Shoutout to Fernanda and the team for helping me setup my first VA. Super excited to get started and grateful for everyone who’s been a resource. Anyone who has sales reps and or techs this question is for you: I’m primarily in the window cleaning space and push heavy for recurring maintenance plans (2,3,4x per year). I definitely want to incentivize both my VA and technicians for rebooking our customers. I use Housecall Pro. My idea is to have the VA attempt to sell maintenance plans on the front end. If they do so successfully, I am back-and-forth either between A. Paying them a % of every job they sell that rebooks (sort of like a residual commission.. every time we service that customer the VA gets a % or B. Paying a % or flat rate for each “plan” that is sold, upfront. Doing the residual incentivizes long-term loyalty, and higher pay for them long-term, whereas the upfront payout structure is a higher payout for them short-term, and then they don’t get any other payout after that for that customer. Same thing for the technicians- if the technician is on a job site that is not on a current plan, part of their checklist is to offer a recurring maintenance plan. If they are successful I either want to give them an upfront dollar amount or percentage for the sign-up or to pay them a flat percentage for all future recurring jobs we do for that customer. And then comes the part where I’m struggling to figure out how to structure that in Housecall Pro and make it an easy system to work through and track. The residual commission structure seems a little easier to implement in Housecall Pro. I’m wanting to do this while keeping all in labor costs below 30% I’m just curious how you are setting this up in your business? Any thoughts?

ChatGPT just released Dots. Meta has Muse. GrokBot and Perplexity Computer have been out for awhile. Anthropic is no doubt on the verge of releasing something similar, as is Google. OpenClaw was huge and then it wasn't (that took about 60 days lol). Hermes is having a moment but is probably weeks away from obsolescence. This technology is rapidly iterating from early adopter status to widespread adoption, and I think it will happen a LOT faster than cellphones and the internet. We are facing a reality where it's not unrealistic to think that within a year, most tech savvy customers will have their personal AI agent deal with you. In two years, your grandma will have an agent. So the big question for us home service owners is, what are we doing to prepare for that eventuality? Here's what I'm doing... I'm thinking about what the workflow will look like from the client's side, and how I can make our business the most obvious one for their agent to interface with. I'm thinking about how the customer experience will change- how and where the human touch will still be relevant or necessary and what we will do to enhance those increasingly rare opportunities to get the most out of them. I'm thinking about how I can position my business now to be best prepared for a new way of doing business with people who now no longer need to pick up the phone, search the internet, book an appointment for themselves, or shop for themselves. It's coming, I have no doubt. Now's the time to be thinking and preparing for it...

Do any of you run a recurring model similar to Ned Stevens for gutter cleaning? If so, what's your strategy? We've built a reliable seasonal revenue stream with Christmas lighting, and we want to do the same with gutter cleaning: predictable spring and fall revenue we can count on.

Just finished recording two Looms on how we win group interviews, and honestly I poured my heart into these. The first one is the mindset stuff. For years I wasn't proud of what we'd built, and candidates could feel it every time I sat across from them. A 2 AM conversation with Ben Surdi crushed that, and I walk you through what changed. The second one is the playbook. How we run it, the order that actually matters, and what not to ask. I also put our real group interview deck in there. Copy it to Google Slides or grab the PowerPoint or PDF, drop it into your AI tool, and build it around your company. Fix the mindset, run the playbook, and you start winning the people you actually want instead of settling for the recruits you didn't. Real talk, this probably belongs in Premium or VIP long term. For a limited time it's sitting in Standard, and free trial members can get to it too. Classroom > Standard: Win the Group Interview What's the biggest thing holding your group interviews back right now?

What’s everybody struggling hard with right now? What do you want to hear about next?