009 — Noel 5x’d His Revenue by Changing His Business From “Money While You Sleep” Into Service-Based

In this episode, Christina interviewed Noel Andrews. He was able to increase his revenue by converting his money while you sleep business into a service based business that helps other business owners hire well.

Let’s look at how he did it.

Questions and Answers

  • 00:38 what was your money while you sleep business
  • 01:16 what was your service based business 
  • 03:42 what made you decide to turn it into a business
  • 07:01 how did your superpower help you
  • 07:04 what problems were you having
  • 10:45 how did you onboard quickly
  • 14:31 how do you help set up a new hire 
  • 20:48 tips on hiring, onboarding, and engaging a remote workforce
  • 23:37 who do you work with, where can people find you

Links and Resources

Read Full Transcript

[00:00:00] Christina Hooper: Hey, busy business people. I am here today with another entrepreneur taking action Noel Andrews, he 5X'd his revenue by pivoting his business from money while you sleep, into a service-based business that helps other businesses scale through hiring great people, and I'm going to figure out how he did it.

[00:00:22] So to kick things off, you told me that you started with a money while you sleep business and turn that into a service-based business, which is a little backwards, right? So let's unpack that. Like, what was your money while you sleep business? What did it do?

[00:00:42] Noel Andrews: Yeah. So, uh, has any kind of VC or investor will say job boards, uh, job boards and self storage is where that, where the money seems to flow these days.

[00:00:49] Uh, so I was running a job board or am running a job board. Uh, so job rack is a hiring service focused on, uh, kind of hiring really great remote workers from Eastern Europe and yeah, conventional job [00:01:00] board in that sense, you know, people can go on, they can purchase 24 hours a day. Uh, they can post their job. It goes live and gets kind of promoted out to our database.

[00:01:07] So literally I could wake up in the morning and see kind of purchase confirmations and new jobs getting posted. 

[00:01:14] Christina Hooper: Well, and then you went into a service-based business. What is that? What are you do there? 

[00:01:18] Noel Andrews: So, uh, I help people hire. So the challenge that you have with the job board is that there's thousands of job boards and, uh, you know, as much as we are niched down.

[00:01:29] So we are very focused, a hundred percent focused on Eastern Europe. We're a hundred percent focused on remote workers and helping, you know, people with businesses and typically online businesses to hire those people. You know, scaling a business when the per, the, the cost or the thing you're selling is $199.

[00:01:45] It doesn't leave a lot of room for, you know, kind of investing in marketing or paid ads or kind of scaling things like that. And so that was one side of it. It kind of, it's tricky to scale, not impossible, but tricky. And that's where kind of like a venture capitalist kind of [00:02:00] jump in and kind of fund a job boards to kind of get that kind of growth.

[00:02:03] Uh, but that's not my, not my bag, not a route that I wanted to, to go. And then at the same time, I was having a lot of people, a lot of clients come to me and say, "Hey Noel, ya know, can you help us hire? You know, hiring is hard, it, it's really kind of takes tons of effort and, uh, it takes us ages to do, and we just don't know how to do it. So can you help us hire and, uh, help us, you know, find the best people?"

[00:02:24] And so I am a very, my kind of marketing strategy is to be helpful and friendly. And so when people come to me and they're asking me for help, it's kind of like, Hmm, is there something here? And it felt like there was a kind of a little thread that I could pull.

[00:02:37] Um, naturally if we're doing services like this, it's, it's considerably higher priced. Um, but the value that we're giving is dramatically higher as well. So yeah, it's much higher price than it was, but it's still very, very reason. And we're giving people kind of tons of great value. And one of the things that happens to have worked out with is that, you know, I now spend my time on calls with entrepreneurs and business owners, which they're the kind of people that I like hanging out with [00:03:00] anyway.

[00:03:00] So it's kind of a win-win albeit it's an unconventional story as, as you said. 

[00:03:05] Christina Hooper: Yeah, it's definitely unconventional. Most people are in the service-based side of things and they're looking for ways to get that money while they sleep. But it sounds like you made that decision to pivot because there was an opportunity and it called to you, which speaks to like the things I tell business owners all the time.

[00:03:21] It's like, what is your superpower? Who do you, you know, if you had to spend all day every day with the same type of person, who would they be and then go invent the service that helps them and you'll be happy. Like, sounds like you actually did what I tell people to do all the time. So that's amazing. I was wondering as soon as you told me, that's what you did, I'm like, why, why would you go backwards?

[00:03:41] But that makes sense. Now, what made you decide to turn that into an actual business? Like you were just helping people and being a helpful human and there's fulfillment in doing that. But you made the conscious decision to say like, okay, I'm going to build a business on this.

[00:03:56] Now I'm going to actually create the service based business. What was, what was going on there, like, in [00:04:00] your head? 

[00:04:00] Noel Andrews: Yeah. So I'd been striving for, I mean, Job Rack, when I bought it, it was very, very small. Um, it'd been built up to a point and it'd been sidelined and kind of almost mothballed. And I came in when it was very, very tiny.

[00:04:11] Like the revenue was $15 per month at the point I bought it. It was like really tiny, right. Little, little kind of side hustle. But you know, at the time it had a lot of potential. So I'd built it up to be kind of, you know, mid five figures a year. Um, and I was really starting. I wanted to, yeah, there's a big, I can entrepreneurial tic box if I own a six figure business.

[00:04:30] Right. And on the way to a seven and an eight figure business. And I was really intent on getting it to be a six figure business in its own right as a, as a job board. And so when people were asking me to help them and, and like you said, I was kind of helping them anyway. I was just doing it kind of for free and they'd post $199 job post.

[00:04:46] And it was mid last summer, I think it was. And, uh, someone who's now a good friend and a very regular client. Uh, he said to me, he was like, "you know, this is gold. I'd, I'd pay you, you know, a few thousand dollars for this. In fact, can I pay you a few thousand dollars for this?" [00:05:00] And I'm like, oh, that feels weird.

[00:05:02] No, just buy me a steak, just, just buy me a steak dinner next time I'm in Boston, uh, which he still owes me cause COVID, and I can't get to Boston just yet, but I'm definitely going to call that one in, uh Dale, if you're listening you know, that that steak dinner is going to get involved. Um, and it just kind of, it kind of resonated, and it took a few months to kind of percolate around in my head because I was really fixed to this idea of getting Job Rack to the point that I wanted it to be in terms of, you know, six figure business on the job board. 

[00:05:29] And I had a really good coach at the time and he was pushing me and he was like, "Hang on a minute, right, you're struggling and striving. And it's, it's really hard to get you up to where you want to be with this. But why don't you just jump into job rack 2.0, right. Why don't you just jump to these services? They're much higher priced. You're going to deliver way more value. People are going to be much happier and we still do that, the job board stuff as well. And people love that, but we've now got this kind of second string to our bow."

[00:05:54] And he was right. It took me a couple of months to realize that, uh, and when I did and it, it then just [00:06:00] went really, really fast.

[00:06:01] It was, it was a no-brainer right. When you've got people queuing up, asking you to do something, and you're the one saying, no, don't pay me the money. Uh, you know, when you know, you can do it and do a really great job. It was literally like a no-brainer like that. And, and it's proven to be the case. And now we come into all the kind of headaches that comes when you start trying to scale a service based business, but I'm uniquely positioned to deal with a lot of those, thankfully.

[00:06:25] Christina Hooper: Well, now, let's talk about that being uniquely positioned. So that was actually one of my questions on my list. Cause service-based businesses are hard, especially in your scenario where it's like you had this personal superpower. That worked for you, you have a skillset. And then as you try and scale yourself, you know, I hear business owners all the time.

[00:06:43] They're like, if I could just clone myself, if I could just have like five more of me, 10 more of me with the same passion and qualifications, you know, everything, then this would be amazing. And they can't find those people. So you've kind of, you're uniquely skilled in this that helping people hire is [00:07:00] one of your superpowers.

[00:07:01] How did that help you? What did that, how did you scale up? What kind of stuff were you hitting?

[00:07:06] Noel Andrews: So the first thing I needed to do is recognize that, you know, I couldn't do all of this myself. Right. So I had a very small team in place. I had a couple of people working with me kind of around customer support and kind of like hiring success management.

[00:07:17] So kind of supporting our DIY customers, uh, on the job board. And I knew I needed to bring in some kind of recruitment muscle. Um, so I brought in a lead recruiter, um, uh, an amazing woman from Macedonia. And so she has helped to kind of lead on the recruitment and the sourcing side of things, which is that, which is a crucial parts of it.

[00:07:35] Right. You've got to have like any funnel. You've got to have the people coming in at the front. That you can then filter down and then kind of, you know, really tightly filter them down and kind of whittle them down to get the good people through the phases. So that was the first step I did. Um, and push that, you know, I didn't expect it to scale that quick, to be honest, we did, you know, our first few roles last December, and then suddenly, you know, within four months we'd 5X, the revenue of the entire business, we [00:08:00] were doing kind of 22, 23 roles simultaneously.

[00:08:03] Which wasn't entirely intentional. It was just, people started talking and I've always done well from referrals with Job Rack, but this has just gone another level. Um, and coupled with that, you then get some clients that are a little bit slower to, uh, to work with. So ideally we want to work with people and, you know, we want to get roles done in about four to six weeks, right.

[00:08:22] That is a normal period of time to hire well. Right. You know, people talk about hire slow fire fast. It's absolutely true. You don't want to rush recruitment for, you know, a really good long-term team member. So, uh, it went a bit quicker than expected. And so you do what anyone does, you scrambled and you get a bit scrappy and, you know, you make it work.

[00:08:41] Uh, we invested in tooling, so I made a very significant investment in a, uh, an, an automate important applicant tracking system. Uh, we use a tool called workable, which was a hefty investment and it felt a bit old school because they charge you annually in advance. So it's like, they've not read the SAS handbook of [00:09:00] monthly pricing or anything like that.

[00:09:01] And it was a bit like, well that's, and to me, it actually, um, asking for payment in advance for a year, it's kind of like, well, where's the confidence, right? Um, but at the same time I do something very similar. You know, I charge upfront, you know, for my clients because I talked to loads of agency owners and service business owners that have to chase clients for money 30 day payment terms, 60 day payment terms.

[00:09:26] I never want to charge people for money that does not sound like fun in a slightest. I'd much rather just guarantee success, guarantee a refund if there's a problem, which there never has been, might happen one day, but, you know, guarantee success. Um, and just say, we're going to work to make people happy.

[00:09:40] And that, that seems to be a much better way to, uh, to work. So, yeah, you know, we've got the pain points. We need to hire some more people. Uh, the latest person just joined my team yesterday. Uh, I've got another person due to start within the next few weeks. And the hardest thing around all that is letting go, right?

[00:09:55] So like you said, it's, we all think if we could clone ourselves, we'd be fine. The [00:10:00] reality is that other people can do it better than us. And it's figuring out what your superpower is. Figuring out the skills and the attitude that you need to hire. And that's really what it's about. Right? You've hired people with the right energy, the right attitude, the rest of the straightforward, um, and trying to do that in time so that you're not having to get, you know, the plates on the spinning poles.

[00:10:19] Aren't getting too wobbly, uh, before you get your, get your people in place. 

[00:10:24] Christina Hooper: Now, I mean, you hit on another problem I hear a lot too that people don't think about they're so gung ho to scale their business, that they don't think about what happens if it scales too fast, especially in a service-based business, because like all the wheels start to fall off when the car starts going too fast.

[00:10:40] Right. It's like, how did you. What did you do to get through that step? Like, are there, like, how did you onboard quickly? Like, so you had to do it faster. How did you set your team up to, you know, keep the wheels on the car as you moved basically. 

[00:10:54] Noel Andrews: Yeah, so we worked harder and more hours was the main thing.

[00:10:58] And [00:11:00] so the one thing I won't do is hire faster because that, you know, that is the recipe for disaster. Right. And so it would be very easy for me to go. Right. I'm just going to get someone in. And I have to very intentionally slow myself down and take all the advice that I give my clients to be really thorough.

[00:11:18] Think about what you really need and figure stuff out. So there have been ways that we've got some kind of short-term help, but generally it's been done in a way that we've kind of all mapped in. We've let some other things slip, right? So. You know, one member of the team spend some of her time kind of doing marketing to job seekers to help them kind of join us, sign up.

[00:11:35] So we can flex that down a little bit to get some help on the, on the service side. So flexing that investing in the tool at the right time was absolutely key. And we could do that very quickly, that made a massive difference.

[00:11:46] Um, and just, you know, I have got an ability to throttle how many, you know, if I don't do marketing then less calls get booked, which means do we make less sales, albeit with so much of our business coming through [00:12:00] referrals, I can only throttle that so much, but I can kind of throttle it a little bit and say, "Hey, look, we know we're at capacity for this week so we can start next week." So there's because the cycle of our projects or hires that is relatively short, you know, typically four to six weeks.

[00:12:14] A week here and there allows us to flex that reasonably well. Um, but there is a point that, you know, we I'm intentionally sticking roughly at the level we're at now for a couple of months while we onboard these new people, because it's, it was on another podcast I listened to recently that they talked about, you have to be really careful to be scrappy and not crappy and that's a very, very fine line.

[00:12:36] Right. And I'm very happy to be scrappy, not willing to go the other side of it. So it's just balancing that and it's almost like, um, getting the right things in place because then we can be turbocharged. And then we can just, you know, we've, we're putting foundations in place that allow us to probably 5X again from where we are now.

[00:12:53] So huge shifts, but it's built on like solid foundations then. So it's a big, big time of like [00:13:00] focusing on systems and process at the moment. 

[00:13:02] Christina Hooper: I heard several things in there. I want to make sure our listeners pick up on. So circle back to those for half a second. Like don't be afraid to slow down was a big takeaway I just heard like, don't be afraid to tell your clients like, "Hey, we're going to start you in a week or two. Don't be afraid to dial back your marketing for half a second".

[00:13:18] Don't hire faster. Like that is a huge thing that I hear people do all the time. Like whenever they start getting overwhelmed, we've got to hire faster.

[00:13:25] We're going to onboard. We're going to throw people in. We'll just hope for the best. You're like, don't do that work, you know, work more, pull people from other stuff if you have to, but like make sure you're, you know, keeping that strength in place. I think those are both things that, you know, people need to pay attention to out of this conversation if you're listening to this episode.

[00:13:43] Um, so like, I'll always encourage people to hire someone. I think something else I heard you say was that they're going to do it better than you. And I feel like that's something that people don't really understand until they've hired someone in a service-based role and they've onboarded them [00:14:00] properly.

[00:14:00] They've given them, you know, clear instructions on their job and then they've given them the confidence to run forward with it, you know, to make mistakes, to fail forward, to learn things, to expand the role. Like the first time I did that, it was like, well, there's no going back. Like I always say like, if I try and keep it on my desk, on my to-do list, that's where it goes to die.

[00:14:22] If I delegate it off to my team, it's going to get done well. So it's like speak to that a little bit. I mean, you're helping people do this all the time. You've done it yourself. Like what can you do to not just like hire someone and plug them into a role, but to set them up to be better than you at doing it? 

[00:14:40] Noel Andrews: So, I mean, there's a few things. I mean, first of all, be really intentional about it. Like the, your time with them, you know, they're not, you, they don't know what you know, so you can't expect it to come in and just kind of magically do everything that you want them to do perfectly straight away. So really spending time and setting expectations.

[00:14:56] Now I see entrepreneurs get frustrated. Business owners get frustrated all the time with [00:15:00] their hires and they come to me saying, oh, I think I'm going to have to let this person go. And I'm like, well, why is that? And we talk it through. And at the end of it, I would say 50% of the time it comes out.

[00:15:08] They're just not set clear expectations. And so as a business owner, we've got to be, we've got to take it on ourselves. First of all, be really clear in what we want, not just in the actual, like the outcome and the output of the task, but be clear in terms of the way you want things doing. So we have a ways of working document, a job rack that talks about right down to like real nitty gritty stuff.

[00:15:28] Like, you know, how we want you to interact with a Google document, you know, that we use the commenting function, that we kind of do suggestions that we can see and help each other get better. Through to kind of softer things like, you know, Hey, when you start work, just say, Hey, in slack, um, when you finish work for that kind of period of time, just say, Hey, I'm, I'm heading off now.

[00:15:45] I'm heading to lunch, whatever, just like you would in an office. Cause that's what kind of builds kind of, you know, a better kind of team around it. Um, so that's really, really important. The other thing is, especially if your new hire is going to be client facing, okay. The [00:16:00] biggest and best thing you can do is introduce them.

[00:16:03] So when there is a speaker coming on stage or a comedian, if you've ever go to a comedy gig, right. And they're coming on stage, right. They get introed on the stage, the compare, or the MC builds a bit of buzz and you can do this with your team. And it's especially important. If you've got, let's say you're a U.S. based business.

[00:16:21] Right. And you're hiring from other parts of the world, and you may be a little bit worried about, oh, what are my clients going to think, right. Are they going to think that I've, you know, outsourced to a cheaper part of the world, despite the fact that, you know, we all have all kinds of nationalities in the U.S., in the UK, all over the place, right.

[00:16:38] But it can be a concern, like how would it be perceived? So it's really important to basically pick them up. Right. And not let them think of it that you are, ya know, slopey shouldering it and kind of palming them off, down to the junior. No, actually what it is is you're saying, you know, I'd be sent to you, Christina.

[00:16:56] Um, I just wanna let you know, I've got some really, really exciting news for you. Um, [00:17:00] you have had to endure having me as your account manager right. For the last six months and I've done the best I can, but honestly, I am all over the place. I am CEO, I'm sweeping the floors, I'm doing everything, right. And I know that I haven't done the job that I'd really like.

[00:17:15] Uh, and kind of like to do for you. And I know you like it, but you know, I know we can do better. So what I've done is I've found you a real account manager, an absolute gun of a guy he's going to absolutely knock your socks off. You've been doing this for years. He's way better than me. And you know this guy, I'm going to introduce him to you next week.

[00:17:31] We're gonna have a chat, but you want to let you know he was coming and he's going to take the best possible care of you. Um, it's gonna have my full support when you give him a full handover, you know, go from there. You're going to feel good about that scenario, that right. I haven't sent you an email saying, Hey, let me introduce you to your new account manager.

[00:17:47] Right. I've set the new person up for success and I've made you feel good in the process. And I would almost always add a tag that says, Hey, you know, if you ever want to kind of like downgrade and back to me again, then, Hey, here's my details. [00:18:00] I'll take three days to respond to you. Like I normally do, but Hey, you can always email me.

[00:18:04] Um, and for the record, I don't generally take three days to respond, but it's not as good as having. You know, dedicated. So I think that's the big thing is you set people up, whether it's with your team, if they're only internally facing, but if they are externally facing, like with clients, set them up for that success, give them the big up there intro and make them feel good.

[00:18:21] Make the clients feel good about your decision to, you know, get better help, um, to do the thing that they're gonna do. 

[00:18:28] Christina Hooper: I know, I have very rarely regretted introducing someone to my client, like introducing someone on my team to a client. It always works out better because like you said, like they're going to wait way longer for a reply from me.

[00:18:39] They're going to not get as good a service. I'm not going to be as proactive and reactive because I'm reacting to so many things all day long. It's like somebody on my team is going to reach out every day if they need to. And they're going to check in and they're going to stay on top of it and just the services there.

[00:18:53] But I have never heard it put like that. Like I even interviewed a guy a couple of weeks ago that he talked about, you know, he took a [00:19:00] six months vacation from his business for businesses while they kept growing. So that was what I was interviewing him about. And he mentioned the same kind of thing, you know, being able to know who to point someone to.

[00:19:09] So it's like if one of his customers reached out to him while he was on vacation, he was like, "look, I could help you, but I'm not the best person to do it. Talk to someone on my team", but I've never thought about like, I think I'm even guilty that it kind of just like email introduction, like, "Hey, here's Chrystal, she's gonna help you".

[00:19:24] Setting them up for success like that. That is a huge takeaway doing that whole MC introduction.

[00:19:29] Noel Andrews: Yeah. Do it, and do it. I mean, I'm a big fan of Loom videos, right? So even if I can't do it live, then a Loom video is really powerful. I do that just to intro people. So if I, if I'm going to intro to contacts together, nothing to do with business, just say, Hey, you know, you guys might be able to work together or something similar, a Loom video is perfect for that.

[00:19:45] And you know, you can use it in this same way. So that's the big thing. Just, just setting them up for success and just remember that, you know, you had to learn this stuff once, you know, people will generally do this better than you just think. If you only had one thing to think about how good you'd be at it, you know, most entrepreneurs and business owners would [00:20:00] hate that because we love being a bit, you know, all over the place, dealing with lots of different things.

[00:20:04] But one thing to focus on that, it's pretty powerful. 

[00:20:07] Christina Hooper: Yeah, well and I mean, and giving them that power to own that role and to improve it and to make it better and not have to, you know, it's like, "Hey, I gave you the script for how I ran it, but I'm confident that you can do it better". And giving them the permission to do that.

[00:20:23] I know as soon as I do that, I did that. Like one girl, I hired her and on the first day she was like, you have problems here, here, and here. Can I fix them, please? She just ran and it was amazing. Now I know another thing that you're doing is you're helping people hire remote workers. And it sounds like your team is functioning remote as well in a lot of ways, which is, you know, obviously the times being what they are, everybody's facing this right now.

[00:20:48] Do you have any tips or advice or wisdom to share for people when it comes to hiring and onboarding and engaging and managing remote workforce? I mean, it's a huge topic, but you know, some nuggets of [00:21:00] wisdom?

[00:21:01] Noel Andrews: Yeah, it's, uh, communication.

[00:21:02] That's the key one, right? Communicate a lot. Um, spend time with your team set. The, I mentioned everyone like set clear expectations. That's absolutely crucial. Um, but you know, spend time with your team because in, you know, if you've previously been in a business where you've been together in an office, you get the random moments, right.

[00:21:20] That everyone refers to like the water cooler moments, but you go out for coffee or you go out for lunch or you have a chat in the lift. None of that exists in a remote business for better and for worst. So you just gotta be intentional about it. So I am a big failure. We have a team meeting every week. Uh, we have a clear agenda around it.

[00:21:35] We celebrate wins and kind of aha moments of the week. Um, but we're also looking at one of the things I'm going to bring back in, we haven't done for a little while. It's like, but just the social types of probably once a month, like kind of, four o'clock on a Friday or two o'clock on a Friday, find a time that works for everyone.

[00:21:49] You know, whether it's beers, whether it's a coffee, whether it's just the team social, you know, find ways to actually just get to know each other. That's that's really, really crucial because that's what really makes a team cohesive [00:22:00] and working well together. So yeah, communication time together. And expectations and objectives, you know, set clear objectives for your team so that they've got something to work towards and that they're all aligned around, you know, vision and values and culture.

[00:22:13] And, you know, some businesses have got that fleshed out really well. Others, it's a kind of a twinkling in the eye of something, or it's an item on the to do list that we should do one day. But even if you just kind of share with them what your goals are for the year. And then cascade those down, find ways everyone can kind of, uh, support those goals.

[00:22:30] You just got to get them aligned around that, around the same thing. So yeah, that communication is that the main thing and just spend time with it. 

[00:22:37] Christina Hooper: I know you even set expectations around communication, like say, Hey, slack, you know, Hey in slack, when you first come on or bye when you're leaving for the day.

[00:22:45] And I mean, I know communicating your vision, that goes a long way. Like I'm managing like, uh, one of my companies, we have 35 writers and they're all remote. And I just kind of onboard them, said, here's work and here we go and let's do it. And, you know, I tried to do it [00:23:00] the right way, but I didn't really communicate vision.

[00:23:03] And I realized pretty quickly that, you know, a month or two in, after hiring some of them, they didn't even really know who our target clients were. Like who it is, we're even trying to service and what their unique problems are. And it's like, whoa, okay, step back, start over. So there's a lot of power to everything that you just said, like, I can attest to that and doing it myself and following your advice.

[00:23:24] Um, it does make a huge, huge, huge difference. So let's talk about you. Obviously you help people find people, so pitch yourself right now. If somebody is having some of these problems and they want to hire you. Who do you work with? What do you do? Where do they find you?

[00:23:40] Noel Andrews: Yeah, no worries. So we work with online business owners that want to hire really, really high quality long-term team members.

[00:23:47] So if you want someone who's going to commit to you part-time or full-time. Developers, designers, project managers, operations people, SEOs pretty much anything at all. Um, we specialize in finding those people from Eastern Europe. [00:24:00] Um, highly educated people with great English skills, really, really hard working and with a direct communication style that is, uh, at first surprising and then refreshing, um, you know, they tell you how it is, they get on and they work and they just do a great job.

[00:24:15] And because, you know, some of the economies are a bit less developed than, you know, U.S., UK, Canada, et cetera, um, but they have a lower cost of living, so then the salaries are pretty, uh, very competitive as well. So, you know, and that gives you the ability to, for them to own kind of great wages for, for where they are, but also allows business owners to scale their business faster.

[00:24:33] It's a higher, better quality people earlier than, than they otherwise could do. Um, what a lot of what we do is, you know, hiring is hard. It doesn't matter, you know, the best job board in the world or the best recruiter in the world. Hiring is always hard and it should be because it's really important. So that's what we do.

[00:24:50] We help people to hire. Uh, we can, you know, we've got a few routes up the hiring mountain I talk about from a, you know, $199 job posts, uh, to a, you know, kind of [00:25:00] $1,500 and upward and a hiring service. Typically saving you about 50 to 60 hours of your time. Um, and, uh, if you're valuing your time at anything less than a hundred dollars an hour as a business owner, then you're doing it wrong.

[00:25:11] Uh, your time is really valuable. So that's my kind of people work with it. So we find you the very best people and get you really great results through being helpful and friendly and, you know, uh, you know, being just, yeah, just helping, helping people all through the way being a, you know, the hiring guide or the mountain guide.

[00:25:27] As we talk about it a lot and yeah, for anyone, anyone that wants to check it out, at JobRack.eu, and, uh, you can see everything there. And if you want to kind of have a chat, you can book a call in with me. And, um, yeah, that's what we do. We've got lots of happy customers and like I said, 85% of our customers come through referrals.

[00:25:42] So we're clearly doing something right. 

[00:25:45] Christina Hooper: Awesome. Thank you for saring all that with us today, for sharing all these good tidbits of information with us today, always tell people it's good to learn, but sometimes you just need to hire the people, know what they're doing. So hopefully whether you're in that point where you're willing to pay time to save [00:26:00] money, and you're just going to take these nuggets and implement them yourself and get some results, or you're going to pay money to save time and go straight to Job Rack and just let them help you.

[00:26:08] Um, either way you got something out of this call. So entrepreneurs, this is your call to take action and join our community at etatoday.zone and learn how to build a business that enables your lifestyle instead of taking over your life. Thank you Noel for all of your advice today and look forward to talking with you some more later.

[00:26:25] Noel Andrews: Okay great. Thanks so much, Christina. Great to be here.
About Christina Hooper

I help you turn your Superpowers into Sales so you can build a business that enables your lifestyle instead of taking over your life. I'm also StoryBrand Certified Guide, BMS Certified Coach, and DigitalMarketer Certified Partner.

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