into broader ownership as the company grew.”
- Business Acumen That Extends Beyond Their Role
High-impact candidates understand how their responsibilities influence broader company metrics. They connect their day-to-day work to growth, profitability, and customer outcomes.
Interview probe:
“What business KPIs did you track—whether financial, operational, or customer-facing—and how did your team’s work influence those results?”
- Proven Experience Building from the Ground Up
Growth-stage organizations need creators who’ve implemented systems, built infrastructure, or scaled teams. These individuals tend to take ownership and offer momentum from day one.
Resume clues:
- “Developed and launched…”
- “Built internal framework for…”
- “Created process that reduced cycle time by X%”
Why Timing Matters in August
SHRM’s 2024 Talent Trends report notes that nearly half of HR professionals are finding it more difficult to hire full-time employees than a year ago. With the September surge approaching, early preparation becomes a competitive advantage.
Hiring now gives you the edge:
- First-mover access to top candidates before demand peaks
- Time to align internally on profile, process, and interview strategy
- Stronger onboarding runway ahead of Q4 deliverables and 2026 planning
Ensure Internal Alignment Before You Launch
Success starts with clarity. Before posting a role or calling candidates, get consensus on where the position is heading and how you’ll measure future success.
Ask your team:
- What will this role evolve into over the next 12–18 months?
- What traits have helped previous hires succeed in this environment?
- How can we assess adaptability and problem-solving during interviews?
Key Takeaway
Scalable talent brings adaptability, a sense of ownership, and a mindset focused on growth. Planning your hiring strategy now creates momentum, giving you speed, clarity, and access to top candidates. As a result, your team is well-positioned to lead the way during the competitive fall hiring season.
Let’s Start the Conversation
At Chesapeake Search Partners, I work closely with mid-sized companies to identify high-performing, leadership-ready professionals across core functions, including Accounting, Finance, and Operations. If your team is preparing to hire ahead of Q4 and 2026 planning, now is the time to take action.