January 12, 2024 • 20 mins
Embark on a voyage through the tempestuous seas of business expansion with your seasoned navigators, Seth Mills and Nik Dawson. We tackle head-on the reality that an employee's dedication is often not a mirror image of an owner's—unveiling strategies to bridge this gap and foster a culture of commitment. Through our personal encounters, we dissect the pros and cons of commission versus hourly wages and how these financial frameworks can impact the quality of work from your team. Plus, we share our own struggles with entrusting new team members with the pillars of our businesses, and how to scout for that rare gem of a hire who can elevate your company to the next stratosphere.
As the captains of our respective ships, we chart the course through the choppy waters of small business expansion, where every decision can feel like a gamble on the high seas. We exchange tales of navigating treacherous pay rate negotiations and the siren call of investments that promise growth. With a firm hand on the wheel, we confront the dilemma of delegation versus control, steering through the complex process of putting trust in the hands of new hires when it comes to company assets. From tackling payroll discrepancies to the importance of accountability tracking, this episode is a treasure trove of insights and strategies for entrepreneurs ready to hoist the sails and catch the wind of business success.
Mark as Played
Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Welcome back to the astro craft, grow, influence,
invest podcast.
I'm your host, seth Mills.
Joining me today is Nick Dawson.
He is going to be your co-host,as he has been on the majority
of the episodes, if not all ofthe episodes we've released
every video so far.
Yep.
So uh, today's episode we aregoing to be discussing and going
into detail on how we're goingto be growing our companies, how
(00:22):
we would grow another companyIf we were in y'all's position,
um, and then kind of just goingover what we look for in
employees and individuals whoare going to be joining the team
.
Speaker 2 (00:36):
Expectations of hiring other people too.
Speaker 1 (00:39):
Yeah, absolutely Definitely going to get
expectations.
So and I know you have quite abit of experience in this too Um
, because you you were lookingat hiring- somebody last year,
weren't you?
Speaker 2 (00:53):
I was looking to hire in somebody last year, a couple
of people last year actually.
Um, I mean, I've got someexperience with trying to do
that, but also have experiencewith hiring people working for
other companies too.
Speaker 1 (01:06):
Yeah.
Speaker 2 (01:08):
That's never what you think it is.
Speaker 1 (01:11):
No it isn't.
And I will say one thing youwill never find an employee or
somebody else that you can hirethat will do exactly what you
will do.
It was as far as terms ofquality and quantity.
Speaker 2 (01:27):
Yeah, Cause they're never.
I think we've said beforeyou're never going to find
somebody who wants to run yourcompany or embrace your company,
Even 80% of what you want.
Speaker 1 (01:40):
No, or the way that you would run it.
Not at all.
They, uh, you can't findsomebody who who's going to put
in the effort.
And if you do find that person,then just know they are very,
very soon to be running theirown company.
They're going to be leaving youand which is fine If they can
help you grow your companybeyond the point that it's
(02:00):
already at.
But at the same point and atthe same time, you still want to
find somebody who you can hire,train and use to progress your
company.
Speaker 2 (02:14):
Yeah, if it all possible, I feel it'll possible.
But sometimes we don't know isget that luxury.
And sometimes I mean that wasthe thing whenever I was working
the my first job was he knew Iwas going to start my own thing.
Yeah, even from the verybeginning he knew.
But he also wanted to keep hiscompany.
He didn't want to be like big,widespread, having employees
(02:38):
everywhere.
He knew I was doing it to runmy own company someday.
So I mean, if you've got theexpectation of that, I almost
feel like that would almost givemore determination, like it did
for me.
It was like, okay, I'm not justdoing this for him, I'm doing
it for me in the long haul.
Speaker 1 (02:52):
Yeah, for the experience.
I um, I think that a lot, a lotof business owners put a lot of
expectation into who they'rehiring, which they should write
Well.
At the same time, they alsoneed to understand that You're
hiring an employee to do a setamount of tasks reasonably well.
(03:14):
You can't expect the employeesto always.
There will be one in everyhundred probably that will go
above and beyond and do a betterjob than the majority of them,
but as a business owner, youhave to understand that you're
never going to find somebody whowill be 100% giving their all.
Speaker 2 (03:39):
No, no, especially if it doesn't benefit them,
especially with everybody whowants to make money for doing
nothing.
Speaker 1 (03:46):
Well, and that's the other thing is if you put
employees on a commission andI've had this issue I've put a
few guys on commission basedright, so they get paid per job
that they complete, and whatthey would do is they do a
shitty job but they'd getquantity.
(04:07):
And to me I'm like, okay, well,I prefer quality, obviously,
over quantity.
It's so easy to call a clientand say, hey look, we need to
reschedule.
I know it may not benefit you,but we need to reschedule
because we can't keep up withthe work we have.
Speaker 2 (04:23):
How is the thing with pools is?
It was, if you pay them hourly,they're going to take all day
long to get back and finishtheir route.
You pay them by the pool,they'll do double what they
normally can in one night.
But instead of spending 30minutes on a pool or 20, they
(04:44):
spend 10 and they're justbooking it in and out.
Speaker 1 (04:47):
So, and you can't always that.
I mean if you're spending 10minutes on a pool, you there's
no way you're going to be.
Speaker 2 (04:54):
No, you barely had time to test Kim's and add Kim's
.
Speaker 1 (04:58):
Exactly.
Speaker 2 (05:00):
So I don't know.
Speaker 1 (05:04):
That's yeah.
I don't know.
As a business owner like you,it's hard.
It's also hard for me to trustsomebody.
It's hard for me to put in thetrust, give the potential
employee my equipment that I'vespent thousands of dollars on to
use for the day, or go out anddo a client's house because my
(05:27):
mind's always thinking, hey,will the clients probably about
to call me and say that he brokea window to use that for almost
paranoid?
Exactly, you're paranoid.
And then you're also paranoidthat your equipment's going to
go down the drain, yeah, or ifsomebody's going to steal it.
Employee is what I'm talkingabout.
Speaker 2 (05:46):
Thank God for insurance man.
Yeah, that's about it.
But like I don't know, you gotto find somebody that you trust
and that's where the the one guyI mean.
I still, I just hung out withhim in Tennessee, yeah.
Speaker 1 (05:59):
A couple weeks ago.
Speaker 2 (06:00):
So I mean, great guy trying to figure out what he
wants to do, nothing wrong, buthe was had every intention, was
very, very adamant about wantingto come and move here from
Georgia yep to, to work for us,work for me, learn everything.
(06:21):
And I was like those family,all those there very, very close
to his family, and I was like,how long are you planning on
staying here, or are you playingon making this like the long
haul?
Oh man, like at least a fewyears, that's.
(06:41):
That's kind of what.
I'm okay and we talk again be alittle bit different.
But he really, really wanted tomove here.
Speaker 1 (06:49):
Yep.
Speaker 2 (06:50):
I was working numbers for him how much I could pay
him looking at trucks to get himin a truck I'm Trying to look
for not me pay for it, butlooking for like apartments and
stuff for him, just doing alittle stuff like that.
And it came to be a prettydecent Like salary because I
(07:11):
wanted to pay him salary, wantedto make sure that he knew what
he was gonna make.
Yeah, give him a couple ofweeks vacation to start and Just
see where it went.
But by the end of it he's likeyeah, man, I think I might you
know like by the time I wasfinishing up my stuff it was
like maybe, like you know, likesix, eight months, maybe a year,
kind of a slap in the face.
(07:34):
Well, not really a slap in theface, it's.
It's a lot of work that wentinto, so I mean kind of a slap
in the face, but kind of likeNot everybody understands that
whenever you're running acompany, that you need some sort
of certainty.
Yeah, especially as a smallbusiness Like I, couldn't have
gone out and bought a brand newtruck or even a used truck.
(07:57):
Get his salary, get his payrollgoing.
Direct deposit, making surethat he's good insurance is good
, add him on there.
Yeah, all the stuff thatencompasses that To go.
Okay, I've probably got threeor four years that I can help
figure out what's going on.
Yeah, six months to a year.
Dude last year flew by oh 100%and I visited 1400 homes last
(08:22):
year.
Speaker 1 (08:23):
Yep, I didn't.
I didn't even go to visit afraction of those or that many,
but I mean I fracture.
I visited, I believe I Thinkmine was a lot lower.
Mine was like 180.
Yeah, but was still.
Speaker 2 (08:38):
I mean, my tickets are much higher typically per
home much higher and You'reyou're looking for your work.
Yeah, my work gets sent to me.
Yeah, to go run calls, so youdo more quantity by far.
Speaker 1 (08:57):
Oh yeah, I do less quantity but more Like higher
paying job.
Oh yeah, more high paying jobsfor sure, yeah, so I Don't know
I.
I See where you're coming fromand I didn't mean it in any kind
of way when I said slapping theface, right, no, no, no.
Speaker 2 (09:18):
And I and I was just like like I didn't take it just
cuz I know the guy and I knew hewas pretty indecisive of what
was going on, so I kind ofexpected it.
But I was like it was eitherLike hey, I don't think I can do
this right, oh okay, cool.
But to hear like a six-monthdeal, I was like man, like
(09:38):
that's gonna take six months toeven yeah, for somebody who's
never been to pull in thestraining.
It like industry to be in thepool industry and not know
anything about it.
Like I Can teach everybodypretty much everything in about
a month.
Speaker 1 (09:53):
Yeah, to get started 100% what.
Speaker 2 (09:56):
You're not gonna understand everything unless
you're in it for at least sixmonths every year.
So I'm gonna train you thewhole time.
You're basically gonna ridearound with me and then by the
end of the year You're gonnaleave.
So I trained you just just.
Uh, they basically waste myfucking time.
Speaker 1 (10:13):
Yeah.
Speaker 2 (10:15):
Yeah, I do it.
So I've got a year where I'mtrying to make more money than
the last.
I Think that's all of us bothand I'm not trying to to get
Somebody around, around with me.
I mean I've got.
I talked to a guy, an oldfriend of mine, I like an old
family friend.
(10:35):
There's his I guess their son,my friend's brother, anyways,
he's not really working rightnow.
He's working on becoming a likefull-on personal trainer.
Oh well like get his license andeverything.
Yeah, like do that, becausehe's got people that want to
hire him, but he's got to havethe right licensing and
everything as well.
He's not really working.
(10:58):
So he's like flipping cars andI do stuff like that.
So absolutely I'm like dude, doyou want to make a little bit
of money during the week?
Speaker 1 (11:07):
Cuz like.
Speaker 2 (11:07):
I might even text him tonight because I've got like
nine lights to pull tomorrow Allthroughout Montgomery.
So how much you paying.
I haven't discussed numbersjust quite yet, but I was gonna.
I was gonna my pocket up adecent amount and buy him lunch.
I got you just to make it worse.
Speaker 1 (11:30):
Yeah, no, absolutely so.
Speaker 2 (11:35):
We'll see.
Speaker 1 (11:37):
Yeah, I don't know.
I always gotta ask people howmuch they're paying, so I know
how much to pay my guys.
Speaker 2 (11:41):
So Well, this is, this is kind of like you're just
.
Speaker 1 (11:46):
I know it's like a.
Speaker 2 (11:49):
And I'm just gonna, whenever I need them for sure,
come pull lights, come Help melift heavy stuff.
That's pretty much it, yeah.
Speaker 1 (12:01):
Yeah, cuz I'm getting tired of coming down to help
you.
Speaker 2 (12:05):
I'm playing, it's okay.
I Don't blame you.
Come on a minute.
You just get lonely when comehang out.
Speaker 1 (12:14):
Yeah, yeah, sounds about right.
I Get bored, so that that's myissue.
I get bored really easily, butthat's getting off topic.
Back on topic.
As far as business goes, wheredo you want to take it this year
?
Do you want to hire employees?
Do you want to expand?
Speaker 2 (12:33):
I'd love to expand.
I'd love to hire employees the,I Think for me.
I know where I want to expandto, but it's a pretty hefty
Investment that I'm willing todo, whether I got to go get a
loan or not, cuz it'll pay foritself and Months, yeah, but I
(12:59):
want to get into.
I'm not gonna say it right now,just cuz I have.
Speaker 1 (13:03):
I'm gonna is this what you told me?
Speaker 2 (13:06):
Yeah, so cuz it'll end up being probably a
different DBA, yeah like I justdid under the company.
But my thing is is I need tohire somebody to do what I'm
doing now, so that way I canlearn.
Do all the classes to learn thenew setup, yep, so that way I
can hire somebody else to dothat so I can go learn something
(13:27):
else or do something else, oryeah, it's hard Trying to figure
out exactly what you want to dobecause you need somebody else
to cover what you do.
Hmm, I need somebody to help mecover 1400 homes a year.
Speaker 1 (13:41):
Oh no, that's like.
That's like me.
This year I want to get in.
We've discussed what I want toget into.
I currently under a NDA, butyou know, you know.
Speaker 2 (13:53):
I have a son nothing.
Speaker 1 (13:55):
Yeah, yeah, but you were grandfathered and you you
knew about it before it waspublic or before it's Gotting
closer any more public than whenit was yeah, um, or it was a
different idea.
Yeah, exactly.
So the whole issue I'm havingis Window cleaning is so easy,
(14:15):
right?
Yeah, I mean, can't findanybody who wants to do it,
cannot find anybody who wants topay them?
enough, for what's the deal?
I'm starting at 18 an hour.
I'm starting at 18 an hour andthen up, like I mean.
Obviously you increase your payup to 27 an hour.
Speaker 2 (14:33):
You should it's not people, I mean, if you, if you
with the ask what are they gonnado?
They?
That's what I'm saying.
It's not like they're gonna beout in the freaking elements
other than maybe some heat andcold.
Everyone said a blue moon here.
Speaker 1 (14:46):
Yeah, yeah, so that's a gas car.
Yeah, it comes with a gas car.
She, oh, four days that you'reworking, obviously, right, right
, I mean, it tracks, the systemtracks when you're clocked in,
tracks when you're clocked out.
Funny enough, I was actuallygoing through and doing some
paperwork yesterday.
(15:06):
Yeah, into the year, stuff froma 1099 guys.
I, one of my employees, back inMay, was running the clock for
over 28 hours.
Really, I think somebody's likeyeah, I remember that I think I
text you.
I said, no, you text me liketwo days prior to that that you
(15:27):
actually Didn't clock out.
And then he then he's like oh,I must have just forgot.
I'm like Sure, oh, sure, so nowI've got a, I've already paid
him, so I gotta get all that funstuff done.
But that's another thing isemployees.
You can always Trust them and Ihate to say it because I love
(15:50):
employees.
Speaker 2 (15:51):
Why do you do?
But I mean, that's, that's kindof where Like, if I'm gonna do
something, I'd rather have myguys, not 1099, I'd rather have
them work directly for me to W2.
Basically just have them in acompany vehicle that is tracked.
(16:11):
Have them a company phone thatway they make all business calls
on a business phone.
Yeah, any business money thatgoes out comes, you know,
business related tools, whatever, yeah, but it's finding
somebody that you can trust in aDamn near or, if not, brand new
(16:32):
truck, because what's gonna endup happening is I'm gonna swap,
they'll be in that truck andThen I'll be in a new one, just
to kind of keep it.
Speaker 1 (16:42):
Going, but it's like do.
Speaker 2 (16:43):
I trust.
Who would I trust?
But then it's almost like youkind of have to get off of the
control factor of it too.
Speaker 1 (16:49):
Yeah, you have to kind of give up a little bit of
control, because I mean there,you're never gonna.
I mean obviously so nobody'sever gonna treat the customers
and their houses the way you do.
They're also not gonna Evertreat the stuff you own like a
vehicle, like you do, unlessthere's a rare person like like
me or my family, like we alwaysreturn.
(17:09):
If we borrow something, wereturn it in better condition.
Oh yeah, I mean, yeah, it'sjust.
Oh no, like, whatever I sell avehicle or try to vehicle in,
obviously the dealership isgonna detail it.
Right, I go and I pay 300 bucksto detail.
(17:30):
I mean, all I've ever had istrucks.
Every truck that I've traded inI think I'm on my fourth truck
now I have brought to the dealer.
The detailer Spent $300 fullinterior and exterior detail
before even bring it to thefucking dealer.
Well, I mean, if you're gonnatry, if you're trying to sell A
vehicle, kind of want to bringit looking clean, well, so we
(17:52):
buy our vehicles through thesame dealership and we've we
know, we have a personalrelationship with them, so they
know, like what we have, thatthey'll just give us a, an
estimate, right?
So they don't see the video,it's sight unseen or maybe a
(18:12):
couple of pictures, but beforetheir flatbed gets here with a
new vehicle and before they loadit on there it's detailed, but
the whole point of it is You'renever going to find an employee
or somebody to treat yourequipment the way you would.
Right?
I think that for me, going into24, I do want to hire, I have to
(18:36):
hire somebody, I have to getsomebody hired, but I don't know
if I want to put them on anhourly or a commission-based.
If I do commission-based, Iknow that I'm going to have a
little bit of a decrease inquality.
If I do hourly, I'm going tohave a decrease in quantity.
So I don't know what I want todo with that.
(18:56):
I would rather have a decreasein quantity than a decrease in
quality, but even an hourly itcould be a decrease in both if I
don't find the right person.
That's what I'm looking forwardto in 24.
I want to expand and I want togrow, and then I want to start
(19:19):
that very soon, but we'll see ifit works out.
Speaker 2 (19:26):
I'm trying to see when I can get this going,
because if I can, I mean it'sbasically like behind a truck
yeah, how much it costs to justget this thing started.
Speaker 1 (19:36):
Yeah.
Speaker 2 (19:37):
That's why I'm a little hesitant now, but
probably just going to bite thebullet, are you?
We'll see.
I got to talk to my partnersfirst.
Speaker 1 (19:47):
Yeah, 100%, 100%.
Yeah, I completely understandit, but I know it's getting
close to that time where both ofus have conference calls to
jump into.
Yeah, I appreciate you joiningus and thank you, guys for
tuning in to this episode of theAzure Craft Grow, influence,
(20:09):
invest podcast.
I'm your host, seth Mills.
Speaker 2 (20:12):
And your co-host, nick Dawson.
Speaker 1 (20:14):
And we hope you guys had a great start to the new
year and we will see you nextFriday.
Peace.
Welcome back to the astro craft, grow, influence,
invest podcast.
I'm your host, seth Mills.
Joining me today is Nick Dawson.
He is going to be your co-host,as he has been on the majority
of the episodes, if not all ofthe episodes we've released
every video so far.
Yep.
So uh, today's episode we aregoing to be discussing and going
into detail on how we're goingto be growing our companies, how
(00:22):
we would grow another companyIf we were in y'all's position,
um, and then kind of just goingover what we look for in
employees and individuals whoare going to be joining the team
.
Speaker 2 (00:36):
Expectations of hiring other people too.
Speaker 1 (00:39):
Yeah, absolutely Definitely going to get
expectations.
So and I know you have quite abit of experience in this too Um
, because you you were lookingat hiring- somebody last year,
weren't you?
Speaker 2 (00:53):
I was looking to hire in somebody last year, a couple
of people last year actually.
Um, I mean, I've got someexperience with trying to do
that, but also have experiencewith hiring people working for
other companies too.
Speaker 1 (01:06):
Yeah.
Speaker 2 (01:08):
That's never what you think it is.
Speaker 1 (01:11):
No it isn't.
And I will say one thing youwill never find an employee or
somebody else that you can hirethat will do exactly what you
will do.
It was as far as terms ofquality and quantity.
Speaker 2 (01:27):
Yeah, Cause they're never.
I think we've said beforeyou're never going to find
somebody who wants to run yourcompany or embrace your company,
Even 80% of what you want.
Speaker 1 (01:40):
No, or the way that you would run it.
Not at all.
They, uh, you can't findsomebody who who's going to put
in the effort.
And if you do find that person,then just know they are very,
very soon to be running theirown company.
They're going to be leaving youand which is fine If they can
help you grow your companybeyond the point that it's
(02:00):
already at.
But at the same point and atthe same time, you still want to
find somebody who you can hire,train and use to progress your
company.
Speaker 2 (02:14):
Yeah, if it all possible, I feel it'll possible.
But sometimes we don't know isget that luxury.
And sometimes I mean that wasthe thing whenever I was working
the my first job was he knew Iwas going to start my own thing.
Yeah, even from the verybeginning he knew.
But he also wanted to keep hiscompany.
He didn't want to be like big,widespread, having employees
(02:38):
everywhere.
He knew I was doing it to runmy own company someday.
So I mean, if you've got theexpectation of that, I almost
feel like that would almost givemore determination, like it did
for me.
It was like, okay, I'm not justdoing this for him, I'm doing
it for me in the long haul.
Speaker 1 (02:52):
Yeah, for the experience.
I um, I think that a lot, a lotof business owners put a lot of
expectation into who they'rehiring, which they should write
Well.
At the same time, they alsoneed to understand that You're
hiring an employee to do a setamount of tasks reasonably well.
(03:14):
You can't expect the employeesto always.
There will be one in everyhundred probably that will go
above and beyond and do a betterjob than the majority of them,
but as a business owner, youhave to understand that you're
never going to find somebody whowill be 100% giving their all.
Speaker 2 (03:39):
No, no, especially if it doesn't benefit them,
especially with everybody whowants to make money for doing
nothing.
Speaker 1 (03:46):
Well, and that's the other thing is if you put
employees on a commission andI've had this issue I've put a
few guys on commission basedright, so they get paid per job
that they complete, and whatthey would do is they do a
shitty job but they'd getquantity.
(04:07):
And to me I'm like, okay, well,I prefer quality, obviously,
over quantity.
It's so easy to call a clientand say, hey look, we need to
reschedule.
I know it may not benefit you,but we need to reschedule
because we can't keep up withthe work we have.
Speaker 2 (04:23):
How is the thing with pools is?
It was, if you pay them hourly,they're going to take all day
long to get back and finishtheir route.
You pay them by the pool,they'll do double what they
normally can in one night.
But instead of spending 30minutes on a pool or 20, they
(04:44):
spend 10 and they're justbooking it in and out.
Speaker 1 (04:47):
So, and you can't always that.
I mean if you're spending 10minutes on a pool, you there's
no way you're going to be.
Speaker 2 (04:54):
No, you barely had time to test Kim's and add Kim's
.
Speaker 1 (04:58):
Exactly.
Speaker 2 (05:00):
So I don't know.
Speaker 1 (05:04):
That's yeah.
I don't know.
As a business owner like you,it's hard.
It's also hard for me to trustsomebody.
It's hard for me to put in thetrust, give the potential
employee my equipment that I'vespent thousands of dollars on to
use for the day, or go out anddo a client's house because my
(05:27):
mind's always thinking, hey,will the clients probably about
to call me and say that he brokea window to use that for almost
paranoid?
Exactly, you're paranoid.
And then you're also paranoidthat your equipment's going to
go down the drain, yeah, or ifsomebody's going to steal it.
Employee is what I'm talkingabout.
Speaker 2 (05:46):
Thank God for insurance man.
Yeah, that's about it.
But like I don't know, you gotto find somebody that you trust
and that's where the the one guyI mean.
I still, I just hung out withhim in Tennessee, yeah.
Speaker 1 (05:59):
A couple weeks ago.
Speaker 2 (06:00):
So I mean, great guy trying to figure out what he
wants to do, nothing wrong, buthe was had every intention, was
very, very adamant about wantingto come and move here from
Georgia yep to, to work for us,work for me, learn everything.
(06:21):
And I was like those family,all those there very, very close
to his family, and I was like,how long are you planning on
staying here, or are you playingon making this like the long
haul?
Oh man, like at least a fewyears, that's.
(06:41):
That's kind of what.
I'm okay and we talk again be alittle bit different.
But he really, really wanted tomove here.
Speaker 1 (06:49):
Yep.
Speaker 2 (06:50):
I was working numbers for him how much I could pay
him looking at trucks to get himin a truck I'm Trying to look
for not me pay for it, butlooking for like apartments and
stuff for him, just doing alittle stuff like that.
And it came to be a prettydecent Like salary because I
(07:11):
wanted to pay him salary, wantedto make sure that he knew what
he was gonna make.
Yeah, give him a couple ofweeks vacation to start and Just
see where it went.
But by the end of it he's likeyeah, man, I think I might you
know like by the time I wasfinishing up my stuff it was
like maybe, like you know, likesix, eight months, maybe a year,
kind of a slap in the face.
(07:34):
Well, not really a slap in theface, it's.
It's a lot of work that wentinto, so I mean kind of a slap
in the face, but kind of likeNot everybody understands that
whenever you're running acompany, that you need some sort
of certainty.
Yeah, especially as a smallbusiness Like I, couldn't have
gone out and bought a brand newtruck or even a used truck.
(07:57):
Get his salary, get his payrollgoing.
Direct deposit, making surethat he's good insurance is good
, add him on there.
Yeah, all the stuff thatencompasses that To go.
Okay, I've probably got threeor four years that I can help
figure out what's going on.
Yeah, six months to a year.
Dude last year flew by oh 100%and I visited 1400 homes last
(08:22):
year.
Speaker 1 (08:23):
Yep, I didn't.
I didn't even go to visit afraction of those or that many,
but I mean I fracture.
I visited, I believe I Thinkmine was a lot lower.
Mine was like 180.
Yeah, but was still.
Speaker 2 (08:38):
I mean, my tickets are much higher typically per
home much higher and You'reyou're looking for your work.
Yeah, my work gets sent to me.
Yeah, to go run calls, so youdo more quantity by far.
Speaker 1 (08:57):
Oh yeah, I do less quantity but more Like higher
paying job.
Oh yeah, more high paying jobsfor sure, yeah, so I Don't know
I.
I See where you're coming fromand I didn't mean it in any kind
of way when I said slapping theface, right, no, no, no.
Speaker 2 (09:18):
And I and I was just like like I didn't take it just
cuz I know the guy and I knew hewas pretty indecisive of what
was going on, so I kind ofexpected it.
But I was like it was eitherLike hey, I don't think I can do
this right, oh okay, cool.
But to hear like a six-monthdeal, I was like man, like
(09:38):
that's gonna take six months toeven yeah, for somebody who's
never been to pull in thestraining.
It like industry to be in thepool industry and not know
anything about it.
Like I Can teach everybodypretty much everything in about
a month.
Speaker 1 (09:53):
Yeah, to get started 100% what.
Speaker 2 (09:56):
You're not gonna understand everything unless
you're in it for at least sixmonths every year.
So I'm gonna train you thewhole time.
You're basically gonna ridearound with me and then by the
end of the year You're gonnaleave.
So I trained you just just.
Uh, they basically waste myfucking time.
Speaker 1 (10:13):
Yeah.
Speaker 2 (10:15):
Yeah, I do it.
So I've got a year where I'mtrying to make more money than
the last.
I Think that's all of us bothand I'm not trying to to get
Somebody around, around with me.
I mean I've got.
I talked to a guy, an oldfriend of mine, I like an old
family friend.
(10:35):
There's his I guess their son,my friend's brother, anyways,
he's not really working rightnow.
He's working on becoming a likefull-on personal trainer.
Oh well like get his license andeverything.
Yeah, like do that, becausehe's got people that want to
hire him, but he's got to havethe right licensing and
everything as well.
He's not really working.
(10:58):
So he's like flipping cars andI do stuff like that.
So absolutely I'm like dude, doyou want to make a little bit
of money during the week?
Speaker 1 (11:07):
Cuz like.
Speaker 2 (11:07):
I might even text him tonight because I've got like
nine lights to pull tomorrow Allthroughout Montgomery.
So how much you paying.
I haven't discussed numbersjust quite yet, but I was gonna.
I was gonna my pocket up adecent amount and buy him lunch.
I got you just to make it worse.
Speaker 1 (11:30):
Yeah, no, absolutely so.
Speaker 2 (11:35):
We'll see.
Speaker 1 (11:37):
Yeah, I don't know.
I always gotta ask people howmuch they're paying, so I know
how much to pay my guys.
Speaker 2 (11:41):
So Well, this is, this is kind of like you're just
.
Speaker 1 (11:46):
I know it's like a.
Speaker 2 (11:49):
And I'm just gonna, whenever I need them for sure,
come pull lights, come Help melift heavy stuff.
That's pretty much it, yeah.
Speaker 1 (12:01):
Yeah, cuz I'm getting tired of coming down to help
you.
Speaker 2 (12:05):
I'm playing, it's okay.
I Don't blame you.
Come on a minute.
You just get lonely when comehang out.
Speaker 1 (12:14):
Yeah, yeah, sounds about right.
I Get bored, so that that's myissue.
I get bored really easily, butthat's getting off topic.
Back on topic.
As far as business goes, wheredo you want to take it this year
?
Do you want to hire employees?
Do you want to expand?
Speaker 2 (12:33):
I'd love to expand.
I'd love to hire employees the,I Think for me.
I know where I want to expandto, but it's a pretty hefty
Investment that I'm willing todo, whether I got to go get a
loan or not, cuz it'll pay foritself and Months, yeah, but I
(12:59):
want to get into.
I'm not gonna say it right now,just cuz I have.
Speaker 1 (13:03):
I'm gonna is this what you told me?
Speaker 2 (13:06):
Yeah, so cuz it'll end up being probably a
different DBA, yeah like I justdid under the company.
But my thing is is I need tohire somebody to do what I'm
doing now, so that way I canlearn.
Do all the classes to learn thenew setup, yep, so that way I
can hire somebody else to dothat so I can go learn something
(13:27):
else or do something else, oryeah, it's hard Trying to figure
out exactly what you want to dobecause you need somebody else
to cover what you do.
Hmm, I need somebody to help mecover 1400 homes a year.
Speaker 1 (13:41):
Oh no, that's like.
That's like me.
This year I want to get in.
We've discussed what I want toget into.
I currently under a NDA, butyou know, you know.
Speaker 2 (13:53):
I have a son nothing.
Speaker 1 (13:55):
Yeah, yeah, but you were grandfathered and you you
knew about it before it waspublic or before it's Gotting
closer any more public than whenit was yeah, um, or it was a
different idea.
Yeah, exactly.
So the whole issue I'm havingis Window cleaning is so easy,
(14:15):
right?
Yeah, I mean, can't findanybody who wants to do it,
cannot find anybody who wants topay them?
enough, for what's the deal?
I'm starting at 18 an hour.
I'm starting at 18 an hour andthen up, like I mean.
Obviously you increase your payup to 27 an hour.
Speaker 2 (14:33):
You should it's not people, I mean, if you, if you
with the ask what are they gonnado?
They?
That's what I'm saying.
It's not like they're gonna beout in the freaking elements
other than maybe some heat andcold.
Everyone said a blue moon here.
Speaker 1 (14:46):
Yeah, yeah, so that's a gas car.
Yeah, it comes with a gas car.
She, oh, four days that you'reworking, obviously, right, right
, I mean, it tracks, the systemtracks when you're clocked in,
tracks when you're clocked out.
Funny enough, I was actuallygoing through and doing some
paperwork yesterday.
(15:06):
Yeah, into the year, stuff froma 1099 guys.
I, one of my employees, back inMay, was running the clock for
over 28 hours.
Really, I think somebody's likeyeah, I remember that I think I
text you.
I said, no, you text me liketwo days prior to that that you
(15:27):
actually Didn't clock out.
And then he then he's like oh,I must have just forgot.
I'm like Sure, oh, sure, so nowI've got a, I've already paid
him, so I gotta get all that funstuff done.
But that's another thing isemployees.
You can always Trust them and Ihate to say it because I love
(15:50):
employees.
Speaker 2 (15:51):
Why do you do?
But I mean, that's, that's kindof where Like, if I'm gonna do
something, I'd rather have myguys, not 1099, I'd rather have
them work directly for me to W2.
Basically just have them in acompany vehicle that is tracked.
(16:11):
Have them a company phone thatway they make all business calls
on a business phone.
Yeah, any business money thatgoes out comes, you know,
business related tools, whatever, yeah, but it's finding
somebody that you can trust in aDamn near or, if not, brand new
(16:32):
truck, because what's gonna endup happening is I'm gonna swap,
they'll be in that truck andThen I'll be in a new one, just
to kind of keep it.
Speaker 1 (16:42):
Going, but it's like do.
Speaker 2 (16:43):
I trust.
Who would I trust?
But then it's almost like youkind of have to get off of the
control factor of it too.
Speaker 1 (16:49):
Yeah, you have to kind of give up a little bit of
control, because I mean there,you're never gonna.
I mean obviously so nobody'sever gonna treat the customers
and their houses the way you do.
They're also not gonna Evertreat the stuff you own like a
vehicle, like you do, unlessthere's a rare person like like
me or my family, like we alwaysreturn.
(17:09):
If we borrow something, wereturn it in better condition.
Oh yeah, I mean, yeah, it'sjust.
Oh no, like, whatever I sell avehicle or try to vehicle in,
obviously the dealership isgonna detail it.
Right, I go and I pay 300 bucksto detail.
(17:30):
I mean, all I've ever had istrucks.
Every truck that I've traded inI think I'm on my fourth truck
now I have brought to the dealer.
The detailer Spent $300 fullinterior and exterior detail
before even bring it to thefucking dealer.
Well, I mean, if you're gonnatry, if you're trying to sell A
vehicle, kind of want to bringit looking clean, well, so we
(17:52):
buy our vehicles through thesame dealership and we've we
know, we have a personalrelationship with them, so they
know, like what we have, thatthey'll just give us a, an
estimate, right?
So they don't see the video,it's sight unseen or maybe a
(18:12):
couple of pictures, but beforetheir flatbed gets here with a
new vehicle and before they loadit on there it's detailed, but
the whole point of it is You'renever going to find an employee
or somebody to treat yourequipment the way you would.
Right?
I think that for me, going into24, I do want to hire, I have to
(18:36):
hire somebody, I have to getsomebody hired, but I don't know
if I want to put them on anhourly or a commission-based.
If I do commission-based, Iknow that I'm going to have a
little bit of a decrease inquality.
If I do hourly, I'm going tohave a decrease in quantity.
So I don't know what I want todo with that.
(18:56):
I would rather have a decreasein quantity than a decrease in
quality, but even an hourly itcould be a decrease in both if I
don't find the right person.
That's what I'm looking forwardto in 24.
I want to expand and I want togrow, and then I want to start
(19:19):
that very soon, but we'll see ifit works out.
Speaker 2 (19:26):
I'm trying to see when I can get this going,
because if I can, I mean it'sbasically like behind a truck
yeah, how much it costs to justget this thing started.
Speaker 1 (19:36):
Yeah.
Speaker 2 (19:37):
That's why I'm a little hesitant now, but
probably just going to bite thebullet, are you?
We'll see.
I got to talk to my partnersfirst.
Speaker 1 (19:47):
Yeah, 100%, 100%.
Yeah, I completely understandit, but I know it's getting
close to that time where both ofus have conference calls to
jump into.
Yeah, I appreciate you joiningus and thank you, guys for
tuning in to this episode of theAzure Craft Grow, influence,
(20:09):
invest podcast.
I'm your host, seth Mills.
Speaker 2 (20:12):
And your co-host, nick Dawson.
Speaker 1 (20:14):
And we hope you guys had a great start to the new
year and we will see you nextFriday.
Peace.
Popular Podcasts
Crime Junkie
Does hearing about a true crime case always leave you scouring the internet for the truth behind the story? Dive into your next mystery with Crime Junkie. Every Monday, join your host Ashley Flowers as she unravels all the details of infamous and underreported true crime cases with her best friend Brit Prawat. From cold cases to missing persons and heroes in our community who seek justice, Crime Junkie is your destination for theories and stories you won’t hear anywhere else. Whether you're a seasoned true crime enthusiast or new to the genre, you'll find yourself on the edge of your seat awaiting a new episode every Monday. If you can never get enough true crime... Congratulations, you’ve found your people. Follow to join a community of Crime Junkies! Crime Junkie is presented by audiochuck Media Company.
24/7 News: The Latest
The latest news in 4 minutes updated every hour, every day.
Stuff You Should Know
If you've ever wanted to know about champagne, satanism, the Stonewall Uprising, chaos theory, LSD, El Nino, true crime and Rosa Parks, then look no further. Josh and Chuck have you covered.