I used to hustle non-stop, flipping whatever I could to stay afloat. Every day felt like a scramble… chasing small wins, managing inventory, and hoping the next sale would come through. Then I got introduced to integrated reselling, and it changed the game for me. It taught me the value of systems, automation, and plugging the right talent into the right process. Yesterday, my store generated $11,587.91 in sales from 137 orders. No inventory. No shipping headaches. Just clear systems, consistent flow, and sharp execution. Looking back, the biggest difference wasn’t the model, it was finally thinking like a business owner, not just a hustler. Delegating. Scaling. Building real momentum. Staffing the right roles changed everything. And if you’re in the agency world, you know this firsthand: the right people make the process work. If you’re building something and want it to run smoother and scale faster, start with the system, then get the right team behind it. Happy to share what works for me http://bit.ly/42Cqk8A

BEFORE: Our recruiting team was spending 70% of their time on initial candidate screening, most for unqualified applicants. AFTER: We built a simple automated screening system that: • Uses a conversational AI to ask preliminary questions • Evaluates responses against role requirements • Schedules qualified candidates directly into the recruiter's calendar • Sends personalised rejection emails to clear mismatches This reduced screening time by 63% and allowed recruiters to focus on candidate experience for qualified applicants. The unexpected benefit? Candidates reported higher satisfaction because they got immediate engagement rather than waiting days for a response.👌 Has anyone else implemented automation in their initial screening? What worked/didn't work?

Xreacher now handles 3,000+ cold DMs/week for me. I first saw it here and it’s already booked me 3 clients in under a month.

Over the last 4 months, I went all-in on one thing most marketers skim past: elite-level copywriting. 300+ rewrites. Dozens of structures tested. I studied the psychology behind every word that gets someone to open, click, and act. And now? The results speak louder than any theory. I ran a campaign recently with both links buried at the bottom — and it still pulled 85%+ open rates. Not once. Not twice. Consistently. A few even crossed 95%. Before this? I hovered in the 55–65% range — which, let’s be honest, most people would consider a win. Now? Anything below 80% feels like a miss. That’s the new bar. Because the copy doesn’t just grab attention — it drives action. If you're running ads, outreach, or emails and actually care about increasing your response rate, feel free to DM me here on Skool. I’ll review your copy, tighten it up, or help you restructure it completely — even if it’s just your cold call opener. Happy to help. I get sharper with every breakdown I do. Results attached. P.S. When the copy hits, business starts to feel unfairly easy. That’s when you know it’s working.

When employees leave, it’s not just a matter of filling a position—it can seriously disrupt how a company runs. Processes get delayed, productivity dips, and teams often feel the strain of having to pick up the slack. But here’s the kicker: turnover is expensive. Replacing a team member can cost up to 30% of their annual salary. And if it’s a C-level exec? That number can shoot up to 213% of their annual salary. That’s a huge hit to any business. Losing talent means losing time, money, and momentum. Retaining good people isn’t just smart—it’s essential. Happy teams = stronger companies. Keeping great people around isn’t just a feel-good move—it’s a smart business strategy. Let’s help your business find top talent and consistent reduce turnover and keep processes running smooth! Visit us : Dreamtalentrecruitment.com