Transcript
Speaker: Welcome to the Solarpreneur Podcast where we teach you to take your solar business to the next level.
Speaker: My name is Taylor Armstrong.
Speaker: 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.
Speaker: I teach you to 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.
Speaker: What is a solopreneur, you might ask?
Speaker: A 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.
Speaker: Okay, what's going on?
Speaker: We're live here at SolorCon, and I'm stoked to be here because we have the one, the only Brandon Hall on the podcast about time.
Speaker: So, Brandon, thanks for coming on the show with us.
Speaker: Of course.
Speaker: Thanks for having me.
Speaker: Yeah.
Speaker: It's going to be a good time.
Speaker: And Brandon, if you haven't heard of this guy, he's blown things up.
Speaker: He started a company called True Power Solar Company.
Speaker: And he is right now really focused on his other company, Shut the Fluff Up.
Speaker: Great name.
Speaker: And so we're going to hear all about what he's doing.
Speaker: He's a recruiting expert.
Speaker: He's grown multiple companies.
Speaker: And you may recognize the last name because we had his wife, Alex Hall, on the podcast too.
Speaker: So the goal is we need to get more views, more listens than Alex's podcast.
Speaker: Yeah.
Speaker: Can't have everyone helping me.
Speaker: I know.
Speaker: Are you guys pretty competitive with each other?
Speaker: Hardly.
Speaker: We share a lot of the same victories, so it's tough, but she beats me at everything anyway, so I'd like to pretend that we're sharing the victories.
Speaker: You guys are a power couple, man.
Speaker: She's the real deal.
Speaker: She does all the work.
Speaker: I'm just there for the ride.
Speaker: That's good.
Speaker: That's how you know you found a good one.
Speaker: So if you haven't heard that podcast, go listen to it.
Speaker: It's Alex Hall.
Speaker: We're going to link to it in the show notes if you haven't heard it.
Speaker: But Brandon, do you want to kind of tell us like, you know, how you got into solar, how you started True Power, just kind of your background with everything?
Speaker: Totally, yeah.
Speaker: Well, I got in the industry in 2006 with Apex before it was called Vivint.
Speaker: Okay.
Speaker: And yeah, and then just early on in my career, I thought it was insane how little knowledge there was on recruiting.
Speaker: You know, there's all these...
Speaker: all this training content for sales and everyone has 10 door pitches and everyone knows, you know, how many solar accounts is good, alarm accounts is good.
Speaker: You know, it's 150, it's 300 or 500 if it's passed, but nobody knows anything about recruiting.
Speaker: So anyway, so I just started leaning really heavily into that and,
Speaker: Yeah, and just wanted to fill that void so that somebody in the industry was leveling it up.
Speaker: But I was in alarms for the first, I think, 11 years of my career, and then I switched to solar.
Speaker: And yeah, I owned a dealer while I was in alarms for quite a bit, but yeah, since I've been in solar, I've always been in executive global positions, building out recruiting departments.
Speaker: And yeah, and then I was started consulting businesses and sitting on boards and that's kind of how True Power came to be.
Speaker: There's a bunch of companies that I worked with that I have a big, big heart for because we're working a lot together and brought them together to do a merger similar to Lumio.
Speaker: And yeah, so I didn't actually own one of the companies prior to going in, but they asked me to come and work with them to make sure everything went well.
Speaker: And it's been really fun.
Speaker: So I've been in business for a year and learning a lot of lessons about mergers, you know, and, but yeah, and I think that's the direction that the industry is going.
Speaker: And yeah, so excited about that.
Speaker: Yeah, no, you see it all the time now, all these companies merging.
Speaker: Yeah, it's a crazy world out there in solar.
Speaker: So I know it's been a big part of what's going on.
Speaker: But I'm curious to know, being in alarms for so long, would you say it's, you know, with all the recruiting you did in alarms, would you say it's easier to recruit in alarms versus solar?
Speaker: Or which one is easier, if you had to say?
Speaker: Well, it's a different kind of recruit.
Speaker: I think in solar, it's easier to recruit older guys because the lifestyle is a little bit different, especially with the year-round model.
Speaker: There's a lot of referrals that you can get in the business, and the earning potential is definitely more.
Speaker: And in alarms, it's a difficult sale, but with summer programs, sometimes when you're traveling, you don't see a ton of turnover when people move to live in housing in a different state.
Speaker: But I would say that they're both equally hard in the sense of how difficult it is to retain guys in the early stages when it's door to door and straight commission.
Speaker: But if you've got your systems in place
Speaker: your early stage retention programs or mentor programs or scavenger hunts or whatever the heck you do with your training period.
Speaker: If you got that dialed and everyone's got really good first impressions with the candidates, then life can be easier for both.
Speaker: You just have to have your shiz together.
Speaker: Yeah, okay.
Speaker: Makes sense.
Speaker: And yeah, I know, well, so we're going to talk kind of about your theories of recruiting and some of the things you do here in a minute.
Speaker: But would you say the way you recruit?
Speaker: Is it a lot different in alarms versus solar, like the way you recruit it?
Speaker: Because I don't know, like alarms, you're probably focused more on like the younger guys, the college kids and stuff like that, right?
Speaker: Yeah.
Speaker: Would you say that's more like going to college campuses versus solar maybe more?
Speaker: Yeah, definitely for sure.
Speaker: Yeah, with alarms, we would do a lot of campus blitzes and a lot of personal referrals.
Speaker: You know, when you're traveling for the summer, it's fun to get your buddies to go out with you.
Speaker: Yeah.
Speaker: And when you get older, you know, your personal network kind of, you know, slims up a little bit.
Speaker: You know, it's different when you're 33, when you're 23.
Speaker: So in solar, there's less personal referrals and it's a little bit more of, you know, like growing it, like with, you know, web applicants and, you know, targeted ads.
Speaker: And, you know, you do have some personal referrals and stuff that come in and that's, you know, the best route to go if you can do that.
Speaker: But sometimes if you're not afforded that luxury, then, you know, recruiting online is a little bit better.
Speaker: Yeah.
Speaker: Okay.
Speaker: Cool, and so yeah, now, I mean, I know you're trying to build Shut the Fluff Up a lot now too.
Speaker: How'd you guys come up with the name, by the way?
Speaker: Well, Shut the Fluff Up, you know, being in the space that I'm in, you know, and all the trainers that are out there and coaches and the serial social media entrepreneurs, you know, there's just like, it drives me nuts, just all the fluffy,
Speaker: bullshit content that's out there.
Speaker: You know, you've got so many people that are just giving you nothing.
Speaker: Just, you know, you've got to be the best you can be and you've got to want it and you've got to go after it and you've got to, you know, you've got to care about your people and you've got to wake up early, you know, and a lot of times they're just transferring emotions.
Speaker: But I think what a lot of people are craving are
Speaker: you know, the bullet points of what they need to be doing.
Speaker: You know, everyone knows they need to give it their all.
Speaker: Everyone knows they need to want it.
Speaker: You know, everyone needs to set goals and it's all good.
Speaker: But, you know, what we focus on, we're like the, you know, the calculus teachers of the industry.
Speaker: You know, we're like, these are the KPIs that you need to target and these are the conversion rates that you need to strive for and these are the websites you want to go to and this is what you need to spend and this is what your cost per applicant should be.
Speaker: This is how you build your competition platform and here's the vendors that you need to use and this is what you say and when to say it and how to say it and here's how you psychologically position yourself and here's how you build your early stage retention programs or whatever.
Speaker: Like just all the stuff that actually makes things work like we're really good with that and everyone that's a part of the company were some of the top executives in the industry and sometimes you know what happens with a lot of coaches is they come up from the sales division
Speaker: and all of us actually you know and shut the flow came from the sales division too but a lot of them go from being a sales leader to a coach and so a lot of their content is rah-rah you know go hustle but actually being executives in these departments with all the guys that we have at shut the fluff up we're the ones that actually built out all the departments and have the hundreds of thousands of data points you know that we used to make decisions and know how to make everything coordinate behind the scenes with all the different departments and
Speaker: what actually works and what doesn't.
Speaker: A lot of times when you get sales guys that are moving into, when they're building their own departments, they're very optimistic about how well everything's gonna go.
Speaker: You get what I call spreadsheet millionaires.
Speaker: They think everything on their spreadsheet is gonna go right and it doesn't.
Speaker: No, I like it because you know how to social media these days.
Speaker: You don't have to be like an author or anything.
Speaker: People will literally just go to Instagram Live, say whatever they want.
Speaker: And it's true.
Speaker: There's tons of fluff.
Speaker: And that's the one thing that sometimes drives me nuts about the solar industry is you get guys, oh, bro, I closed 50 deals last week.
Speaker: I closed 200 deals.
Speaker: How much did you spend on ads and how many of those went in?
Speaker: I know.
Speaker: Yeah, give me the details.
Speaker: Maybe they only had 10 installs out of 100 deals they closed.
Speaker: Yeah, and how many setters are you paying out?
Speaker: And it's like even, you know, as like hosting a podcast, sometimes I like see these big numbers, but like there's been a few people I brought on the show that I'm like, maybe I shouldn't actually have that guy on the show because he looked really cool on social media.
Speaker: But now like, you know,
Speaker: and sometimes they get exposed and things like that too.
Speaker: Yeah, but some of those guys are legit.
Speaker: I mean, even though they're, you know, there's a little bit more, you know, beneath the iceberg, you know, like, you know, sometimes I still cheer those on because they're, you know, they're, everyone's doing a lot, you know, sometimes the numbers are looking silly big and that, you know, makes you, you know,
Speaker: question them a little bit and how they came to pass.
Speaker: But I still like everyone celebrating stuff.
Speaker: It's fun seeing everyone just laughing all the way to the bank and solar.
Speaker: Yeah, absolutely.
Speaker: Love the name.
Speaker: But yeah, so tell us, and at the end we'll hear how guys can get in the program and stuff if they want to.
Speaker: But what are you guys trying to do at Shut the Fluff Up?
Speaker: So is it focused more on sales reps trying to build a team or leaders or what's like, I guess, the...
Speaker: No, it's different than most of the other platforms.
Speaker: A lot of platforms are sales rep focused, but we are focused on working with business owners and building departments with executives.
Speaker: So, you know, we will go in and, you know, someone needs to build a recruiting department or they need to just level up the recruiting in the company overall and like don't know how to run effective incentives or getting their sales team to do well and how to get everyone to
Speaker: you know, communicate the right way, or you know, competition platforms, or set or close or models, or whatever, like we'll go and build all the departments and essentially serve as like a business partner to companies.
Speaker: And so we're kind of like satellite executives to people.
Speaker: So if someone wants us to serve on their board and, you know, help them get acquired and help structure a lot of that stuff for them, then, you know, we'll jump on there and give them the up, up, down, down, left, right, left, right, BA, select start cheat codes, you know, that we've used to help the bigger companies get big, so.
Speaker: And we've gotten really good at it.
Speaker: We've consulted a lot of businesses.
Speaker: So we've had probably more at-bats than anybody has in the industry, because there's not a lot of people doing this in this space.
Speaker: You can count them on a single, on one hand, at least the people that are doing it well.
Speaker: And so us working with a lot of other kinds of industries even too, like roofing and pest and dish and all that kind of stuff, and seeing all these different builds and whatnot, we've gotten really good at becoming kind of like a pocket knife.
Speaker: Swiss Army Knife?
Speaker: Yeah, exactly, Swiss Army Knife.
Speaker: You've got to be really nimble in any situation.
Speaker: Nice.
Speaker: I love that because there's a lot of, I'm sure you've seen it, there's a lot of recruiting agencies where they're just getting people on Indeed, ZipRecruiter and all that.
Speaker: But these guys are just marketers, bringing people through the door, most of them.
Speaker: Yeah, it breaks my heart.
Speaker: There's some out there that are doing group interviews and stuff, and it makes me want to cry sometimes.
Speaker: But I run into that a lot.
Speaker: But it's fun, though, throwing my weight around because it's...
Speaker: distance between what people are doing and what they should be doing is so far that it's really easy to go in and just make insane changes to stuff really quick.
Speaker: Sometimes it's hard to do that with sales because sales guys are training nonstop and sometimes if you can make sales guys 5% better that's a huge win sometimes.
Speaker: But when you can make someone's recruiting efforts improve by 500% with
Speaker: Just by having a couple of trainings or spending a month working on things, that's huge.
Speaker: I think that obviously at a higher level, recruiting becomes more important than selling.
Speaker: Your ability to sell and how good your door pitch is.
Speaker: Can you pull teams and do you know how to navigate that stuff legally?
Speaker: Do you know how to deal with people asking for special deals and stuff and how to still have the upper hand and get them and all that stuff.
Speaker: Nice.
Speaker: I love that.
Speaker: Yeah, because it's more like so many people can bring guys through the door group, anywhere, whatever, but...
Speaker: I like what you're saying, you guys have all built a company, you're not just talking how to bring in recruits through Instagram, Indeed, or whatever, but actually helping guys set up high level, not just put a bandaid on it.
Speaker: Yeah, and that's a part of it too, like recruiting on social media and stuff.
Speaker: Obviously there's way more to it than just that.
Speaker: And what a lot of people don't realize too is all of the work that goes in after they sign.
Speaker: Because in my opinion, recruiting isn't done until they've been with the company for several months and they've sold quite a bit.
Speaker: And you know, because you can sign as many people as you want, you know, you can sign a thousand people and if they don't get sales, like you might as well just drop a nuclear bomb on your corporate office or just punch yourself in the face because that's how useful you are.
Speaker: You're not doing anything.
Speaker: So it's until they start selling and they stick, like, you know, your job isn't done yet.
Speaker: And it's tough because you have to navigate stuff with other people because now you're handing them off to a manager and someone who's training them and you got to make sure they know what's up and they're saying the same things that the recruiters are.
Speaker: And anyway, it's a big dance, you know, with multiple people.
Speaker: I agree.
Speaker: Yeah, so I was talking with Austin Underwood.
Speaker: I think you guys work together, D2D Experts.
Speaker: And so shout out to Austin.
Speaker: He told me to ask you this question.
Speaker: But yeah, he told me you're really good at getting these long-term recruits, guys that stick on years.
Speaker: And I know especially in solar, well, probably any door-to-door.
Speaker: Just so many people are in the door, out the door.
Speaker: super short term.
Speaker: And so, I don't know, what's your opinion on that?
Speaker: Is it better to have long term recruits?
Speaker: Maybe they produce the same short term versus long term, but do you think it's way better to get these long term recruits?
Speaker: When you said Austin was going to ask a question, I thought it was going to be dirty or something like that.
Speaker: So that's it.
Speaker: Austin, you got to work on your sense of humor.
Speaker: But long term is obviously better.
Speaker: And I don't think that there's a trade off with either or.
Speaker: Am I answering the question right?
Speaker: You're asking if long term recruits are better than short term recruits?
Speaker: Yeah, well then I guess like how do you turn these short term guys into long term?
Speaker: Well, that all comes down to your culture.
Speaker: That's like your competition platform.
Speaker: Vivint does a really good job with their combine program.
Speaker: It's keeping everybody busy no matter what.
Speaker: Even if there's not a big competition going on, there's always stuff going on for them to do and grow and feel that upward mobility.
Speaker: It's not a plug for Vivint, but I just love those guys.
Speaker: They do a lot of good things over there, but that's an example of a way to keep guys really happy and showing them love too.
Speaker: You've got to show them that you appreciate them.
Speaker: You've got to build that culture, skydiving trips, paintball wars, barbecues, cruises, whatever.
Speaker: And you've got to show your people that you appreciate them and spend time with them.
Speaker: But yeah, it's all about culture and showing love at a certain point.
Speaker: Yeah, definitely.
Speaker: And leadership, how good your leaders are.
Speaker: Yeah, I think that's huge.
Speaker: And that's the reason why you see some of these guys stick with a company even though they could make maybe sometimes a lot more with other companies.
Speaker: I see it all the time where you just convert them.
Speaker: And yeah, sometimes it's insane how much loyalty you guys will get.
Speaker: When I wasn't working with them a long time ago, it was sometimes hard recruiting against them because the culture was so tight.
Speaker: And some of the objections I would get, guys would be like, well, I can't leave.
Speaker: I'm on the basketball team.
Speaker: What am I going to do?
Speaker: And I'm like, I don't know what to say to that.
Speaker: I'm like, dude, your comp plan's tripled.
Speaker: He's like, yeah, but like,
Speaker: my friends, dude.
Speaker: I had a ton of respect for that.
Speaker: I'm saying something.
Speaker: Yeah, for sure.
Speaker: That's cool.
Speaker: And so with Shut the Fluff Up, do you guys also help just say it's an individual rep that's just coming to you guys, hey, I want to start getting some recruits.
Speaker: I can move into management.
Speaker: Do you also help those reps or you just also mostly focused on the higher level leaders and stuff?
Speaker: Well normally it only is with the higher level stuff except for recruiting.
Speaker: So yeah, we actually do help individuals.
Speaker: We just started, I'm super pumped about this, but the first recruiting community that exists and we're going to pour a ton of time and resources into it to make it badass.
Speaker: So we're trying to get, you know, three, four or five thousand people into it as quick as possible.
Speaker: But we're going to be doing live calls every single week, tips of the day, hacks, you know, resources, going into literally all the best surgical recruiting stuff that exists on the planet.
Speaker: and the stuff that we're gonna be trading on is so far in the lead to second place, like it'll, the value out of it is gonna be insane and you can sign up for as low as like, you know, this isn't a plug, but you know, it's like a gym membership.
Speaker: I'll just say that, you know, it's a double digit number, but so that, you know, because I just, I want to try to level up the industry as a whole.
Speaker: That's like my big passion.
Speaker: I'm not doing this for the paycheck anymore.
Speaker: You know, I can go work anywhere and do well, you know, in the industry, but you know, I just, I don't want to be on a,
Speaker: you know, a podcast like this or Joe Rogan podcast one day and, you know, they're asking me, you know, you know, what'd you do for the first, you know, 15 years of your career?
Speaker: And, you know, I don't want to just say I made a paycheck, you know, in an industry.
Speaker: I want to be able to say that I made a mark and leveled it up and I just, recruiting was just the, just the obvious, you know, thing that needed the most help.
Speaker: And so I want to before, you know, oh, I'll probably never leave the industry fully, but, you know, I want to make sure, you know, in due time,
Speaker: at least sorry very quickly that you know I can make an impact on more than just my own stuff and like individual companies that I'm working with like I want everybody start leveling up and that would be that's all I can ask for yeah that's huge and yeah I think at the end of the day well yeah you've made lots of money no doubt so I'm like
Speaker: I have an uncle too that's super successful, has a company out here, has his own private jet and all that, but he doesn't even care about money anymore.
Speaker: Now he's just trying to start these learning centers for entrepreneurs and stuff like that.
Speaker: So that's kind of what I see is successful people they want to move into.
Speaker: It's also funny too, but the more people that you can help, the more money you end up making in a lot of cases too.
Speaker: A lot of the best leaders are the ones that
Speaker: are the best at leveling up everybody that they're working with.
Speaker: And if you find yourself in a situation where all you're doing is helping others level up, that's probably one of the best feelings in the world.
Speaker: But I think you can get there sooner than you think.
Speaker: I think that's kind of the duties of most sales leaders too.
Speaker: You're a servant to your team.
Speaker: And you don't even, in my opinion, even when I was a sales leader, you don't sell for yourself sometimes.
Speaker: Sometimes I would sell just because I knew it was the right thing to do for my team.
Speaker: And I would sell when I didn't need to or have to or want to.
Speaker: But sometimes it's not about doing the things that you want at a certain point, especially when you have people counting on you.
Speaker: It's like eating broccoli.
Speaker: Like sometimes you just gotta, broccoli isn't bad, but you gotta do what you need to do sometimes.
Speaker: But it's also really fulfilling, like helping everybody level up.
Speaker: I can't think of anything that feels more fulfilling.
Speaker: Yeah, for sure.
Speaker: So I don't know if you've seen this in solar, Brandon, but commissions are so high in solar that I've seen some people, it's like, I don't even care about recruiting.
Speaker: I can go make 10 grand on a cell.
Speaker: Like why do I need a recruit?
Speaker: And so I know in other like pest control alarms, I don't know, I think there's like a ton of money to be made off the recruit, almost more money off recruiting than just going out and getting sales.
Speaker: But it's like you can be a solar sales guy with no recruits, make multiple six figures a lot of times in the industry.
Speaker: So I don't know if you've heard that objection or what would you say to those people like, oh Brandon, I don't feel like I need a recruiter.
Speaker: Well, that's definitely true, but I don't really run into that a lot because I don't try to talk to anybody in the recruiting.
Speaker: So usually people want to recruit, those are the ones that I'm talking to.
Speaker: But that's totally true and I think everyone's different.
Speaker: I don't think there's anything wrong with
Speaker: trying to make seven figures by selling 20 accounts a month or whatever.
Speaker: But if you ever want to level up in life and run divisions or work on your leadership skills, your ability to influence and grow teams and keep people in retention, that is probably, I can't think of a more important skill set in a company.
Speaker: or an organization.
Speaker: And when you look at all the CEOs out there, they don't usually come from IT, or like accounting.
Speaker: They usually were sales leaders in their companies.
Speaker: And they were the sales leaders that grew.
Speaker: And there's not a lot of sales leaders out there that just fly through the ranks that don't build and don't recruit and don't retain and don't mentor.
Speaker: The ones that just keep their blinders on that are really good sales reps.
Speaker: They don't really do too well because if they don't wanna care about other people and they just wanna focus on themselves, people aren't gonna want to choose to follow them.
Speaker: And people have to want to follow you.
Speaker: Yeah, no doubt.
Speaker: So yeah, no, I think it, and I don't know, for me, like, I actually just did a podcast earlier today and we were talking about this, but for me, the more people I am training and recruiting, like, I notice I sell way more when I have guys that they're, like, looking up to me or I'm taking a guy out to train.
Speaker: Like, I always get way more sales.
Speaker: So, you know.
Speaker: Yeah, 100%.
Speaker: People like that, like.
Speaker: You don't want to look like an idiot to your friends.
Speaker: Yeah.
Speaker: It's like you're talking about how much money you make.
Speaker: You better go out and make that money if you have friends or recruits you brought on.
Speaker: I always say that.
Speaker: If everyone in the office just brought one friend there, their production would double because their friend was there, and their friends are going to sell too.
Speaker: So it does miracles for an office.
Speaker: So maybe if you're not producing, go out and get a recruiter too because you're probably going to push harder, especially if they're outshadowing you.
Speaker: It's funny how much harder people work if someone's standing behind them watching them.
Speaker: Yeah, that's for sure.
Speaker: I'll really hold you accountable.
Speaker: I know.
Speaker: So, yeah, I think that's a good reason to recruit if you don't have one.
Speaker: But no, so I want to get into maybe just some, like, I don't know, some recruiting strategies, maybe a rep that doesn't have any recruits yet.
Speaker: And I know for those that want to dive super deep on this, they can go join, shut the fluff up, and we'll talk about that at the end.
Speaker: But yeah, do you have maybe, I don't know, let's say a rep that doesn't have any recruits, doesn't really have like a social media following.
Speaker: but they have some success, maybe they've been doing solar for six months, and they're like, okay, I wanna start getting some recruits, but they have no idea what to do or how to start getting people through the door.
Speaker: So what would you say, what's some, I don't know, the first things you would tell that guy to do to start getting some recruits through the door?
Speaker: Well, first off, don't try to recruit people.
Speaker: What I mean by that is don't just hit up all your friends and ask them if they're interested in an opportunity, and go straight for the jugular.
Speaker: do volumes just by getting people in your orbit and being likeable and having a lot of conversations with your friends.
Speaker: And sometimes I'll see people write down all the friends that they want to recruit and then they'll send them all a paragraph that says, hey, what's up dude, I miss you and I was just thinking, are companies hiring highly motivated individuals just like yourself to join our elite sales force?
Speaker: Would you be interested in listening to another opportunity?
Speaker: And there's just nothing to be interested in because they don't know anything.
Speaker: And most people, it's going to make the opportunity look less valuable because good jobs aren't mass messaging people and trying to hire them.
Speaker: So don't go straight for the jugular.
Speaker: Recruiting is not selling.
Speaker: And a lot of times guys approach recruiting like selling.
Speaker: They think that they're going to call their friends and sell them and get them signed.
Speaker: But only in sales do you try to sign it right then and there.
Speaker: Only in sales do you try to sell them.
Speaker: And think about it, when you're selling something, by definition, you are not in control of the situation.
Speaker: The definition of selling means you're trying to influence the decision maker to make the decision that you want.
Speaker: And in recruiting, you always want to be on the other side of the fence psychologically.
Speaker: So yeah, if you're hitting up your network, posting your victories on social media, engaging with your friends,
Speaker: Like, just have one conversation with each one of these people first without asking for anything.
Speaker: And of course, work is going to come up anyway.
Speaker: We live in America and people are going to say, so what are you up to these days?
Speaker: And of course, when you talk about what you're doing, it's going to sound freaking awesome.
Speaker: And you can usually tell how recruitable they are by asking them what they're doing for work and how they like it.
Speaker: And you can tell if they're a manager or are they an astronaut or are they liking where they're at or how much money they're making.
Speaker: And you can kind of gauge how you need to handle the rest of the conversation.
Speaker: And everybody's different, you know, it's not like, you know, it's just like sales, you know, you don't just say the exact same thing to every single person, you know, you got to be present and in the moment and make it clear that you understand them.
Speaker: So I think it's important to be really empathetic, don't try to recruit them, get them in your orbit.
Speaker: And then, you know, you can go for the clothes later.
Speaker: But I think it's really good to learn from other people too that are around you if you have a manager that you're working with.
Speaker: Get your friends on the hook and then make your manager look good and say, I know the guy that does all the interviews.
Speaker: I can get your resume to the top of the pile.
Speaker: I can say good things about you, whatever.
Speaker: You don't have to try to make yourself sound like the man of you don't have a team underneath you.
Speaker: Use everyone else around you.
Speaker: So, but yeah, just get people in your orbit, put yourself in their shoes, be empathetic, don't get sales breath, you know, and just work on building that orbit and having positive conversations.
Speaker: Because recruiting, if you're doing it right, you shouldn't be getting any objections.
Speaker: It should just be awesome.
Speaker: Recruiting should feel like you're handing out $100 bills.
Speaker: The difficulty of recruiting should feel as difficult as it is to hand out $100 bills to people.
Speaker: Okay, I love that.
Speaker: If you're doing it the right way.
Speaker: And so, so new rep, that's what you tell them.
Speaker: That's like the first strategy is, hey, just hit up all your, don't try to recruit them, but just go have a conversation with, you know, old friends.
Speaker: And that's kind of the first.
Speaker: Yeah, if you're going to hit up old friends, you know, like you can find ways to engage in a conversation with them, like find out what industry they're in.
Speaker: And if they're in real estate, you know, find a question that you have about real estate and be like, hey, dude, like, is it cool if I pick your brain?
Speaker: It looks like you're doing some stuff in real estate.
Speaker: You know, I have some questions and then they're going to,
Speaker: look forward to doing that because everyone wants to help somebody.
Speaker: And then when you get on the phone with them, just be like, hey, dude, the market looks crazy right now.
Speaker: Like, I want to start getting into flipping houses.
Speaker: Like, should I wait?
Speaker: You know, or everything's like booming right now.
Speaker: Should I wait for pullback?
Speaker: And then now you're talking about work and he's going to give you a bunch of advice and then you can just catch up and just have a conversation.
Speaker: And then he might start asking you questions about what you do for work.
Speaker: But if he doesn't, that's OK.
Speaker: You can let a conversation end, you know.
Speaker: And then when you call him back the next time to talk about work and saying, you know, maybe you just you started you thought of him and, you know, you have positions open on your sales team and you thought he'd be a good fit.
Speaker: If you bring it up on the second phone conversation, then it doesn't look like that was your entire motive on the first call.
Speaker: So just be patient.
Speaker: Recruiting is a marathon.
Speaker: It's not a sprint.
Speaker: Recruiting is always going to take more than one conversation.
Speaker: You are never going to get somebody to sign on the first conversation and sign their paperwork.
Speaker: It is always going to be two, three, four, five, or six conversations.
Speaker: So do not try to race to the finish line on the first conversation.
Speaker: And then second thing I would say is outside of reaching out to your friends, like clean up your social media, start posting your victories.
Speaker: You know, like your social media is a billboard for yourself.
Speaker: So think about what you're posting on there.
Speaker: Just ask yourself, you know, if I'm going to post something, you know, like what would Brandon do?
Speaker: Or like what would, you know, the owner of my company do?
Speaker: You remember those WWJD bracelets?
Speaker: What would Jesus do?
Speaker: You know, and if you're going to post something and it's like empty shot glasses on a bar counter or like you just got into a fight with some bouncers and you want to take a picture of your buddies all bloodied up and you think that that's cool.
Speaker: You know, if the owner of your company wouldn't do that, don't do it.
Speaker: Well, depends on the owner of your people's company, but for the most part, you know, just, you know, see what the people that are posting that you look up to, you know, and they're usually posting things about their families or victories or vacations or things that they're doing with their company.
Speaker: You know, they're not posting.
Speaker: selfies of their six pack in their bathroom mirror.
Speaker: So just be cognizant of that.
Speaker: And then also online too, last thing, just engage with people first.
Speaker: Become somebody that they know and you have to exist to them.
Speaker: So instead of DMing them and saying, hey, are you interested in other opportunities?
Speaker: Just comment on pictures they're posting.
Speaker: If someone's posting a picture of them in a gym flexing or something like that.
Speaker: Be like, bro, do you want a sandwich or something or a protein shake?
Speaker: Those are the smallest chicken arms I've ever seen.
Speaker: They're going to laugh and realize that they like it.
Speaker: Or if they're posting and they're knocking, you could ask them a question about how difficult licensing is in their area or whatever.
Speaker: But they're going to be happy to answer those questions and respond to you because it doesn't look like you're asking for anything.
Speaker: And if you do that a couple times, then when you do talk to them, now you're a person that they feel like they know.
Speaker: I don't know if you have people that comment on your stuff that comment on a regular basis and maybe you haven't met them before but it feels like you know them because they're always on your stuff.
Speaker: So it's become relevant.
Speaker: And then it's cool coming to events like this, like Soul Work On, because you see all those people a lot of times they've been commenting.
Speaker: And yeah, what's cool is a lot of those, like you said, it's more of a long-term thing, but maybe they're committed to their company, but maybe a year from now,
Speaker: they have some sort of issue and then who are they going to go to?
Speaker: The people that they trust and that they're seeing?
Speaker: Especially with experience reps.
Speaker: Yeah, you are never going to get an experience rep that's good.
Speaker: At least that's good.
Speaker: That's the asterisk.
Speaker: in the first conversation or a week, especially in an industry like solar.
Speaker: Everyone has pipelines, everyone has relationships and stuff, and all the guys that are good are usually doing something someplace.
Speaker: So, you know, most of the people that I recruit that are experienced, you know, like I know it's probably gonna take a couple months.
Speaker: Sometimes I'm talking to them and I know that I wanna get them around Christmas.
Speaker: You know, I'm gonna like let them finish their summer out because, you know, especially if like they're in,
Speaker: company housing and they're traveling and stuff like, you know, they're committed and you know, if you try to push too hard and try to talk them into leaving company housing in the middle of the summer, you don't do it tastefully, they're just gonna be frustrated because, you know, they feel like you're just, you know, have a selfish motive and you're just gonna, you know, rattle their life and you're not being cognizant of like what their, you know, situation's like and you're not thinking of them.
Speaker: So, but if you put yourself in their shoes and it's obvious that you,
Speaker: care about them and you're thinking about what their wife thinks and you know that they have difficult conversations ahead of them and you know that their team has to be bought in and all that stuff and then they're gonna enjoy talking to you because they can tell that you are respectful of their situation and you know what their situation is like but if you just sit there and tell them how shitty their company is and you're just, dude, your pay's gonna be so much better over here and blah blah blah, they're just like, dude, you have no idea.
Speaker: You're not even speaking my language, dude.
Speaker: Have a nice day, is what they're gonna say.
Speaker: I know, and that's why I love, like, the social media recruiting.
Speaker: I'm sure you guys talk about this a ton, but it's like if you're doing that adding value, then you don't have to be, like, I don't know.
Speaker: Because when I first started in 2016, it was all about, oh, just go to the malls, go to the grocery stores, talk to everyone, the whole line.
Speaker: Like, oh, I don't know if I can get you a job, but if I can get you an interview, would you at least come?
Speaker: And I think that's good.
Speaker: And, yeah, I know guys are getting recruits that way.
Speaker: But with social media, if you're doing it, like people are seeing you close deals, people are seeing you have success.
Speaker: And I get guys all the time, not like recruits necessarily right off the bat, but guys all the time like, oh, it looks like you're crushing it.
Speaker: Or, oh, let's do a phone call.
Speaker: I want to like hear what you're doing.
Speaker: And yeah, like, I don't know, for me, it seems, it just seems way less stressful to recruit that way, like organically, just like posting.
Speaker: So yeah.
Speaker: And it's all momentum, you know, you're planting the seeds and you're,
Speaker: You know, like engaging with people and stuff, it's all going to start stacking up over time.
Speaker: And, you know, one of the things that gives me a huge advantage is I've been in the industry for 17 years and everybody knows me.
Speaker: And, you know, I've kept my nose clean and I make friends with everybody and I don't go straight for the jugular.
Speaker: You know, it's funny, a lot of people say they get nervous when they're talking to me because they think I'm going to pull like some ninja moves on them or something like that or like put them in like some like
Speaker: mental Jedi mind tricks or something like that, but really, I'm just like respectful and I know it's a long game.
Speaker: But your social media, it's huge too.
Speaker: When you're leaning into that,
Speaker: remembering that, you know, people are seeing what you're doing and if you want to exist sometimes, like, you have to be active on social media.
Speaker: Like, the people that aren't on social media, like your kids, your friends when you're growing up in, like, elementary school that aren't on social media, they're, like,
Speaker: I don't know about you, but they're dead to me.
Speaker: I don't even know, if I haven't seen them, my friends from first grade ever, I forget their names, I don't know who they are, they might as well be dead.
Speaker: But friends of mine from first grade that are on social media, it feels like I still know them and I'm really close with them because I can see their families and I see them having fun and I see what they're doing and it's like I was just at school with them in first grade yesterday.
Speaker: They're like the same old buddies and stuff that I had back then.
Speaker: So if you want to be relevant and even exist to people, you have to be on social media.
Speaker: I agree 100%.
Speaker: So yeah, I think that's a huge tip for anyone that wants to start going.
Speaker: Get your social media in gear.
Speaker: It just makes it way easier.
Speaker: Another tip I heard from a super high level, you probably talk about this too, Brandon, but really high level pest recruiter that came to our office the other week.
Speaker: He says when he goes to stores and stuff, instead of just grabbing people's numbers,
Speaker: He just gets their Instagram every time and then channels them to his Instagram because instead of just like texting them blindly, they're going to see his pictures, they're going to see his lifestyle, they're going to see what he's about.
Speaker: So I'm like, oh, that's actually a really good idea.
Speaker: Yeah, a thousand percent.
Speaker: Yeah, it's a really, really good tactic.
Speaker: Whenever I meet with people, if you exchange Instagrams, it's not as weird, especially if the engagement was short.
Speaker: You know, sometimes asking for somebody's phone number when, you know, it wasn't like a massive home run encounter or it was quick or something might seem a little bit weird and, you know,
Speaker: But if you're exchanging Instagrams, especially with the younger crowd, it's a little bit less forward, but also they get to see what your lifestyle is like and vice versa.
Speaker: And I remember people better that way.
Speaker: I prefer their Instagram because then I know who they are.
Speaker: If I see phone numbers, man, it's so hard for me to remember names these days.
Speaker: Well, I just gave you my, I gave Brandon my number like an hour ago and first thing he texts me after is, hey, what's your Instagram, dude?
Speaker: That's probably how you remember.
Speaker: That's good.
Speaker: So yeah, I want to kind of shift gears just as we kind of start wrapping up here, Brandon.
Speaker: So that's for the rep, but what about like, say you're talking with company owners, maybe they want to set up like more of this high level stuff, departments, and just like get a whole kind of recruiting program in place.
Speaker: So what do you do?
Speaker: What's kind of your first steps for a company that doesn't really have like a recruiting plan in place?
Speaker: They don't have like anyone over recruiting.
Speaker: What's like kind of the first steps you would take a company through as you're consulting them?
Speaker: Say, do this first, do this next, kind of set up a whole recruiting?
Speaker: Well, assuming this company has at least one decent sized office with sales reps in it, and it's not just like a one man show starting from the total bottom, I would get an admin to be 100% focused on recruiting.
Speaker: Because recruiting is same thing as sales.
Speaker: Like it generates volume for the company, and if you have a dedicated recruiter to that,
Speaker: They're going to be able to do more than anybody else would if they're dedicating 100% of their time to it.
Speaker: And if that person can get one more recruit because of their existence than anyone else would have otherwise, then they're free.
Speaker: If you think about how much margin there is on a recruit that lasts for a year.
Speaker: So, and they make the lives of everyone else really easy, of course, too, and all that stuff.
Speaker: But, you know, if you're going to be signing 20, 30, 40, 50 people a month, like, you need a dedicated person to that.
Speaker: You need somebody to post their resumes, screen the candidates, to communicate with the managers, to do the fulfillment, order their badges and order their shirts and do job offers and schedule interviews with the managers.
Speaker: And then you also just need to make sure that the managers and the screener, the admin, know how to interview the right way.
Speaker: Because I honestly don't think it's even worth trying recruiting on the internet sometimes if you are not approaching it the right way because it is different than recruiting personal referrals.
Speaker: Personal referrals, you can talk to them as many times as you want.
Speaker: You can show them copies of your paycheck subs and it might not mess things up.
Speaker: But people that don't know who you are, if you sit there and try to sell them on the job and you're telling them like in the first 10 minutes of the conversation that it's straight commission and door to door and you're asking them if they're okay with that and you're just fumbling it and
Speaker: You know, it's a holocaust.
Speaker: You're going to lose so many people, you know, unless you're in Utah and Idaho.
Speaker: If you're from Utah or Idaho and you served a mission, you know, sometimes saying a straight commission door to door, you know, might not rattle somebody.
Speaker: It might get them really excited.
Speaker: But you say that in California or Texas or Arizona or Utah or not Utah, Florida or something like that.
Speaker: And you say a straight commission door to door, you know, a lot of times people would be like, what?
Speaker: Like, not really.
Speaker: You know, it's not like their first choice.
Speaker: You know, so it's very important the way that you talk about straight commission door to door and the way that you psychologically position yourself in the interview and the way that you conduct it, you know, lives up to all of their expectations for professionalism that they'd expect out of the big company.
Speaker: And, you know, usually guys mess that up when they don't get trained or do it the right way because most guys that are interviewing or recruiting come from the sales division and they approach it like sales.
Speaker: And, you know, they use the skills that they use in sales to recruit.
Speaker: So they're trying to build rapport with the candidate and they're
Speaker: Trying to, you know, what they'll think is like, okay, you know, I want to hire this guy.
Speaker: How do I get this guy to want to work here?
Speaker: Oh, I just got to tell him how much money I make.
Speaker: You know, I got to tell him why I like working here.
Speaker: So if he knows how much money I make and how much free time I have, you know, and then he's going to want to work here.
Speaker: But that's not how it works because that sales guy is going to go into sales mode and try to sell the candidate.
Speaker: But what candidates are looking for is a job that's hard to get.
Speaker: You know, in a company that's legit, it's gonna sound like a big company.
Speaker: And a big company is gonna be picky about where they hire.
Speaker: They're gonna have difficult questions that they ask.
Speaker: And everybody wants a job that's hard to get.
Speaker: And I always say, it's always like that, it's like an age or old value proposition.
Speaker: If there's something that a lot of people want, but few people can have, then it's a quantifiable amount of value there.
Speaker: But if there's something that everybody can have, but few people want,
Speaker: like somebody's mix tape or something like that, then nobody's gonna want it.
Speaker: Think about what would be cool, like a million dollars would be cool, right?
Speaker: Like a million dollars in a suitcase.
Speaker: But if you were walking through a mall and somebody was like, hey bro, nice shoes, how would you like to have a million dollars today?
Speaker: You know, obviously you would think a million dollars is cool, but what do you do?
Speaker: You tell the guy to go kill himself and you break eye contact with him and you walk right past him because it was too easy to get and you don't even believe it and it just seems like gimmicky.
Speaker: You know, when you feel like he's just gonna trap you in logic prison with a bunch of rhetorical questions.
Speaker: You know, so, and think about how many people would pass up a million dollars that day.
Speaker: Thousands of people would turn down a million dollars because of the way the guy approached it.
Speaker: Because he just tried to give it away to him.
Speaker: And when you're telling people how much money they're gonna make, you're gonna start to sound like an MLM.
Speaker: You can make a million dollars in six months and I drive a Ferrari and the owner of my company has two mansions.
Speaker: But I'm really picky about who I work with.
Speaker: I'm really picky about who I work with.
Speaker: And even if you say that, it's not about what people say sometimes.
Speaker: It's about how they make you feel.
Speaker: That's what people usually remember.
Speaker: It's how you make them feel.
Speaker: So yeah, it's really important that you interview the right way.
Speaker: Get an admin.
Speaker: Dedicate them to recruiting.
Speaker: Make sure that they're interviewing the right way.
Speaker: And that's probably the best place to start without turning this into a training session and going down a rabbit hole.
Speaker: Yeah, I like that.
Speaker: No, but it's true.
Speaker: I mean, I don't know.
Speaker: I just think about that girl you always tried to get in high school or whatever.
Speaker: Like everyone wanted the girl that was hard to get, right?
Speaker: Yeah, girls want guys that are hard to get too.
Speaker: You got a girl in
Speaker: You get some schmuck who's gonna get friend zoned.
Speaker: He's gonna be like, oh cool, you like ska music?
Speaker: I do too, oh my gosh, that's so amazing.
Speaker: You're so clever and quirky and unique.
Speaker: And they're gonna be like, oh cool, thanks.
Speaker: And you like that song?
Speaker: I love that song too.
Speaker: Let me send you my favorite song.
Speaker: But if you get a guy that's like,
Speaker: You know, teasing a girl for the music she likes.
Speaker: And he's like, why do you listen to that song?
Speaker: It's so stupid.
Speaker: That's the dumbest song I've ever heard.
Speaker: She'd be like, oh my god, no, stop.
Speaker: Like, it's not stupid.
Speaker: Why do you say that?
Speaker: It's like, that's the, why do you talk like that?
Speaker: You sound like a chipmunk.
Speaker: I'm not talking like a chipmunk.
Speaker: Oh my god, stop it.
Speaker: You know, and that guy's not going to get friend zoned, you know.
Speaker: So it applies to everything in life.
Speaker: That's so funny.
Speaker: No, that's huge.
Speaker: Yeah, so I think, but yeah, I've noticed that too in companies I've worked with.
Speaker: It's so much easier for me to recruit if we have someone that's dedicated
Speaker: like recruiting and especially onboarding all that too because you know how it is if you don't have someone kind of supporting the recruits as they come on too just like filling up a leaky bucket you're bringing in recruits but they're just all even doing i know we talked a little bit about that and uh the podcast we did with alex too so go listen to that if you haven't already
Speaker: But just kind of like start wrapping up here, Brandon.
Speaker: Do you have any like stories of, I don't know, maybe a recruit that was insanely tough to get that you ended up getting or any, I don't know, cool like recruiting stories maybe where you brought on a ton of people or anything cool you did?
Speaker: Yeah, well, I mean, I think I was probably one of the toughest recruits in the industry.
Speaker: And I think that's what makes me good at what I do because I feel like I understand, you know, the mind of somebody who doesn't want to do door-to-door straight commission because I was,
Speaker: I'm from Arizona, I didn't serve a mission, I was just plain vanilla Christian growing up, wasn't LDS.
Speaker: And my friends were trying to recruit me, they showed me this recruiting video from Firstline back in the day, it was this alarm company that had a lot of cool videos, whatever.
Speaker: And all the testimonials on there were guys saying, I made $300,000 this summer and it changed my life.
Speaker: I made $14,000 this summer and the numbers were all over the place.
Speaker: And I was like, what?
Speaker: Where the hell are they even coming up with these numbers?
Speaker: Get this thing away from me.
Speaker: Turn this shit off.
Speaker: I was so frustrated with them.
Speaker: I got pissed and I was like, turn this video.
Speaker: I couldn't even make it through the whole video.
Speaker: I was so annoyed at how just cheesy it was.
Speaker: And I was like, all I want to know is what you say and how much you make for it.
Speaker: That's all I would just, because they're just filling me full of this crap and they weren't getting to the point.
Speaker: I was just annoyed.
Speaker: And they were like, oh, cool.
Speaker: You just have to say that you're giving out free security systems and then you make
Speaker: 600 bucks, and I'm like, what do you charge?
Speaker: And they're like 39 bucks a month.
Speaker: And I was like, why would somebody give you $600 for selling $39 a month membership or something like that?
Speaker: And they're just like, I don't know, but trust me, it works.
Speaker: Like this company, this company's legit.
Speaker: They actually pay you.
Speaker: They won't screw you, trust me.
Speaker: They're showing me copies of the paycheck subs.
Speaker: And I was like, why the hell would you have to say that?
Speaker: What do you mean this company won't screw you, they'll actually pay you?
Speaker: It was weird, and I was like super turned off.
Speaker: You know, I was coming from real estate at the time.
Speaker: You know, I was in real estate back in the heyday when I was on money in like 06 and 07.
Speaker: And, you know, and I was asking them like, you know, what do you wear to work?
Speaker: Like, what's it like?
Speaker: And, you know, they were like, oh, you know, I just, you know, we wear like a polo and like a name badge and stuff.
Speaker: And I was like, you don't wear, like you work at Best Buy?
Speaker: Like, you don't wear a suit?
Speaker: Like, no, you don't want to wear a suit, dude.
Speaker: Like, trust us.
Speaker: Like, you're going to, you know, turn people off.
Speaker: You're going to look too slick.
Speaker: You know, you got to.
Speaker: And I was like, okay, okay.
Speaker: You know, and I was just like, you know, and I was like really, I was kind of sketched out and stuff, but it wasn't until,
Speaker: I actually met some of the higher ups of the company and saw an office where it totally changed my perspective and I was like, holy shiz dude, these guys are legit.
Speaker: I went and visited Apex's corporate office and I was like, dude, these guys have massive houses and hot wives and nice cars.
Speaker: These guys are higher caliber guys than my real estate office that I was in.
Speaker: These guys are legit.
Speaker: I was like, okay, okay.
Speaker: Okay, it's legit, must be legit.
Speaker: You know, when I went out to my first office and like there's all these guys just freaking crushing it and I was really lucky to be a part of a good office.
Speaker: You know, I was working with Mark Franson out in Long Island and man, and the guys are just putting up crazy numbers and I was like, and it just became real to me.
Speaker: And honestly, if it wasn't because of, if it wasn't for that experience, there's no way I'd be in door to door or sales or anything.
Speaker: You know, if I went to work for like Cutco knives or Kirby vacuum cleaners and I was like in a bad office or something like that, you know, then
Speaker: Nothing against those industries, but I didn't meet with these high caliber regionals and Jared Young and Casey Bond and guys like that, then I don't think I'd be in the industry.
Speaker: And there are a lot of guys like me out there, I feel like, that would do door to door.
Speaker: I'd be totally down for it.
Speaker: even if they haven't served a mission, if they just felt like it was legit.
Speaker: And so that's why I've gotten so focused on their first impressions and making sure that we're living up to their expectations for professionalism.
Speaker: And that's why I've gotten so good at flipping people, because I get guys all the time that are like 32 years old, they've never knocked doors before, maybe are software engineers, and you think that they're probably not gonna wanna do it, and usually they don't, but by the time they get done talking to me for 30, 45 minutes,
Speaker: They're not too cool for anything anymore.
Speaker: They're like, holy shit, dude, there's a bunch of guys like this that work here?
Speaker: Like, I could learn a lot from this guy.
Speaker: You know, like, damn, dude, there's a bunch of guys like this.
Speaker: Like, you know, they feel like they're amongst giants.
Speaker: And if you, you know, talk about door-to-door the right way and straight commission the right way and stuff, like, you know, people don't have to be scared of that if they feel like it's tied to a good company.
Speaker: Just like I, you know, I was super skeptical.
Speaker: But so, yeah, anyway, so I think that that's just, that was a big lesson for me and it helped me, you know,
Speaker: You know, really be empathetic to the people that I was recruiting and knowing what it is that they're wanting out of the company because I would have wanted the same things.
Speaker: Yeah, that's huge.
Speaker: That's a nugget.
Speaker: Oh, and yeah, just bringing guys, I don't know, I think it's super powerful just bringing someone to like, you know, see the culture and meet like other higher level people because
Speaker: Like I know I don't have to be that great of a recruiter.
Speaker: I can just bring it to, you know, bring them to see it, like come and see what's going on with it.
Speaker: So I think, I don't know, for me, that's always worked way better than just trying to convince them.
Speaker: It's like you got to get them through the door, you know.
Speaker: Yeah, learn from those guys.
Speaker: See what's going on for sure.
Speaker: That's awesome.
Speaker: So yeah, I know we could go for, you know, days and days with all this stuff, Brandon.
Speaker: And yeah, I'm excited to check out what you're doing with your,
Speaker: shut the fluff up and all that recruiting.
Speaker: So before we wrap up here, working guys, do you want to give a plug for your program and kind of what guys can expect if they want to hop in that and where they can find out more about that?
Speaker: Yeah, I'm super pumped for this.
Speaker: We're going to create that community that I was talking about.
Speaker: It's a recruiting community.
Speaker: We want to get as many people in there as possible, but it's going to be the first one that's ever existed.
Speaker: Or if it isn't, the other ones aren't good because I've never heard of them, but I'm pretty sure it's the only one that exists.
Speaker: And it's going to be, obviously, the best one and only one that's going to be relevant that exists.
Speaker: We're going to be doing live calls every single week, training all the stuff that I'm talking about.
Speaker: Literally all the best nuggets that you'll ever be able to learn.
Speaker: It's like a PhD stretched out over the course of however long it takes for you to absorb all that stuff.
Speaker: There's a lot that goes into it.
Speaker: So we're going to be doing daily tips and hacks.
Speaker: building out documents and stuff and anybody can join and we've set it up to be, it's like 89 bucks a month.
Speaker: So, invest in your recruiting education for 89 bucks.
Speaker: I know people keep asking me if there's like, what's the catch?
Speaker: What's wrong with it?
Speaker: Why is it 89 bucks?
Speaker: But because I'm confident that we'll have several thousand people in it, that's why.
Speaker: If it were like another trading service or something like that, and we were limited, and sales service or something like that, and we weren't going to have a wide audience, then
Speaker: We'd have to charge differently, but I want to take that Netflix approach where I don't care if it's seven bucks a month, if I sign half the country.
Speaker: So I just want everybody to join without having to think about it.
Speaker: Just don't be sharing your account password like Netflix.
Speaker: It's not for the whole family.
Speaker: We have two different kinds of memberships.
Speaker: One's for people that want to get better at recruiting themselves, and then others that are in leadership positions that are going to need to do massive numbers and do campus places or fraternity programs or departments or leveraging their sales teams.
Speaker: And then there's another level where it's just how to be the best Mozart level recruiter yourself personally.
Speaker: So we've got something for everybody.
Speaker: Love it.
Speaker: Yeah, and it is The No Fluff Zone on Instagram.
Speaker: So we're going to have a link to join the Discord and sign up at The No Fluff Zone.
Speaker: Okay, let's go.
Speaker: So guys, if you can benefit from recruiting, you're not going to want to miss out on some Shut the Fluff Up.
Speaker: Yeah, I can't wait to check it out.
Speaker: So go hop in.
Speaker: It's build, get your recruiting going.
Speaker: And where can guys find, follow you and all that on Instagram, Brandon?
Speaker: They can find me at, I'm Tall Hall.
Speaker: Tall Hall, okay.
Speaker: Because my last name is Hall and I'm tall.
Speaker: Okay.
Speaker: Get it?
Speaker: All right.
Speaker: In football, I was, I, there was four Halls on the football team when I was in high school.
Speaker: So, but I, and I was the tallest one.
Speaker: So I got Tall Hall.
Speaker: So I've been Tall Hall since football.
Speaker: Okay.
Speaker: Okay, won't forget that one.
Speaker: So yeah, guys, go shoot Brandon a follow.
Speaker: Let him know.
Speaker: We appreciate him coming on the show today.
Speaker: And yeah, thanks for all the nuggets you dropped for us, Brandon.
Speaker: And yeah, I guess before we get to go, any, I don't know, final tips or any final words of wisdom that you would give on recruiting or I guess just solar in general before we say goodbye here?
Speaker: Just do epic shit.
Speaker: Don't be normal.
Speaker: Do epic shit.
Speaker: Don't do anything average.
Speaker: Okay, let's go guys.
Speaker: Take it to the moon.
Speaker: So thanks again, Brandon.
Speaker: Go shoot them a fall.
Speaker: Shoot them, DM.
Speaker: Let you know you appreciated them.
Speaker: And yeah, can't wait to see what's next for you, Brandon.
Speaker: Thanks again for coming on the show.
Speaker: Yeah, thanks, man.
Speaker: Much love.
Speaker: What's up, solarpreneurs?
Speaker: Hope you enjoyed the episode.
Speaker: 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.
Speaker: One of the top questions I get asked on Instagram, on Facebook, by our listeners is, Taylor, where should I start?
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