Most contractors don’t need more leads. They need to respond faster. 78% of homeowners choose the contractor who replies first. Yet most take days to respond—if they respond at all. Why Speed Matters - Customers expect instant replies - Slow response = lost trust - The first responder usually wins the job - Same rule applies to hiring good people Quick Win ✅ Track your speed-to-lead ✅ Aim for replies under 5 minutes ✅ Automate confirmations + booking Move faster than your competitors—and you’ll close more deals without more ads.

Most contractors don’t need more hustle… they need fewer $10–$20/hr tasks stealing their day. If you’re the estimator, dispatcher, bookkeeper, recruiter, AND follow-up guy… you’re not running a business — you’re running a circus. 🎪 Here are 3 fast wins where an AI assistant can buy you real time back: 1. Lead Follow-Up + Booking 📲Instant replies to missed calls, basic Q&A, and calendar booking so leads don’t die while you’re on a roof or jobsite. 2. Scheduling + Reminders 🗓️Auto-remind customers + crews about appointments, tasks, daily reports, photos, timecards — the stuff that usually gets forgotten until it’s a problem. 3. Recruiting + Screening 👷Screen applicants, chase resumes, book interviews, and filter the “no-shows” so you’re not wasting 64 hours to make one hire. AI isn’t “set it and forget it.” It’s a tool — like a brand-new admin that works 24/7 when you give it a clear process. Question: What’s the ONE task you hate doing the most right now? Drop it below. 👇

Find and keep rockstar employees by turning your training into a repeatable 90-day system (so you stop starting over every month). Most contractors don’t have a “people problem.”They have an onboarding + training problem dressed up as a labor shortage. It shows up as: - new hires quitting fast - “nobody wants to work” frustration - A-players leaving and taking your knowledge with them - chaos training (winter hire vs busy-season hire = totally different) 🔥 Highlights 1) The First 90 Days Decide Everything Nearly half of turnover happens early when onboarding is unclear. If you don’t build structure, you get churn. 2) Stop Relying on A-Players When your business runs on what’s in someone’s head… you’re one resignation away from a mess. 3) 10–15 Minutes a Day Beats “Information Bombing”Short daily training + a quick test + real-job practice. Micro-learning beats hour-long lectures every time. 4) Remove the Gray Area = Less Micromanaging If you’re always saying “you should’ve / you could’ve”… that’s a system gap, not a person problem. ✅ Quick Wins (Do This This Week) - Record 1 simple how-to video on your phone (done > perfect) - Write a basic Day 1–7 onboarding plan - Give every new hire 3 small “wins” per day - Keep training short (5–10 minutes) and consistent

Build a team that runs without you repeating yourself all day. If you’re constantly babysitting, it’s not a people problem — it’s a training problem: • repeating instructions • crews stuck without you • high turnover early on • everything living in your head Here’s what changed everything for us: When we treated training like a system, retention jumped to ~75%. 🔥 Highlights 1) Clarity Beats Micromanagement If you say “you should’ve,” the system failed — not the employee. 2) Simple 4-Step Training System 1️⃣ Show it once (use a buddy) 2️⃣ Record it (quick phone video) 3️⃣ Test it with a small task 4️⃣ Step back and let them own it 3) Your Phone Is the Training Tool Record daily tasks once.Send the video.Stop repeating yourself. 4) Training Is a 90-Day Process 5–10 minutes per day 1 skill per day 90 days = a reliable employee Takeaways ✅ Document one task today ✅ Train daily, not randomly ✅ Lead with clarity, not criticism ✅ Stop babysitting — start building people

Hi my name is frank I hope can be a lot of help for people outhere.