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You Don’t Find Great Talent—You Attract It
Recruit like you sell. Keep who matters.
John Wilson
May 14, 2025
What’s up,
Your people are your greatest asset. Nothing else matters if you don’t have the right team in place.
But here’s the problem: most owners only recruit when they’re desperate.
That’s why they get stuck with low performers, flaky hires, and constant churn.
The best operators? They recruit like they sell. Constantly, intentionally, and with a brand that top talent wants to join.
Below, you'll learn what top operators do differently and how to build a team worth keeping, but before that, let’s talk about one of the many ways to help your team reach their full potential…
FieldPulse, a field service operation software solution, is designed to simplify day-to-day operations by combining everything you need into one platform. You get access to…
Maintenance plans
Multiple integrations
Scheduling and dispatching
“Good-better-best” proposals
Advanced tools/features for CRM, estimates, and invoices
Let’s Talk About Talent. High-Performing Talent.
I get this question a lot:
How do you find great people and keep them?
Short answer? You don’t find them.
You build a business they want to join (people want to join our business ⬇️ ).
Recruiting Isn’t a Job Posting—It’s Everything
Many owners wait until they’re desperate to hire.
That’s when they make bad decisions and end up with underperformers, no-shows, and constant churn.
Top operators think differently. They:
Always recruit, even when fully staffed
Treat recruiting like a sales funnel
Optimize everything for attraction—not pursuit
Job postings are just the front door. What really draws talent?
Wrapped trucks, sharp uniforms, professional office
A reputation for winning (like reviews that speak to your culture)
A business model that supports high pay without making techs sell
Retention is Built Into How You Operate
The reason your best people leave usually isn’t money.
It’s lack of team culture, lack of structure, unclear growth paths, and/or feeling like they’re on a sinking ship.
Here’s what keeps top performers around:
Clear performance incentives (like Rolexes and reward trips)
High average ticket = higher pay without pressure
Career tracks that don’t stop at management
Feeling like they’re part of something that’s growing
My team flew 50+ people to the Dominican Republic and sent the top CSR too—not just techs.
That’s how you build loyalty.
What to Remember
Recruiting isn’t a side task. It’s a core function of the business.
You’re either creating a place that attracts winners or pushing them away with every broken truck, outdated system, and generic job post.
Want to win the talent game?
Start running your business like they’re watching.
Because they are.
Grow Your Team With Quick Staffers
Looking to scale your business through acquisitions?
Jack Carr, my podcast co-host, recently launched Quick Staffers, designed to place overseas CSRs who are pre-trained with HVAC and plumbing knowledge.
They’re already running proven SOPs and scripts from both mine and Jack’s call center.
It’s a total game-changer for growing your team without blowing your budget. Right now, he’s offering a soft launch special—$500 off per placement!
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John
Disclosure: This newsletter includes sponsored content. However, all opinions expressed are entirely my own.
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