One seat proves the model
Start with the role currently consuming the owner's day, usually dispatch or customer coverage. Success there answers the question everything else depends on.
ONE, THEN SIX
Start with the seat that is hurting most, then keep going
Nobody rebuilds an operations team in one decision. Landry Mechanical hired one CSR in June. By December there were six, across dispatch, admin, AR and permit coordination, and the owner who had been against the idea said she would not build her team any other way.
Start hiring
Prove it with one seat before you commit to a plan.
0 to 6 placements in 5 months91% booking rate vs 80% best-in-class2 employee-of-the-month awards
WHAT CHANGED
An operations layer that stopped being the bottleneck
- >
- A booking rate their marketing company had not seen elsewhere
- Shifts covered that local hiring could not fill at all
- A four-thousand-a-week answering service made unnecessary
- Capacity added on evidence rather than on a hiring plan written in advance
FIVE MONTHS LATER
From really against the idea
“We're up to six across our operations now, and I wouldn't build my team any other way.”
“Our booking rate is 91%. Nexstar best-in-class is 80%. Our marketing company says they do not see this level of booking at any other company.”
HOW IT COMPOUNDS
Why the second hire is easier than the first
The first placement is a test of the model. Everything after it is a decision about capacity, which is a much simpler question.
The scorecard gets sharper
The second search benefits from everything the first one taught us about how your team actually works.
The team asks for the next one
At Landry the operations director requested a second placement at week three, unprompted. That is the signal worth waiting for.
Coverage becomes a system
Six seats across dispatch, admin, AR and permits is not six separate experiments. It is an operations layer that was built one proof at a time.
START WITH ONE
Fill the seat that is costing you the most today
Tell us which role hurts most right now. Decide about the rest once you have seen it work.
Start hiring