Client Wins. Over 170 techs placed.

My Achilles heel in this business is finding competent service technicians that can perform at a high level. That's really restricting my growth these last 4 to 5 years. I've offered sign-on bonuses with minimal interest. I kind of was throwing my hands up in the air like, I don't know what else I can do. I came across a 30 Madison ad on Instagram. Within 48 to 72 hours, Tyler had reached out, had some interviews lined up the following week. It almost seemed too good to be true how quick Tyler was able to get a a competent potential employee in in front of me. And it it really came down to about 2 to 3 days. I'd say a good service technician makes me about $200,000 a year. To invest to get one on, that's a great ROI. You got to spend money to make money, so I I would recommend them highly.

— My primary process was going to the job boards. I started with Indeed and then ZipRecruiter. And hell, half the people never called me back, so it was just it

— it was a a big time suck. So, you know, probably out of 30 or 40, I was able to get one. And the one I hired I already fired, so.

— [laughter]

— These are the primary revenue drivers of the business. So, without enough having enough people, I can't not only answer uh calls, but but go and see the customers. Within 2 weeks, Tyler was able to find me qualified candidates. His communication was excellent and he definitely understands the business. It is definitely a cheat code to accelerate and and and get the right person fast.

Before 30 Madison, we were pulling our hair out fighting fires. After 30 Madison, I'm sleeping better at night. I think if you designed a person, it'd be tough to to design a person that fit better than this.

— I think finding good technicians for our business has been a an ongoing problem. It's tough to recruit in the trades. You don't have quite as much visibility into people's backgrounds, skills.

— Before I started working with 30 Madison, you know, we've hit on some of the problems we had.

— High volume of candidates, but low volume of qualified candidates. The disconnect between what you have in a short interview and how they actually perform or what they're actually motivated by.

— In terms of a job search, when when I'm thinking about the amount of time that I'm spending, maybe an hour a day plus kind of reviewing resumes, trying to reach out to folks. A mix of either not getting a hold of people or getting ghosted. That churn is a is a huge cost.

— And then you're back at square one. You've already bought uniforms, you've spent training time. We had a time where the guy didn't put in the right equipment. When the guy is very lax and just does it out of carelessness, that's

— where that that interaction with the customer goes south and you lose the customer probably for life going forward.

— So, I had come from a bit more of a corporate background, so I'm very familiar with working with recruiters. To be quite open, my skepticism going in was, is this really a model that translates into the trades? I think what I've found out is that I've been, you know, very pleasantly surprised. And it just matches up people who are a little bit closer to the same set of objectives.

— What I found working with 30 Madison, it was more of an institutional approach to finding people in the trades.

— From the time that we signed with 30 Madison, I think we were looking at around three week ramp up to start date. The person that we were looking for was somebody who could come in and help build the HVAC side of the business with me.

— I think if you designed a person in terms of their background and what we were looking for, it'd be tough to to design a person that fit better than this.

— If I would have met 30 Madison a couple years ago and started working with them, I think that we would have been double or triple the size we are today.

— I'm a kind of a fitness nerd and you know, where a loop the HRV to the day this gentleman signed his letter a straight up into the right chart in terms of a weight off my mind. There's really no substitute for getting a level players in. Before 30 Madison, we were pulling our hair out fighting fires. After 30 Madison, I'm sleeping better at night. I wake up knowing that what's on the schedule is going to get taken care of. Focus on growth and focus on profitability.

Within two days, we would have really good qualified resumes to review. Before Tyler came on to assist us, journey members are kind of hard to come by. So, they can reach out in different ways that I cannot. And so, that was very helpful for us. Their platform really worked for us. We don't want travelers. We do a lot of schools, a lot of medical facilities that all require immediate background checks. The other recruiters we were using that didn't have that platform, I mean, they were pretty much worthless to me. Tyler and his team were listening, which was important. We were getting far better recruits than other recruiting firms I was working with. I need your team working on it, getting me what I want, and he did a very good job. I have several employees now that came in as recruits through Tyler and his team. Within two days, we would have really good qualified resumes to review. I've been working with that group of people for 10 years and have not been disappointed. There are many other recruiting firms that I have walked away from within months because they didn't listen. For anyone that's had the frustration of working with recruiting firms that are not listening to you, Tyler and his team will absolutely do the right job for you. Tyler listened, and Tyler delivered.