Hiring Slow - Would You Hire Someone that Didn't Look in to Your Company?
I'm a part of breakthrough academy and they really recommend hiring slow, so being really picky about who you hire. With that, comes creating a lot of barriers that the candidate essentially needs to "fight through" to get to that next stage and ultimately be hired. I do some of these things now but I had one thing pop up on a few interviews and I was wondering if ya'll think I'm being too hard headed when it comes to this. Keep in mind these candidates applied where they had to submit pictures of their work - then they filled out a lengthy survey about job skills and abilities. The first interview, the first question is "Did you look in to our company at all?" - most the time I'm being told no. LOL For me that's crazy but it also makes me want to just hang up the phone. Why should I care about you if you don't care about the thing you're going to commit most of your day toward? My job postings are pretty long and descriptive but would you automatically disqualify someone why hasn't even been to your website?Do You Train Your Team to Think or Just Work?
Every Monday, we hold a short training session with our team. We train on communication. leadership. & mindset. The reason being most tradespeople aren’t struggling because they can’t do the work. They’re struggling because they were never taught how to: Speak with clarity Handle conflict Lead a crew Represent the business professionally These tend to be the issues I see bottling up, either from our exit interviews or customer feed back or when things are misunderstood. Thats why I'm curious: Do you train soft skills with your crew?Promoting from within - is someone who is primarily money driven, a good candidate for management?
So here's the situation - I've hired two different operations managers and had to let them go for various reasons. The reason I was seeking outside the company was for a fresh outlook and a new way of doing things. Although I think there were things I could have done in the hiring process to sniff these bad candidates out, I'm now feeling like I should be promoting from within with someone already familiar with our systems and company culture. The obvious choice would seem to be the guy who's been here the longest. He's the site super on all our bigger jobs and everyone recognizes him as the most senior person, the person they call if they have a technical related question. I offered him the position (which is a healthy base salary plus incentive bonuses for gross profit, customer satisfaction, and clearly outlined administrative task goals) and he's very hung up on the money. Objectively, it's more money overall than he earned last year plus the bonuses but the weekly base is lower than if he worked in the field that week. He earned roughly $82k in the field (working roughly 80% of the available hours we COULD have worked him, because of slow weeks), this is a base of $88k with incentive bonuses that should definitely take this north of a size figure position. People should obviously care about the money they earn but he's basically super worried about the guarantee of money instead of the opportunity to earn a lot more with the bonuses. I tried encouraging him that this is something he can do but he keeps going back to the guaranteed money. I definitely want this position on performance pay so a high flat salary is off the table. My concern is he will be a few weeks in, working harder than he did before, getting paid less in the immediate term, and will not be giving it his all. He doesn't view this as a good offer. Question is - if someone isn't excited at an opportunity like this, should I take the offer off the table? Or is there a different way I could be thinking about this?Who Was Your First Hire?
I’ll never forget mine! My first hire was a foreman. I needed someone who could run the job while I focused on running and growing the business. That was the moment it stopped being just me and started becoming something bigger. Scary? Of course. Exciting? Absolutely. That first hire teaches you the hard stuff. How to train. How to lead. How to TRUST someone with your name and your clients. You don’t always get it right, but that’s how you grow. What I learned: Hire sooner than you think you’re ready Character beats skill every time Being a boss is a completely different trade than doing the work So let me ask you… who was your first hire, and what did they teach you?
First Key Employee
Hey everyone, we have a remodeling company and made my first big hire and I don't think he's the right fit. this employee is very expensive and does not produce enough for the company. What are some questions I should ask to my next hire that would help weed out the good from bad. Thanks!You Don’t Need More Hours — You Need the Right People
Everyone says they want to grow — but few are willing to let go. The inbox, the content, the sales follow-ups, the backend bugs — they hang onto it all, thinking it’s the only way to keep control. I get it. I used to do the same. But over the last 9+ years, I’ve built and scaled businesses by doing the opposite: building a remote team I trust, and getting out of their way. Not just “virtual assistants” — real professionals. People who run content, sales outreach, client communication, systems, software, and everything in between. They don’t just lighten the load. They raise the bar. This approach has been a game changer — not just for saving time, but for building momentum that actually lasts. It’s what I’ve been doing successfully for nearly a decade. If you’re wondering where to find this kind of talent, how to train them, or how to make it actually work long-term — drop your questions. Lets talk!
