Building the right process to bring on quality talent at scale is a MUST

本站添加: 2026-06-04

[00:00:00]We do 1.3 to 1.4 million in revenue. I own What is stopping us is staffing.

[00:00:06]We're talking 5,000, 10,000 people. So, How many uh techs do you have? Uh like 25 techs right now.

[00:00:12]>> Okay. In a business like yours, in terms of new talent acquisition, you're in very narrow ranges in terms of what you're able to pay uh based on what people are willing to pay. It's not like you can find a cleaning tech that you can get 10x leverage on.

[00:00:22]>> Mhm. And so, you're actually in the training business. You should pride yourself on being able to take anyone off the street and get them up to speed in 14 days and not churn based on your career path and opportunity. This is like such a vital piece because as you leverage automation and just putting your own documentation and process in place, you have this key area of opportunity that's available now that wasn't as easily executed prior where you can take all of the tools and infrastructure and AI to help streamline these pieces so that way you and your team are able to get onboarded and get them up to speed faster. So, more and more of your people are turning into B and A players versus people coming in, being onboarded, being confused, and then turning into like a C and D player, and then getting churned because they can't maintain the expectations that you had set. You need to recruit probably in groups and cohorts or classes. Are you doing that already?

[00:01:16]>> We do group interviews, yes.

[00:01:17]>> Okay, interviews, but in terms of training, what about that? No, we do one-on-one. It's almost as costly to train one as it is to train five. So, the process of training anything from a role play perspective, which is how we basically train everything, is number one, uh we used to start every training meeting with kudos, which is like here's what some so-and-so did well. The second is that the manager or trainer models the correct behavior. The third part is that then we split into role play so they can do it to each other. And the key part with role playing is that real-time uh feedback has to happen.

[00:01:45]Meaning, we nod our heads and we have our thumbs up while the person's doing the good job so they have real-time feedback. The mistake that people make is that they will have a script that they'll have someone do or some action.

[00:01:54]They'll wait for them to do 17 things, and then at the end be like, "Okay, what you did wrong was uh this and this and this." And no one learns Look, this is such a unique part of it because not everything has to leverage AI, and AI overloads don't have to take this over.

[00:02:07]This is just about you being human to human. So, look, think about that. Do not try to automate every aspect of every single part of your business. At the end of this day At the end of the day, you're human. Be human. Like, you know, you're not Mark Zuckerberg, okay?

[00:02:21]Do not be a robot. Like, take the time to be authentic and help the people that you're trying to bring on board so that way you can help yourself and help them at the end of the day. learns that way.

[00:02:32]You have to stop them in the moment they mess it up and say, "Hey, great.

[00:02:36]Go back to here. I want you to raise your voice at the end. Try to get." And when they nail it, you say, "Awesome job. Lock it in." Lock it in means you do three more times in a row, and then you keep moving. And so, that is how we train anyone on anything.

[00:02:48]>> That's awesome. Perfect. Thank you so much. Thank you.