Hiring & Retention

Hire before you’re desperate. Keep the people you hire.

Growth stalls when you can’t find, train, and keep good people. We help you build a recruiting process that runs all year, an onboarding plan that gets new hires productive fast, and a career path that gives your best people a reason to stay.

Sounds familiar?

• You only recruit when someone quits.
• New hires are handed to a busy tech and told to “ride along.”
• Good techs leave for a dollar more an hour.
• Interviews are a conversation, not a process.
• Nobody has a clear path from apprentice to lead tech or manager.

What we coach

• Recruiting: job ads, referral programs, schools and apprenticeship pipelines, and a weekly recruiting rhythm.
• Interviewing and selection: structured interviews, ride-alongs, and scorecards tied to your core values.
• Onboarding: 30/60/90-day plans for techs, CSRs, and managers.
• Training and career paths: skill levels, certifications, and the pay that goes with each step.
• Retention: stay interviews, reviews, and early warning signs before someone leaves.

What you get

• Hiring process and interview guides
• Onboarding plans by role
• Career ladder with pay bands
• Review templates
• Recruiting calendar

FAQ

Which roles can onboarding cover?

We build 30/60/90-day onboarding plans for technicians, CSRs, and managers.

Is recruiting only for when a role opens?

The process is built around a year-round recruiting calendar and a weekly rhythm, rather than starting from scratch when someone leaves.