Dan Martell - How To Find Customers & Employees Who Will Fuel Your Business Growth (& Won't Churn After 6 Months)

00:00:00.320 Usually the smaller you are, then you wear more hats and the bigger you are,

00:00:05.280 the less hats you wear. So when you started your company, Charles,

00:00:08.560 I'm assuming you wore all the hats and it was you.

00:00:23.680 Charles, how's it going, man? Good, thank you.

00:00:26.160 Yeah. Pumped for our conversation. A few questions to kick things off. What is the

00:00:32.580 name of the company and what do you do? And then how did you start the company? Where

00:00:37.000 was the inspiration from?

00:00:38.320 Yeah. So the company that we're chatting about today is called Team Town. We do unlimited

00:00:43.540 graphic design for flat monthly rate. So we have another business as well. It's a property

00:00:49.920 vacation rental and property management company, which has been around for about three and a

00:00:53.700 half years or so so in covert times obviously no one's traveling so we pivoted that company at the

00:01:00.820 same time we didn't have too much to do so we made this we set this one up as well um yeah it's kind

00:01:07.800 of background and the team town's been around since about uh october or november and where's

00:01:12.940 the business at today size team yes clients have um we are 14 clients 130 000 annual run rate

00:01:22.360 and team is about five.

00:01:25.420 Got it.

00:01:26.520 What can I help with the most today?

00:01:31.000 Three biggest things that I wanted to,

00:01:32.980 I guess the biggest questions.

00:01:35.080 I was, in my notes,

00:01:36.840 I kind of wrote something very specific at the start,

00:01:39.120 but just because the fact that we're on one-on-one here,

00:01:41.520 I wanted to ask something

00:01:42.500 I couldn't just watch on your YouTube necessarily

00:01:44.820 and on your course,

00:01:47.040 because I went to your growth course,

00:01:49.140 completely changed how we did things with the marketing.

00:01:51.240 Awesome.

00:01:52.360 already um has is crazy like that's probably that's probably you know such a small thing but

00:01:57.560 it's not such a big difference um so i'll start just with a kind of a generic question i guess

00:02:05.240 is a big one so right now um in about 45 days so we've gone from zero to 130 run rate um i'm just

00:02:12.360 wondering from your point of view from from just a general thing we want to be at a million uh annual

00:02:17.240 required revenue in 12 months. What do you think the biggest things that you should focus on?

00:02:24.040 I mean, the reality, Charles, this is what I see people make the mistake. As a client in

00:02:30.920 Growth Accelerator, you see the frameworks that I teach, the growth map, the focus,

00:02:36.920 just the attention to doing less but doing the things right. And what I see people do is they

00:02:42.120 actually start to get traction, but then they stop doing the things that they used to do

00:02:46.440 to get traction, right? They think there's this other thing to do. What I would recommend is

00:02:50.680 look at what you're doing and just try to optimize and repeat what's working.

00:02:56.040 So if I were to ask you that, what's working right now for you to,

00:02:58.840 you know, acquire customers and get them onboarded and sticking around?

00:03:03.560 Yeah. So it's the ads. And we actually spoke about a week ago and I asked you,

00:03:09.240 what should we do the ads? And you said, if the ads are working, do more of them,

00:03:12.840 do youtube ads do you know keep focusing on that and that's kind of all we're going to do now

00:03:18.120 which is going to keep focusing more and more on ads and improving and optimizing them so it sounds

00:03:23.320 like you're going to keep investing in the ads investing in that what you think's broken or

00:03:28.360 missing for you guys to continue to scale well we're so early on right now um i i'm my my thoughts

00:03:37.720 just based off looking at the industry of our industry is that churn is incredibly high and

00:03:44.760 it's happy churn um when people sign up for a service it's estimated that 50 of your clients

00:03:50.840 that sign up will churn within six months and it'll be because of happy churn they just no longer need

00:03:55.800 design their projects finished so it looks like the business that we're in we have to scale so

00:04:01.560 fast to account for that churn because only 25 of clients will actually stay forever a lifetime

00:04:07.240 clients but the average yeah about six thousand dollars and our caps around 600 bucks so what i

00:04:13.640 would want to ask is what's true about the customers that stick around versus the ones that don't um

00:04:22.440 what we've known is it's it's it's niching down so it would be agencies the one again we're so

00:04:27.720 early on this is what i'm guessing is that the agency is so there's two type of clients we have

00:04:32.360 the small businesses which will sign up because they need graphic design and they'll turn because

00:04:37.000 you know that their company doesn't need it and then there's design agencies that work with 25

00:04:41.400 clients and will need design for the rest of time so they won't churn they won't have happy

00:04:47.080 churn at least so that's what i'm thinking that's what we want to niche down on a lot

00:04:50.920 so what i'm hearing is the ones that stick around have an agency model so they have this ongoing

00:04:55.400 need yeah so here's here's the reality is that if you're losing 50 of your customers in the first

00:05:03.800 six months, it makes it really tough to build the MRR because you're having to replace the lost MRR.

00:05:10.360 So there's a thing called the growth ceiling where essentially if you have 10% monthly churn,

00:05:15.320 for example, if you have 10 clients and you're adding 10 clients a month, you're losing. If

00:05:20.440 you add 10, you're now at 20, you lost two. So you don't feel it until you get up into the 100

00:05:27.240 where you lose 10 and you add 10. Does that make sense? Yeah. So even though your growth is the

00:05:33.000 same every month you're adding an x amount of new clients per month because the number is a percent

00:05:37.960 of total accounts if you're losing 50 of those clients you're only retaining 30 of the customers

00:05:45.480 long term it means every year you're having to replenish 70 of your customer base so it just

00:05:51.800 gets harder and harder so a decision you can make today to help long term to avoid hitting what's

00:05:57.720 called the growth ceiling um is choosing a better customer to position against and focus on

00:06:03.560 in your marketing so that you don't have that 50 churn so what i'm hearing is that that's

00:06:08.440 potentially the agency client is that correct yes now have you ever looked at segmenting just

00:06:15.320 the agency client in regards to your cost to acquire a customer in your payback period

00:06:20.760 that's kind of what we want to start looking at um we don't we we have a lot of age we have not a

00:06:25.880 lot we have six agencies now so we can start looking at the numbers our churn right now again

00:06:30.840 it's so early on the 71 is because we've had people sign up and say oh this is not what you

00:06:36.920 know it just doesn't work for us right so they most of these people quit within our 15 day trial

00:06:40.760 period um we've only had one person stay on and then quit after that um but the numbers again

00:06:46.200 we've only worked with how many customers have you had 20 i'd say okay super early yeah yeah i mean

00:06:53.480 even even when your business is super early you can start to see patterns right and like you know

00:06:58.760 one data point doesn't make a trend but there's like you know you can kind of see like this

00:07:03.240 customer seems to love us and this customer seems to keep paying and i mean it's just a natural

00:07:07.000 thing it's like what kind of customer needs ongoing graphic support one that has a project

00:07:11.400 and they come in and they're done or an agency that provides web design and has a continuous

00:07:16.280 need for graphic design support right so that's kind of i i think it doesn't take a lot of data

00:07:22.120 to make a bet on the second one um so obviously early days you're trying to figure that out what

00:07:28.920 are some other challenges you're dealing with in the business that you want to chat about

00:07:32.840 so with with both businesses that we have the biggest challenge i think we ever faced is hiring

00:07:38.280 and people management um so i am i would say six months ago i was really really bad at hiring i

00:07:45.560 think now maybe i'm just bad um starting a little bit better but i i don't really know what i'm

00:07:51.800 doing with hiring i don't know how to find hiring a couple troubles we're trying to hire hire and

00:07:56.360 train a good sales team um and i'm okay at sales right i've never worked a sales job before but

00:08:01.560 obviously as as one of the founders you have i've done all the sales up to after hiring a first

00:08:06.280 person and then people management um i am willing to i'm not like you know i'm not the person who

00:08:11.960 doesn't trust people and wants to do everything themselves but i've had a hard problem passing

00:08:17.240 things on and then them actually being done because you'll pass them on and they'll prioritize their

00:08:21.320 own tasks so i guess to kind of wrap that up sum that up is how do you how do you hire well and

00:08:27.400 how do you manage them so that they take the tasks on as their own responsibility and kind of work as

00:08:32.760 a team yeah i mean recruiting is one of those things just like a sales process that requires

00:08:41.480 you know multiple things to make it work right so so a few ideas that might give you some some um

00:08:49.000 inspiration one this philosophy that i can't work with you till i work with you

00:08:54.520 so that means that i've never hired somebody in my career now because as a developer when i started

00:09:01.160 you know i could i could work on with somebody part-time on some code base so i could see if

00:09:04.600 they were good and then over time i've used that same principle so i call that the test project

00:09:10.600 So everybody I hire has to complete a test project.

00:09:14.680 I'll pay them for it if they want, 10 hours.

00:09:17.160 And they all do the same test project.

00:09:19.280 So if I'm hiring a marketer, I'm hiring a salesperson,

00:09:21.500 I'm hiring a customer success person,

00:09:23.020 I'm hiring a developer.

00:09:24.200 They all execute the same test project

00:09:26.500 so that I can see how each one functions

00:09:31.860 with clear direction, very little oversight

00:09:35.200 and the quality of their work.

00:09:37.220 So that is non-negotiable in my world.

00:09:40.600 To do that and to have three people at the finish line

00:09:43.720 means you have to source a lot of people upfront, right?

00:09:47.060 So having a strategy for getting your job placement,

00:09:51.120 you know, promoted amongst your network,

00:09:53.240 promoted inside the different job banks,

00:09:55.340 getting enough applicants,

00:09:56.640 having an applicant tracking system like a bamboo or a Breezy

00:10:00.420 or, you know, whatever ATS system you wanna use.

00:10:04.220 And then the thing that I use to qualify people

00:10:07.880 on the front end quickly is a video submission.

00:10:10.600 right? And I ask people to submit a 60 second video and they have to answer certain questions.

00:10:14.360 And honestly, if they can't figure out how to upload a video to share a link or they can't

00:10:18.440 stick to the 60 seconds or whatever. So really you want to create a process for recruiting

00:10:23.620 that's repeatable, scalable, that's going to get you high quality candidates. Even in there,

00:10:29.080 I do a profile assessment. You can use whatever tool you want. There's Colby, there's Myers-Briggs,

00:10:34.120 there's whatever. But understanding the psychology of people, as they come into your world,

00:10:39.260 like at the end of the day, one of my mentors, this guy, Brian, who started 1-800-GOD-JUNK,

00:10:43.320 he said, you can't teach people to smile. If you require somebody that's facing a customer

00:10:48.160 to be high energy, empathetic, et cetera, you need to hire people that have that built into

00:10:53.340 their character, right? Like people are who they are. So having a lot of candidates apply,

00:11:00.240 using video to qualify people out of the gate, using profile assessments to kind of weed through

00:11:05.440 certain characteristics that you need, you know, trying to build team dynamics. If you're a high

00:11:09.540 quick start and you hire an assistant, you don't want to hire a high quick start assistant. You

00:11:13.180 want to hire a high follow through assistant. Right. And then, um, the test project that to

00:11:20.700 me is going to be like, I don't force people on my team. I help them build a recruiting process.

00:11:26.620 They get candidates. I do final interviews and then the team decides which people they want to

00:11:31.220 work with, right? It's a lot of work, Charles, but I'll tell you what's expensive. Spending six

00:11:36.400 months with somebody doing a function, them not succeeding, you spending time training them and

00:11:42.000 them leaving, right? So I'd rather spend that time up front to get a really high caliber person

00:11:48.260 than to try to fix it after the fact. Most people make this mistake. They hire their cousins and

00:11:54.220 referrals and this person that responded to a Facebook comment. That's not how you build great

00:11:59.040 companies okay yeah at the moment our process is um we put we put an ad up then we then we handle

00:12:07.600 a first interview a second one we bring them in and i guess the biggest thing that you don't do

00:12:12.640 you don't want to be doing first interviews you don't ask them to submit a video i will now yeah

00:12:18.560 because like even the time to schedule in your calendar that first interview i literally can

00:12:22.720 look at 100 videos and know real quick if the person has the intellect i can just tell by the

00:12:28.720 the way they talk, I can tell how they answer my questions. I can tell, you know, we ask them,

00:12:32.280 what are your top nonfiction books that you've read? They'd never read a nonfiction book. That's

00:12:37.600 great. You can't work at my company. If you don't believe in investing in yourself and knowledge,

00:12:41.880 you're just not going to gel with the culture of our company. Does that make sense?

00:12:45.880 Yeah. So what, if it's across the board, right, let's say it's a lot of the jobs that we hire

00:12:51.920 in the other company is more on the client success side. But since we're, I would even consider,

00:12:56.620 even though it's three years old, definitely it was still in school.

00:12:58.720 about phase. It's not necessarily, and there's no coding or we're not hiring on the marketing scale.

00:13:04.880 How would I put them through a part-time thing, like see how they interact with clients or?

00:13:09.760 Test project. So for example, on the sales side, we never put them on a call with a real prospect.

00:13:16.480 We just test it with our internal sales team. So they might do three sales calls following our

00:13:21.120 sales script with an internal sales person, and then they'll vote and feed that back up to the

00:13:26.240 sales manager. You want to protect your client base or your opportunities. Usually, if somebody's

00:13:34.720 got a job, I'll just say, look, you have 10 hours to get a chance for us to work together. If I can't

00:13:39.760 work with you until I work with you, I think it just makes sense to have that person get to know

00:13:45.120 me and me know them by working on a test project. Okay. I guess this is a pretty blank question.

00:13:52.720 not sure if you can answer that details but do you think if i'm looking at hiring would you think

00:13:57.760 that i should hire less people and hire more expensively or hire kind of you know start early

00:14:03.840 on and maybe provide a little equity position and pay less and take more people on so so they'd have

00:14:08.880 less people with more responsibilities or more people with less responsibilities um usually

00:14:14.400 the smaller you are then you wear more hats and the bigger you are the less hats you wear

00:14:20.400 so when you started your company charles i'm assuming you wore all the hats and it was you

00:14:24.560 right yeah and then as you hired you took a few hats and you gave it to this person and you took

00:14:30.320 three hats and you gave it to this person and so it's the specialization versus generalization

00:14:36.800 when you're early sub 12 people are going to wear whatever the hats are right so you want to find

00:14:42.160 people that have the values the drive the hunger not necessarily the best practices i mean the truth

00:14:48.160 is you can go on youtube and learn how to do something you can go buy a course online to learn

00:14:53.040 how to do something you can get a mentor you can get a coach but what you can't hire or pay for

00:14:59.520 is character and drive right so i would want to find people that have that first and foremost

00:15:04.720 and then so they have the characteristic and you can train for the skill now obviously if you're

00:15:10.080 hiring car mechanics or designers you want to have that base level experience but once they come in

00:15:16.880 you can put them through training to get more advanced experience and you can ask somebody

00:15:21.440 that's doing client work to also manage your social media account and i think that that's the

00:15:25.760 right way when you're small when you get bigger and you have enough work to have somebody busy

00:15:31.280 and dedicated just to that one area of the business great hire and specialize but it's kind of right

00:15:37.360 time right action and right now you might be too small to have somebody dedicated so you want them

00:15:41.520 them to wear multiple hats okay um last question on that hiring part then we generally so when you

00:15:49.700 told us to specialize um on the on the host genius companies of property management we basically were

00:15:56.180 doing five different types of marketing before i cut all four of them out and focusing on one of

00:16:00.380 them which is something kind of new it's a new sales venture um again pretty not too much background

00:16:07.060 information. But in terms of hiring at this mid stage, I'd say at the at the just about the 1

00:16:12.340 million mark and recurring revenue, would you say that we should try it out ourselves, see if it

00:16:17.380 works and then hire someone or hire someone to figure out the model and work with them?

00:16:24.180 So one of the biggest mistakes that people make on sales is that they hire somebody else to do the

00:16:30.820 searching and repeatability part. And you can do that if you hire the right person that that

00:16:37.060 you know is motivated and curious and hungry and you know that right but the reality is

00:16:45.460 there's risk there that they won't figure out fast enough a to make you money or b for them to be

00:16:51.300 making enough money to stick around right so i've always built that process in-house so if you think

00:16:58.260 of like a normal sales process you have you have qualifying you have closing and you have kind of

00:17:03.140 customer success right you have your sales development reps you have your account execs

00:17:06.900 and you have your customer success managers typically in the early days the founder does

00:17:11.380 all three right the most logical thing to do is once you have enough volume of sales

00:17:17.300 you're documenting the whole time you're creating a repeatable process so if you don't have a sales

00:17:22.100 playbook that you're starting to copy and paste emails into copy and paste you know outlines of

00:17:26.820 the sales script right like answering questions like here's how i deal with objections here are

00:17:31.700 are some case studies to recommend, here are some things to note, here are some ways to

00:17:35.760 deal with guarantees, here's the offer, and have that documented, then you're never going

00:17:43.220 to win hiring people because they need to be trained. And if you got to sit there and

00:17:46.420 train every person, it's going to be a losing battle, right? So typically, you do the whole

00:17:51.880 stack, then you're going to want to hire people, for me, to onboard new accounts, because that's

00:17:58.480 pretty predictable like you know once you get them to buy here's the process this is the first 100

00:18:03.680 days here's the sequence of things document it have somebody else execute it right and while

00:18:08.880 you're doing it record yourself record the zoom video with your clients record the sales calls

00:18:14.480 record the emails like record everything and save it in that document under training so usually once

00:18:20.960 you get 20 of your time dedicated to onboarding new accounts give that to somebody else then

00:18:25.520 Then the sales development rep side, document that, give that to somebody junior.

00:18:32.580 And then eventually what will happen is that your calendar, you qualify harder, that person

00:18:36.940 really makes sure you only get on calls with people that are qualified and ready to buy.

00:18:42.160 And you'll get to a point where you'll be spending 50, 60% of your week doing sales.

00:18:46.660 And then what you do is you'll hire somebody to replace the SDR, the sales development rep.

00:18:50.480 They'll become a salesperson.

00:18:52.160 they'll sell in parallel to you and usually you want to hire two sales development reps because

00:18:56.400 somebody might not work out and then all of a sudden now you have two sales people that are

00:19:01.360 qualifying and setting appointments you're now working your way out of sailing and that person

00:19:06.880 becomes a primary and you've built this career path for people to start here and eventually move up

00:19:12.000 and if they get bored of selling usually about two years into it then you can have a path where they

00:19:16.080 can move into a customer success role because they really understand the customers and the product

00:19:19.920 that is how founders remove themselves from selling directly okay so from what i understand

00:19:26.640 then i should be looking a lot of my time on the sales side

00:19:32.240 so where should you be spending your time it it all depends okay so it's it's a nuanced question

00:19:40.720 when people go like how do i scale my company i teach this this whole process called the buyback

00:19:45.120 principle but the essence is simple there's certain types of activities that bring you energy

00:19:49.680 and create value for your business okay if selling takes energy from you and you absolutely hate to

00:19:55.680 do it then no it should not be where you spend your time right but if you like to sell and it

00:20:01.520 brings you energy and it creates value for your business which it does sales then i would say

00:20:07.120 investigate how you spend more time there and everything else on your calendar that's the

00:20:11.440 buyback principle is saying i'm going to hire people to add to buy back time out of my calendar

00:20:16.560 not just hire people to add capacity. A lot of people hire people like a support person, a

00:20:22.160 developer, a salesperson to add capacity. But the only way that we build companies and free up our

00:20:28.240 time to work on the business, not in the business, is to have the time to think strategically, to have

00:20:34.000 those partnership conversations, to refine the product, to look at the data, to connect and

00:20:38.800 correlate innovation and say, oh, we're spending way too much time marketing this customer doesn't

00:20:43.760 stick around like that's the strategy side of the business that's on the business right so i'm a big

00:20:49.280 fan of saying if you've got any free cash flow you have any profit you have any cash reserved

00:20:54.240 and you're trying to hire you should hire first and foremost for your calendar free up your time

00:21:00.000 and use the the filter of what what you know what creates value for me what creates the most value

00:21:05.920 for me as a business what energizes me the most keep those things and get everything off your

00:21:10.480 plate because that energy that you bring to your day at that point will be contagious right because

00:21:16.400 all of a sudden you literally wake up and do everything you love to do and when you stop

00:21:19.920 loving to do it spend more money buy back that time out of your calendar okay that makes sense

00:21:27.280 i'm trying to think which question first then we're still because this kind of came up as you

00:21:32.880 mentioned it with the calendar side um so with team town i have i don't have too much of my

00:21:38.480 my attention on it right now just because host genius i feel like the team is is not as good

00:21:45.920 you know we haven't built a good team culture at the same time so i'm focusing on that

00:21:49.440 but let's just say in two weeks i'll be done with that back in the team town at the current moment

00:21:53.840 we have two sales guys handling all the sales we have someone doing client success building

00:21:58.000 relationships with the customers someone building our product um and managing the design team so

00:22:04.080 we're so but we're so early on it feels a bit unnatural to me because i feel like i should be

00:22:08.000 more because I guess it's my second startup. I feel like to be more in there, but I'm not saying

00:22:12.880 I should. It just feels like, what should I be doing at such an early stage as a CEO?

00:22:19.440 Yeah. I mean, Charles, the reality of it is leaders set the strategy, manage the people,

00:22:27.040 ensure the reporting's being done, and then work on process, right? Like those are the four areas

00:22:32.880 that leadership, right? It's like, so if you have team members there that are doing stuff,

00:22:38.720 my question to you would be, what metrics are you monitoring that lets you know and

00:22:43.920 them know that they're making forward progress, right? What's your frequency for measuring that,

00:22:49.920 right? How is it driving behavior, decision-making from your point of view?

00:22:54.720 Never confuse activity and time invested with outputs and outcomes, right? Like you can

00:23:00.800 literally spend an hour a week managing a company and having 50 people in that company execute and

00:23:08.480 operate because you set up the game so that they can all perform incredibly well and you don't

00:23:14.720 think because it's only an hour a week that that's not important that that's what makes you a great

00:23:19.200 operator right having to spend a hundred hours a week with a team of four that's producing no

00:23:24.560 revenue even though it might feel like you're doing something it's actually very inefficient

00:23:29.680 and would just show me that the maturity level

00:23:32.140 of your leadership and operation is just lacking, right?

00:23:35.120 So always be careful to correlate activity to outcome,

00:23:41.100 right, or output to outcome.

00:23:42.440 I'm a big fan of having leaders that know how to lead people

00:23:45.660 to be clear on the outcome,

00:23:47.180 measure the criteria for success,

00:23:50.540 and then coach them to win.

00:23:52.180 And if that takes a very few amount of hours

00:23:54.640 because it's early days

00:23:55.520 and there's not a lot of moving parts,

00:23:57.300 then that's what you wanna focus on.

00:23:59.680 Okay, makes sense.

00:24:01.540 So Charles, as we wrap up, I want to ask you, what's been the biggest takeaway from you in regards to the things that I've shared today?

00:24:09.800 What are your big kind of ah-has?

00:24:14.780 Two of them, I would say, number one would be how we hire going forwards.

00:24:19.360 So that totally makes sense.

00:24:22.040 When you say it, it's so obvious, but we never did it before, was hire people to give yourself more time.

00:24:28.340 So that's number one.

00:24:29.060 And I think, I think we were kind of on that process, but we didn't know about it, but

00:24:32.840 I'm going to focus a lot on, on, on freeing up time.

00:24:35.220 So I can continue to work on the business instead of in the business.

00:24:38.900 Um, and number two would be that way of recruiting what we're looking for.

00:24:44.580 Um, because even my mind was thinking, you know, 10 hours on interviews when I'm sure

00:24:48.700 the video would take, uh, 10 minutes.

00:24:51.080 I mean, not only 10 minutes, I can tell, like, I mean, just the act of making a video to qualify

00:25:01.840 them out of the process, because they literally have had people apply as an assistant that emails

00:25:07.960 and says, I can't figure out how to upload my video to share a link with you. Now, Charles,

00:25:14.060 do you think as a tech entrepreneur, I want to have somebody on my team that I have to teach

00:25:18.560 something as basic as uploading to a google drive or dropbox no so do you think i might have dodged

00:25:26.720 a bullet in that case yeah definitely right or if i'm trying to build a team that's got a

00:25:32.560 open culture and a communicative culture and a culture of collaboration that an introverted

00:25:37.680 programmer says i don't feel comfortable on video and i have a distributed team and we spend most

00:25:42.880 of our time on zoom on video if that's the right hire nope so just just think about what makes a

00:25:51.280 great person for your team and what are the filters that you could add and automate so that as people

00:25:57.200 work through it and the cool part is as they go through that recruiting process they're telling

00:26:01.360 themselves man this is a really smart company thoughtful organized impressive and it just

00:26:08.880 continues to sell them on the opportunity because if they make it to the end then they know holy

00:26:14.160 moly if everybody went through this process i know i'm not going to work with anybody on the team

00:26:18.560 that isn't capable because it wasn't easy to get to this point if that makes sense so even the

00:26:23.760 filters you add helps in the sales process to get the right person engaged because they're going to

00:26:30.080 feel accomplished and if that's what it's like just to get a job imagine what it's like working

00:26:34.640 for the team yeah awesome charles i'm excited for your future man keep up the hustle keep the focus

00:26:41.840 and uh focus on the business i mean two businesses not a big fan of i know you got both but if at one

00:26:49.440 point or the other you have a chance to focus on one that's usually where the biggest roi is going

00:26:53.680 to come from but again it's you need to understand what you want out of life and your entrepreneurial

00:26:57.840 journey and and if it's two companies fine but know that if somebody's focused on one they're

00:27:04.480 going to be able to compete against you because they don't have the distractions that make sense

00:27:09.440 yeah awesome cool well have an amazing day charles good talking yeah cheers

Dan Martell - May 24, 2021

How To Find Customers & Employees Who Will Fuel Your Business Growth (& Won't Churn After 6 Months)

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