Become a Creator today!Start creating today - Share your story with the world!
Start for free
00:00:00
00:00:01
How to Grow Your Solar Team Faster Than You Ever Thought Possible - Hailey Kamfar
265 Plays19 days ago
Hailey Kamfar shares how she selects and shapes quality people for her team using one of the most popular job-recruiting platforms. With a keen eye for potential, her selection, training, and workflow puts mutual respect front and center: keeping productivity and balance at an all-time high with her team.
CLICK HERE: https://apply.solarpreneurs.com/
Recommended
Transcript
Elevating Solar Businesses
00:00:03
Speaker
Welcome to the Solarpreneur Podcast, where we teach you to take your solar business to the next
Taylor's Journey from Struggle to Success
00:00:08
Speaker
level. My name is Taylor Armstrong. I went from $50 in my bank account and struggling for groceries to closing 150 deals in the year and cracking the code on why sales reps fell.
00:00:19
Speaker
I teach you avoid the mistakes I made and bring in the top solar dogs of the industry to let you in on the secrets of generating more leads, falling up like a pro, and closing more deals.
00:00:31
Speaker
What is a solopreneur, you might ask? solopreneur is a new breed of solopro that is willing to do whatever it takes to achieve mastery, and you are about to become one. All right, what's going on, everybody? I'm excited for today's podcast.
Haley Campar's Rapid Team Growth
00:00:45
Speaker
We have someone that I've been working, that had the privilege and honor of working with over the past, what, two years now or so? Yeah. It's been a couple years. It's been little over two years, I think. Yeah.
00:00:55
Speaker
And we actually came in about the same time to our current company. And, you know, it's been super cool seeing ah we got Mrs. Haley Campar coming on the podcast today. Thanks for coming on. Thank you for having me. It's an honor to be here.
00:01:11
Speaker
Yeah, it's been a long time coming. in yeah, I was just saying that's been really cool to see you grow. um You know, I always joke around that we came in um at our current company about the same time.
00:01:24
Speaker
But I kind of had to humble myself because see you just take off, take off, get like a massive team within like yes less than a year. you're already managing a big team. So um no, it's been really cool, though, to see the things you've done and how you've organized your team and everything.
00:01:40
Speaker
So yeah, I'm like, man, we need to get Haley on and see what she's doing to just grow so quick and and i build a massive team. But that's been ah it's been a cool running with you. Thank you.
00:01:51
Speaker
So yeah I'm excited to talk a little bit about that today with
Accidental Entry into Solar Industry
00:01:55
Speaker
you, Haley. And yeah, do you want to tell our listeners just maybe your background, how you got into solar and um you know how you and came to legacy and everything yeah up to this point? Yeah. Absolutely. um Thanks again for having me.
00:02:12
Speaker
I used to listen to your podcast when I first got into solar. And so it's kind of a crazy full circle moment to be on it now. I'm like... wow Um, when you're on the solopreneur podcast, you're like, you've made it. So, um, but yeah, I got into solar, like right after COVID, um, my husband and I moved from, I grew up in San Diego, but moved to LA for like almost a decade, um, met my husband, got married, and then we wanted to move closer to family to eventually have kids, which we ended up delaying a few more years, but, um, ended up back in San Diego and then like COVID hit.
00:02:52
Speaker
So i had no idea what I was going to do or what my plans were or like what kind of job I was going to get into. was like just, i don't know. I think everyone felt that way around that that period of time. it was just kind of weird. and So um i really stumbled into solar. I had a little bit of sales experience from my job prior to that, but like not no door-to-door experience. So I just stumbled into solar through an Indeed ad.
00:03:20
Speaker
Wow. And started working with another company um and made my way over to Legacy, same time as you did, like we talked about. um So like a little over two years ago. yeah I'm super grateful to be at Legacy. um Yeah. And it's, it's just been kind of a crazy, crazy whirlwind. So now I'm like, I'm just so grateful to have landed in this industry, landed at Legacy.
00:03:46
Speaker
I'm really just grateful for the opportunity, even as crazy as the industry is and as crazy as door to door is. um It's been such a blessing for my life and my family's life. And I'm just so glad that I was on Indeed that day, honestly.
Recruitment Challenges and Strategies
00:04:02
Speaker
Kind of accidentally ended up into solar, but it's been good. Okay, no, well, that's awesome. And um yeah, it's funny because a lot of times we joke that it's really hard to find really good candidates on on Indeed.
00:04:15
Speaker
There's always like, you know, the the gems that come, there's some killers that have come from Indeed, but a lot of times, you know, it's like you have to go through a lot of people sometimes and they're not that serious and... You don't know if they're going to show up.
00:04:27
Speaker
So that's cool that you took it serious. And for you, was it like right out of the gate? You were like all in and all about it? or did you feel like you kind of had adjust for a little bit? Yeah, I was I was like all in. And it's so true. Indeed's a funny thing. We do a lot of Indeed recruiting on our team. um and it is it's. like no different than the doors. You have to go through a lot of no's and like a lot of kind of like trash candidates yeah um to be able to find really dialed people. But I, as soon as I got hired, I was like, I just took it super seriously, but that's really my personality. I'm like, if I make the decision to do something, I'm just going to go hard at it. Like I, that's just who I am. And that's what I did. So it, I wasn't super successful firsts,
00:05:13
Speaker
It wasn't like I just like hit the ground running and signed like six deals in my first three weeks. It was definitely not like that for me. It was a bit of a learning curve. um I think it is for most people getting into solar, getting into door to door. It's you have to kind of find your groove a little bit. But yeah, as an as an Indeed candidate.
00:05:32
Speaker
Yeah. i I think it worked out pretty well for me. And funny enough, like the core people on my team, um like a lot of my closers all came from Indeed as well. yeah Good people can come from Indeed. i know that's kind of a controversial conversation we have, especially in our office. Like there's mixed opinions on if Indeed is worth it or not, but some good people can come from Indeed. Well, and I think what we'll talk about more is i think what you've done really well is, you know, some people are like, oh, Haley, I tried it Indeed, but it didn't work out. And, you know, I brought in 20 people and none of them worked out.
00:06:07
Speaker
But I think a lot of people, it's like they don't necessarily have the lead problem or Indeed. it's maybe like how they structure it after, like how are you actually nurture most people coming in. So I would say me looking in from the outside, that's what I've seen you crush it with is just like having a really good structure, getting your guys set up the right way, getting them really well onboarded and them knowing exactly what the next step should be to have success.
00:06:31
Speaker
Because, yeah, I mean, I think that's probably a big problem. Sometimes if Indeed isn't working, some people need to take a look at that part of it, probably make some adjustments, which we'll hopefully talk about here soon. Yeah. But no, it's cool. And so for you coming in, Haley, do you have any, maybe people that are listening this that maybe they came from Indeed or maybe just started, you have anything you did that kind of flipped the switch, that helped you start having success or maybe some things you wish you could have done differently looking back from when you started back when you started?
00:07:01
Speaker
Yeah. And I think you hear this a lot, but when I first got into solar, i not like tried to reinvent the wheel. I think I think i was pretty coachable, um but I was knocking like maybe higher income areas than I should have. And again, every for everybody, that's
Women in Solar: Representation and Support
00:07:18
Speaker
different. But um like two of my mentors were like, you need to knock like lower income areas. You need to knock...
00:07:24
Speaker
like get out of the bougie parts of Poway. And, and I just still like was on that grind. Um, but I was given it everything I had. And on honestly, in hindsight, hindsight's 2020, those doors can be tough. People like know what they're talking about.
00:07:41
Speaker
Um, they have pretty dialed objections. It's, it can be ruthless. Like hi if you can knock and find success in a high income area, I think that you can really make it work anywhere. So yeah, it didn't really work well for me for establishing a solid pipeline early on in my career as a setter.
00:08:00
Speaker
in hindsight, I feel like I can knock in any kind of neighborhood. yeah And very early on in my career, i could knock like really any demographic. at My first install was on like a two and a half million dollar house. Oh, okay.
00:08:14
Speaker
I was just like, this is the area I'm working. so I definitely got that rejection therapy out of the way or early on, I think. That's what's cool about San Diego, too, is because everyone from outside, even California, other states, like, oh, my gosh, San Diego.
00:08:28
Speaker
Like, I don't even know how you knock there. People come like blitz and think it's just like way hard and all that. Mm hmm. But it's like, and you started even harder, like not only San Diego, but like high income San Diego. Why do I do that to myself? That's like the like what you send the Navy SEALs to.
00:08:44
Speaker
Door-to-door Navy SEAL, basically. So, yeah, I mean, it's true, though. If you can figure out and knock that and have some success, then that should be a lot easier when you go to maybe, you know, a little bit lower income. Yeah. Areas where they haven't been hit up a ton. So for sure. But if you like for anyone listening to this, if you're just getting into solar, listen to your mentors and closers when they tell you where to knock and where you can make money a little bit faster um and get that low hanging fruit for sure.
00:09:14
Speaker
I think that would be would be good advice. but I mean, everything, like your door-to-door journey career, I think like every, there's no real losses. It's just like lessons.
00:09:25
Speaker
Yeah. yeah. Cool. And then you, another thing is, i don't know about your first company that you started with, but, you know, obviously door-to-door, solar, it's definitely like a male-dominated industry. I see sometimes a lot of ah girls come in where they feel intimidated that it's all guys. Mm-hmm. And I think we, you know, as it is now, like your managing team, we have Zyra, one of our other come um like lady bosses over there that's crushing it.
00:09:53
Speaker
But yeah, some companies it's like might be only two girls or whatever on the team, or maybe there's only one. And so when you started out, was there other like women in the company and everything? Just one other. And I'm so grateful for her She was our DM at the time.
00:10:10
Speaker
And she was, I mean, gosh, I just don't even know if I would be in this industry still without her because I'm not like that tomboy, like hanging with the boy. Like I'm, I'm a girl's girl. I'm a girly girl. So being in a male dominated industry is kind of funny for me.
00:10:26
Speaker
But I think it just goes to show that you don't have to be like that tomboy girl that to, to work in this industry, like you can really make it your own. Um, and, and ultimately be yourself, right?
00:10:40
Speaker
Men, women, whatever aside, you can be yourself and door to door and you don't have to be like a solar bro to have success. But there was one woman that I worked with and she was my mentor. She was my, my closer in the DM of our office.
00:10:56
Speaker
um And I'm just so grateful that she existed because aside from her, it was literally just her and I, the only two women in the office, like period. And I went weeks and weeks and weeks with every correlation, every meeting I would show up to being the only female. So it was weird. It was very like kind of out of my comfort zone, but yeah.
00:11:17
Speaker
I think just in that season of life for me, um and just with so many like changes going on in the world too, i was ready for a change. I was ready to be yeah out yeah of my comfort zone a little bit.
00:11:30
Speaker
um And funny enough, when I started working for that company, my DM mentor at the time, she was pregnant. So it kind of ended up in this full circle journey where I had that representation to see a woman killing it in like all areas of her life and like really like having it all. um Then it just, it showed me the way. So really it's important for me in my job and my career now to be that representation for other women because this industry and this job and door to door can be such a beautiful thing for women and like aspiring mothers. And like you really can have it all. And the freedom, the time freedom to be a present parent. And I mean, this applies to fathers too, but I mean, what a blessing this industry is. And it just... I wish more women were in it, um which is, I think it it is turning a little bit. Yeah. I love to hire women. So hit me up, fair lady. Yeah. yeah
00:12:29
Speaker
No, I think it has gotten better because, yeah, I've seen some companies I've been with where there's like basically zero support for women. They just feel like super isolated and, you know, good they all would quit and everything. But yeah, what's been really cool with um Legacy, where we're at, is there seems like there's way more support you guys got. I know you're doing like a monthly calls and stuff like that with just like a what is it woman of valor something woman of valor first wednesday of every month yeah so that's super cool um i know he's got you guys got some different like group chats and stuff like that and just kind of supporting each other
00:13:03
Speaker
um because yeah i've been with some companies where they didn't even have like like even stuff as simple as shirts stuff like they didn't like shirts for the ladies wow and so they're coming in and they're like they have to just wear like they're the same shirts as all the other guys so it's even stuff as simple as that wow um so i think there's some common sense things that people can do um to make you know hopefully the ladies feel lot more comfortable but Is there anything else you see that maybe work companies can, don't know, help though help the ladies feel more comfortable or, i don't know, things that you do for your team to help them feel, don't know, more in Cleveland
Successful Team Building Strategies
00:13:37
Speaker
and stuff like that? In a lot of ways, it's just going to come down to the person, um right? It's like if there's a female and she has a desire to make it work in this industry, she's going to make it work, whether there's a representation or not.
00:13:51
Speaker
Door to door is hard for a lot of people, male or female. It's, you know, you can't make everybody feel like comfortable in it because it's kind of an uncomfortable job sometimes.
00:14:03
Speaker
So it's hard to say. um i think having representation is great. it's if you can If you have female reps on your team and you you want to encourage more female recruiting, um pour into the female reps that you have already. um And not doing anything special or different that you would do for your female reps versus your male reps. Just make sure you're pouring into them as much as you're pouring into their male counterparts.
00:14:29
Speaker
Yeah. And not like leaving them, leaving them out, I guess, um you know, promote them to leadership, encourage them, right. Paint the vision for them to be leaders.
00:14:39
Speaker
um And I think just by having that representation in your office or in your and your company, um the female recruits follow. Yeah, I think once you get, especially where we've seen, you know, like you, Zyra, people get promoted as leaders. Yeah, it makes it a lot easier to be like, hey, like you have a growth path.
00:14:57
Speaker
um There's been other, you know, girls in the company that have been like great leaders and definitely it opens up a lot of opportunities. I think once people can see how you can progress. And yeah, I know you got a lot of Girls that crush up on your your team to just shifting gears little bit. So let's talk about, you know, building the teams because like I mentioned the beginning, that's something that I saw you just like take off with from the beginning, you know, really have a ton of success with. So ah did you before you came to Legacy, were you leading a team at your other company too or? Yeah, I was ah i was a manager at that office. But as far as recruiting, we didn't do any recruiting. they They did all of their recruiting through Indeed. So they didn't, I guess recruiting wasn't as encouraged. um but We just didn't think about it.
00:15:44
Speaker
And so when I came to Legacy, that was was definitely a challenge I was faced with. There was like five of us total um that came over from that other company. right. And talking to our leadership within Valor, the name of the game is building your team, right? I mean, we came over around the same time. Like that was, that's it. That's what you do. And i just was racking my brain for weeks. Like, how are we going to do this? How are we going to build this team, hit these metrics and to, you know, be in official leadership. Like, what are what are we going to do? And so, I mean, it wasn't just me. I'm not like a one woman show.
00:16:22
Speaker
I'm so blessed with like my core group on our squad. And we just got creative and super collaborative about what can we do. um And so it's it's not just Indeed recruiting. It's a lot of organic recruiting. It's a lot of you're at a Starbucks or you're somewhere like we, I have some guys on my team that are just so good at this. It's like everybody they talk to ends up at a correlation.
00:16:44
Speaker
So, um, just like tapping into every pillar, right. Organic indeed, um, reaching out to family and friends, old coworkers. And that was just, that's what we were obsessive about for probably six months straight obsessive.
00:17:01
Speaker
Um, all of our weekly team meetings that, you know, even when it was just like the five or six or seven of us early on, all of our team meetings, the sole focus was building. We were just in such a building area era and we were like obsessive about it. It was all we talked about.
00:17:19
Speaker
And I think it helped because when it's on the forefront of your mind, you see it more often yeah and you see the opportunities for recruiting more often. So you just naturally have more conversations and invite more people and recruit more people.
00:17:33
Speaker
It's funny. it's It's cool that you say we too. It's the one there's something that like you're thinking. So it sounds like you really got your entire squad, your entire team just bought into, hey, guys, let's let's build quick. let's like Let's like start doing all these things. And they just like fully bought in and started bringing tons of people.
00:17:51
Speaker
Yeah. That kind of happened. Yeah, we had a big vision for what our team was going to be. um We didn't even have a team name, but um we just we got excited about the way that Legacy was in the San Diego office was kind of organized and the success that a lot of people were having there. We're like, we want a piece of that.
00:18:11
Speaker
Um, so we just made it happen. Yeah. It wasn't, it wasn't just me. Like it was, it was my, my kind of core group of people and, um, we're still going strong. Now we have like 60 people on our team. So we went from six to 60 in two years, which was so crazy. It's been crazy. Yeah. Yeah. And that's one, something I've learned from you is because, um, when I came in,
00:18:33
Speaker
um You know, I didn't have that same. I thought, yeah, I'm going to grow, but it really includes my other guys. And I was just thinking, oh, I'm going to grow. But, you know, they can kind of do their thing. and yeah, something I've learned, like seeing you and other leaders is you have to start acting like the leader. you have to find solid people that can help you grow.
00:18:52
Speaker
um it just helps like so much when you have other people bought in and you're not trying to do everything. and you're like spreading the vision of what you want to do. Cause I had the vision for like, Oh, I'm going to be like Kaylee. I'm going to grow my team.
00:19:04
Speaker
But I think probably for the first year, i wasn't really like, I wasn't really like talking about that with my team, with my other guys. And so I probably kind of stunted our growth a little bit. Cause I think I could have been growing a lot quicker. but it's just you know you got to include other people and every great team they have multiple leaders we talk about we have like squads on our team we got a massive office and so i think especially with with how our team is structured it's just like really tough to grow unless you have other solid guys that you can grow with unless you have things you can delegate um i see you doing that too it's like you got renee you got some of your other people that you can like delegate them going out with guys and you know I see your guy Rene that's a really good leader he's also running like what do you do like boot camps or something or kind of like little mini boot camps for people coming in stuff like that right yeah he's so dialed um he's one of like our original core TMT founding fathers I guess
00:20:01
Speaker
And he is just he's so dialed. um He ran so we have like within my squad, we have like many squads within it. um And he I mean, he's what an incredible leader, just the way that he gets his people plugged in and dialed and like cranking right away. And he is so like we have great squad culture, but he has like a culture within that culture.
00:20:26
Speaker
and it's it's just amazing. It's amazing to see. And they have a lot of fun. Yeah, it's cool. love witnessing it. Yeah, we'll post. We just did a podcast with Renee, I think about a month ago or so, pretty recent. But it's cool because you've got this whole kind of like, you know, Spanish theme within your team. And, yeah you know, people would see you be like, like, how is Haley over like the whole Spanish squad? Because yeah you got like people that it's like pure Spanish deals and everything. Right. Yeah. im like I have a few people on our team that like don't speak English and they're just ripping in Spanish, like just killing it. So i know it's it's amazing. And it goes back to, I think a big thing with me being, you know, like a girl in a male dominated industry is like, what's really important for me with the growth of my team is diversity. Like anybody can be successful in this industry.
00:21:16
Speaker
But like, no matter what language you speak, what country you were born in, like what experience you have, like, that's the most amazing thing about the door to door opportunity is like anybody can can make it work and be successful and still stay true to yourself and like be you. Yeah. Which is just really cool.
00:21:36
Speaker
Yeah, you crush it with that. Yeah, it's funny because I was just in Utah with my family and my kids were watching. I don't know if you've seen that Disney movie, Ratatouille, with like the rat cooking and everything. And that's like the whole thing in the movie is that like the guy says anyone can cook or whatever, you know. So cute. I haven't seen him forever. Yeah, you should go watch it. Yeah, I will.
00:21:56
Speaker
But it's like anyone can cook. And then by the end, they're like, okay, this maybe this is what he meant, that anyone can cook is because the rat can like cook too and everything. Aww. So cute. And so it's like reminds me of that because, because yeah, to be honest, there's some people that I've seen you bring in too where like I look, I kind of like prejudge. I'm like, oh this person, like I don't think they're going to fit within our culture. don't think they're going to do good.
00:22:17
Speaker
And yeah, you've had a lot of people like that that maybe just like kind of looking at them, you wouldn't, you kind of be like, uh, it doesn't seem like they're going to do great. Yeah. But then I've seen you like have a lot of these people that,
00:22:28
Speaker
You wouldn't expect that you just pop off and get lots of sales. Pop off. I know it's, it's the people you wouldn't expect. And I think that, um, yeah, you can't sleep on people. yeah i mean, as long as they're hungry, like that's, that's all it takes.
00:22:44
Speaker
That's all it takes to be on my squad. So. Yeah. So, yeah, no really good lesson for people. never Never prejudge the same thing. Like a customer, never prejudge a customer if you think they're going to buy solar or not. Yeah. I think same thing with recruits in this. You never prejudge a recruit because, um yeah, I always tell people that my first company, we had a guy that was like...
00:23:06
Speaker
I think he was either they autistic or, like, Asperger's, like, really socially awkward all that, but he would just go out, like, beyond the doors eight hours every day, and, you know, he didn't really... he didn't have objections affect him, because I think he almost didn't, like...
00:23:21
Speaker
Yeah. You couldn't like recognize that he was even really like a rejection or whatever. He's just like, oh, I'm going to next. It's kind of just like a machine type thing. like actually genuinely didn't even notice. Yeah. So it's almost like a good thing. He was like the perfect setter. Yeah. Because he was like, I'm just going to go out. It's like a nine to five job. And yeah. Yeah.
00:23:38
Speaker
yeah So yeah, there's so many people, examples like that where they can come in and do good, but we just got to like, you know, pour into them, not like treat them different. Yeah. Yeah, some of them, they're there's going to be a lot that, yeah, there they're not good to or they're not going to work. but Oh, yeah. Just like anything.
00:23:55
Speaker
and just It's not like everyone that we hire just becomes a savage, right? Like we go through a lot of people that just – they're just not going to – it's not the right time in their life or they just don't have what it takes for whatever reason. That's a whole other conversation of like what does it take? But, um yeah, it's not – we don't have like and a secret sauce of – Anybody that we hire under our squad just ends up being a complete savage. But um yeah, yeah, we go through some so yes people that don't make it work too. Yeah, it happens.
00:24:28
Speaker
um But yeah, so what's ah for for our audience that's listening, maybe if they're struggling with like um converting the Indeed recruits... We talked a little bit about some your structure, but what have you found success with and like your structure from, you know, getting in the door?
Recruitment and Onboarding Techniques
00:24:44
Speaker
know if you do like interview. What's what does that look like getting the indeed people in and where they go from there? What's like your kind of system for managing all those people and getting in? Yeah, I think there's a few things that we do. think it helped having gone through that myself, being an Indeed recruit myself. I have that perspective.
00:25:05
Speaker
But there's there's a few things that I think are important or areas where people go wrong. um I think that, well, for starters, like setting the expectation. I think a lot of people will come to a meeting and they don't even realize that they're coming to a meeting and that it's like this like big recruiting thing. yeah um And then they already feel like, wait, I'm already hired. There's not enough takeaway.
00:25:27
Speaker
um When I was, and it's funny now because like, again, i to some degree, anybody can make this job work. So we hire more people than we do not. um But having a little bit of takeaway, like it shouldn't be so easy to get a job on your team. It shouldn't just be like, oh, you have a pulse.
00:25:46
Speaker
You're hired. Here's a shirt. Let's go. um I think that if it's too easy, right, we do the same thing. We know this to be true. We do the same thing on the doors, right? Everybody has a takeaway in their door approach and there has to be a takeaway when hiring as well.
00:26:02
Speaker
but Sometimes, and it just depends on the situation, but sometimes just having them go out on the field for a day or two. Renee's really good at this. Um, he'll take people out like on the door, see kind of like the the hard part of the job before they even see like the fun culture, good vibes of the office.
00:26:20
Speaker
Um, because that's like the fun part of the job. That's like 1% of the job is coming to the office for a team meeting. Um, 99% of the job is the actual grind of it. So like proper expectations and a good takeaway.
00:26:34
Speaker
um and then just having a system, I think people fall through the cracks too often, We hire and then like as leaders, we're so we're so busy, right? Especially the bigger the team you have, just the more things on your plate.
00:26:48
Speaker
um You can't let people fall through the cracks. So making sure that there's at least two people assigned to them. Yeah.
00:26:59
Speaker
it is their job to seek out mentorship like don't wait around for me or renee or who you know whoever it is taylor to hit you up to shadow You're on this group chat now.
00:27:12
Speaker
It's your job. You're treat this job. Like it's your business. You need to seek out the mentorship. You need to seek out the, Hey, when can I shadow you? Hey, can I pitch you? You need to call me. I tell them I love seeing like just a random call from a rep. Hey, Haley, can I pitch you? um And you have to seek that out. So I tell everybody that in every interview. um and And if I tell you that and you're still not doing it, then you're probably not going to have what it takes to go out and pursue homeowners. If you can't even pursue somebody that is telling you, like, please call me and pitch me. Please text me and ask when you can come shadow me when I'm knocking next or who you can shadow today. If you can't even do that when I'm asking you to, then you're probably not going to be able to pursue customers in that way. So kind of giving them the assignment that it's like their job to seek it out helps a lot of people not slip through the cracks. Okay.
00:28:04
Speaker
That's good. So do you, uh, when you do an interview, are you like, what's kind of your takeaway in the interview? Are you just saying, Hey, we're going to have you try this for a week type thing, and then we'll bring you on from there. What kind of like takeaways are you doing in the interview?
00:28:19
Speaker
Yeah, I'll have them shadow at least like one day. yeah guys um i also, I used to give everybody, I'd hire people and give them a polo and I would never see that polo again sometimes.
00:28:31
Speaker
Because I think people interview really well. And then after the hype of a correlation, and then now you're in an interview, nobody's going to say to your face, um I don't think this is for me. And I think you guys are all a little crazy. Nobody's going to say that even if they're thinking it. Yeah. So having somebody show up on the doors either later that day or the very next day, like within 48 hours, they need to be hitting a door shadowing someone. yeah um Another thing that we do too, is if you can have your pitch memorized by the next correlation, but you get a hundred dollars.
00:29:06
Speaker
And i I don't even ask for like a perfect pitch, but like if you have put in that much time and effort to memorize your door approach, like how are you not going to use it?
00:29:16
Speaker
Yeah. So, um and a lot of people getting into... and new And any new job, like people need money. If you're looking for a new job, you're probably looking to make more money. So, um, a hundred bucks usually, usually get some. And if you can't even do that, then what are we talking about? yeah So those are just some good things. Like in the first week Um, that tell me a lot about if a person's ready or not. And then i just match energy. Like if somebody's like showing up and they're posting and they're hungry and they're like curious and they're asking questions, like I'm just going to double down and match that energy. Like if not, then yeah.
00:29:54
Speaker
Yeah. That's fire. Yeah. I did have one person the other week where, um it's actually kind of nice that they, like made way through the meeting they just got up and walked out because they're like uh respect that isn't for me i'm like i respect that thanks for thanks for not wasting your time i've had that happen a couple times too or like i get a text message and i'm like that's totally fine yeah i'm like okay thanks for saving us some time that we now have to yes yes because it is really time consuming the whole interview process hiring process um Yeah, what about people that um because I know we all people like this where, you know, maybe they're in for a little bit, but then it just gets to a point where you get kind of like tired of like having to check up on the one because you have me to tell me, like check in with me, give me updates and all that, but they're not. And then...
00:30:43
Speaker
So I even have some people like that now on our team that we deal with where it's like I get exhausted of just like having to follow up with them. So I'm just like, OK, well, I'm not going to like kick you off the team, but I don't want to like it's just exhausting having to like babysit and having to be like, hey, did you go how many doors did you hit? This and that.
00:31:01
Speaker
So how do you deal with people like that? you just eventually? Like off boredom or I don't see anything. I don't know. You tell me. I'm just kidding. It's hard though, because every person's different. Um, yeah I think whenever I feel like somebody's just a little bit at my, a I'm very much like, I don't lead with the stick at all. I was very rarely, if somebody's not hitting like door counts or metrics, you'll very rarely ever hear me talk about it. Okay. Um, I'm much more of, if I feel like somebody's in a slump, they're probably in life, either really getting like beat up or on the doors, super get like this job.
00:31:42
Speaker
You deal with a lot of people kicking you when you're down. I don't think you need it from your manager or leader. Um, and I think sometimes, you know, you got to talk metrics, you got to talk numbers, but I try to get ahead of it by talking about it, like in like a vision perspective and more like as a team, we talk about it.
00:31:59
Speaker
Um, I had somebody, i have somebody actually on my team right now that, um, yeah, just hasn't been working at all. And my natural reaction was, I think like all of us, right. If, if you're leaving a team, you want to just be like, Hey, like, what the heck you're not working. Like, what, what are we doing? Like, I need to offward you like your cut. yeah Um,
00:32:25
Speaker
But I just texted them the other day and was like, hey, meet me here, three o'clock. And like, that's it. And they came out and I could tell for the first hour they were expecting me to come down. on He was expecting me to come down on him. I could tell like there was a little bit of attention of like, okay, I know that I'm going to get like a talking to. yeah And I just was like, hey, let's do like, hey, here's the plan. Here's what we're going do today. Like, here's how many conversations we're going to Here's how many bills we're going to have.
00:32:55
Speaker
um And it was hard because I did want to be like, dude, what the heck? Like, let's get to work. What are you doing? You know? um But we had a really good day. And by the end of the day, he opened up to me about just some that some pretty serious personal stuff that's been going on in his life.
00:33:11
Speaker
And People have stuff going on. Um, and I think we like forget about that sometimes. Um, that's not to say that some people don't deserve to just, you know, maybe it's not the time for them to be on the team.
00:33:24
Speaker
Um, but now this person has been like showing up a lot more on the doors this week and has like a pretty dialed in plan for next week. And, um, Yeah. I, I don't like to give up on people too easily. Yeah. And I think it's like a strength, but also, um, you know, it's blessing and a curse.
00:33:43
Speaker
It's also a weakness sometimes, but, um, yeah, I, I think you have to like lead with your heart, lead with a carrot more often. Um, I try not to crack the whip all the time. yeah And I like what you said. i think that's why it's good to have other people that are also helping lead your team. Cause yeah.
00:34:00
Speaker
What I found too is sometimes I don't know. just see the person not showing up. But then we have kind of like our leaders chat within our squad too. And sometimes I'll send out like, hey, does anyone know why this person has been, you know, like not showing up or whatever? And I'll find out stuff. They'll be like, oh, they're going through this or that.
00:34:19
Speaker
Yeah. And yeah, I mean, it's I know I need to do a better job about like communicating with these persons. So hopefully they can feel like they can call me and, and you know, tell me what's going on and all that. But yeah.
00:34:29
Speaker
But yeah, it's good to have other people too that hopefully you can support guys as they're going through things. And yeah, like you said, not just give up on them because I had one of our guys call that had been like less active. I knew he was going through some stuff, but that's just like you have some family stuff. and I'm like, man, I don't really know what I can can do to help you. I'll pray for you and all that.
00:34:50
Speaker
Um, and I didn't really, but just kind of like let him do his thing. He wasn't really working, but then he calls me like a couple weeks later. He's like, Hey, did, so was I fired from legacy or am I still on the team?
00:35:01
Speaker
I'm like, no, you're still on the team, but it's. Yeah, I mean, I know you aren't really able to work right now, and but yeah, I mean, come come back and now he's been hitting after then. so I'm like, oh, maybe I should have like, i don't know, tried to communicate with him more. So he's not feeling like he's like fired from the team or whatever. You never know what people. Yeah. and Sometimes what we're thinking is like totally different than what they think. Yeah.
00:35:25
Speaker
You know, everyone's different. I think that's a hard thing about leadership, too, is like there's so much nuance with it. Every person that you're that's on your team comes from such a different background is such a different person. Like what makes them.
00:35:40
Speaker
and what inspires them and what motivates them is different than the next person. And so like each individual person is kind of its own little project. And yeah sometimes you don't know if you're doing it right.
00:35:52
Speaker
yeah Like, but I think it goes a long way to ask people if they're motivated more by like, Hey, like standards and like they if they, they like it. Like they lick the whip a little bit because some people do. Like I know sometimes I do too.
00:36:06
Speaker
um Or if people are motivated more by... um like encouragement. And so everybody's different, but I think it goes a long way to even just ask them like, Hey, how would you like me to lead you? How would you like me to motivate you?
00:36:23
Speaker
Um, and especially like once they say it too, then it's like, well, hey you told me, you want it? The accountability or, you know, whatever. So yeah that's good. Yeah.
Balancing Career and Motherhood
00:36:33
Speaker
And before we start wrapping up here, Ailey, I wanted to ask you, I mean, you recently had a baby yourself. Congrats. Thank you. How old's your daughter now? She just turned. My daughter's name is Noah, and she just turned one on Tuesday. So depending on when this comes out, um, yeah, July 1st, she turned one.
00:36:52
Speaker
Yeah. yeah happy Yeah. That's right. and the other day, happy birthday to Noah. Yeah. Um, but it's been really cool seeing you not only be like a leader, but you know, being a mom and all that. And yeah, I got respect. I got three kids. Ours turned one a couple months back to our third, our third boy.
00:37:11
Speaker
And, uh, yeah, it's a lot. I'm like, man, I don't know how, I can't even imagine trying to be like a mom and then lead a team, still get out on the doors, still close deals. So yeah I'm curious, what have you done to like help you like still be able to produce, still be able to lead your team and be a mom? It's gotta be, I can't even imagine. So do you have any advice for people that, you know, maybe moms listening to this or dads, I don't have it figured out, but yeah. Yeah. Well, and I think that's so true. Like I've spent the past 12 months figuring that out and I'm still figuring it out.
00:37:43
Speaker
Um, but like I was saying earlier, I think what's really cool about this industry, and I think more women and more like moms or aspiring mothers should, should give this a shot is the time freedom that you have to really, like you can really have it all. And that's one of our values. And it's like, just been the most important value to me the past year half, um,
00:38:05
Speaker
um is like, you can have it all. Like I can lead a team. I can lead a very successful team and I can still be a present mom. And that's not to say that like my life some days is not a little out of balance. I have days where I'm, you know, I'm just all in on being a mom. And I'm like, I know that I have like,
00:38:25
Speaker
a laundry list of things that I need to do for like my team and people I need to check in on and like 17 emails to respond to and three customers to call back. And like those days can be really stressful. yeah Um, but I have helped too. I mean, we have, we have a nanny that helps us part time. So, um, yeah, we, my husband and I, we've been, we've been spending the last 12 months figuring out how to juggle it all.
00:38:50
Speaker
But I think that the biggest life lesson, biggest takeaway from having a baby and starting a family is it forces you to prioritize things and not let maybe some of the little trivial things that maybe little dramas on your team or um small issues with like homeowners or installs, you don't even have the capacity or bandwidth for those to be things that ruin your day.
00:39:17
Speaker
because you just have so many other like higher priorities. And so I think, and I was talking Zyra about this too, it's it's hard being a mom and running a team and doing all the things and closing deals and and it's hard juggling it all.
00:39:32
Speaker
But in a lot of ways, it makes you better because now you have a better perspective on your priorities. So like all in all, i I think that it's been like the best thing for me and it's helped me learn to delegate because I can't do it all anymore.
00:39:48
Speaker
um i can't micromanage my team, my people. um And so I think that funny enough, like getting pregnant and having a baby has been a huge thing for my team because I've had to have people step up and take the lead in other ways. And it's made us like a stronger core leadership group of, of our squad. oh that's awesome So it's great. It's it's great overall.
00:40:13
Speaker
Yeah. Yeah, I definitely had to learn it too. I mean, I don't and don't do as much as you do being a mom, but still even just like trying to got three boys. So then just, you know, like trashing our house and it's like impossible to keep keep up with. Yeah.
00:40:27
Speaker
Yeah, I think I've told you this before, but it just got to a point where we were like, I was just working and then coming home and laundry cleaning. And it was just like groundhog day over and over and over again. and I was like going insane. So I'm like, man, we need to get someone to help us. Yeah.
00:40:41
Speaker
One of the best things for me too was just like having someone come. We have someone come twice a week, help with laundry, clean up a little bit. And, you know, even her coming, it's like the hour after she's gone, the house is already like, tonight I can miss him. But yeah.
00:40:57
Speaker
But yeah, it just helps to buy back some of that time and then yeah delegate things. Like you said, have other leaders step up. And um yeah, a lot of people, they don't know that Yeah, they don't know what they can become. They don't know that they can be a leader until you give them those i responsibilities, have them step up. So um yeah, I mean, that's that's, I guess, a side benefit. Cool to see other people grow within the organization for sure. Yeah.
00:41:23
Speaker
Um, well, well, Haley, it's been ah awesome having
Connecting with Haley for Advice
00:41:26
Speaker
you on. Um, so as we start wrapping up here, um if people want to you know, maybe like follow, follow you more, um, reach out, I don't know, hear about how to build their team better. What's the best place to get in touch with you? Yeah, I'm on Instagram. Um, just Haley cam first three letters of my last name. So H A I L E y K A M. Um, yeah. DM me, hit me up.
00:41:53
Speaker
Okay, we'll hit her up. And then, um yeah, last question or two here. um Maybe a rep that is struggling or someone that hasn't gotten their first deal
Encouragement for Struggling Reps
00:42:02
Speaker
yet. It's been couple months, a situation like that.
00:42:06
Speaker
What would you tell someone like that that's going through it right now that's having a tough time? Any advice you could give a struggling rep? Keep going. keep going. Like you, you just have to keep pushing forward.
00:42:19
Speaker
Um, for very few people, this job or this industry is like success right out of the gate. It it takes, so it takes a while. um and I think if I had given up in those, you know, first three or four months, um, I wouldn't be where I am today.
00:42:35
Speaker
um, Just get determined to to push through and be persistent and bet on yourself. And i mean, as long as you're putting in the inputs, don't give up.
00:42:47
Speaker
There you have it. Yep. There's no losses, only lessons like Haley said earlier. So um guys, go give this episode a share. Let Haley know you appreciated her coming on the podcast today.
00:42:58
Speaker
and um yeah, i'm still trying to catch up to I'm still trying to catch up to you, Haley. But hey, hopefully maybe 10 years from now, I'll have 60 reps like you. Keep building. So yeah, hit us up. Join, yeah, join myself and Haley. We'll i get some deals locked down for you here in San Diego.
00:43:16
Speaker
um But yeah, thanks again for coming on the show with us today, Haley. Thanks for having me. So some of you already know that I run my own door-to-door sales team here in San Diego. And as we were gearing up for the summer, I realized if we do the same thing we always did, we're going to get the same results.
00:43:32
Speaker
But if I want to increase my deal flow, I need to do something different to get an advantage. Then we discovered an app called Solar Scout. But it's not a door knocking app. It's a data platform that shows us who is likely to go solar in our market.
00:43:45
Speaker
It shows us who has previously applied for solar but later canceled the deal, who has moved in recently, and even how much electricity the homes are using in a given neighborhood. It's been working for a lot of teams across the country, and now I'm on board too.
00:43:59
Speaker
I'm going to be one of the first to use SolarScout in San Diego, so I decided to partner up. But I told them, hey, I'm going to talk about SolarScout on my show. you need to give my listeners a great deal. And they did.
00:44:10
Speaker
So go to solarscout.app forward slash Taylor and book a demo with them, and you'll get 10% off your first month when you sign up. That's solarscout.app forward slash Taylor.
00:44:22
Speaker
Okay, back to the show.
00:44:26
Speaker
What's up, solopreneurs? Hope you enjoyed the episode. Before you run out and start selling more solar yourself, wanted to let you know about an exciting new cheat sheet we created specifically for you in mind.
Top 10 Solarpreneur Episodes Cheat Sheet
00:44:39
Speaker
One of the top questions I get asked on Instagram, on Facebook, by our listeners is, Taylor, where should I start? What episodes should I listen to in the podcast? You got too many podcasts, man, because now we have over 200 episodes.
00:44:54
Speaker
So what we've done, we created the top 10 most downloaded, most listened to, and i would say widely accepted, most useful podcasts that we've done here on Solarpreneur.
00:45:07
Speaker
We put them together all in one sheet so you can go, you can hit the ground running, especially if you're new, you do not want to not have this sheet. So go download it right now. It's going to be at top10.solarpreneurs.com. Again, that's top10, the number 10,.solarpreneurs.com. Don't forget the S on solarpreneurs. We will have that in the show notes. Go download it right now.
00:45:32
Speaker
And especially if you have not listened to them, go listen to them and you can re-listen to them. That's going to show you how. So go download it and we'll see you on the other side.