On paper, creating a $100,000,000 cannabis marketing agency is simple.
The math is simply to have approximately 1,000 clients at $10,000 per month with 100 contractors handling 10 clients each.
The hard part is hiring the first contractor.
Over the past 14 years of working with websites and marketing, I’ve hired around 100 people to do various tasks.
At one point, I had contractors doing ALL of the work and I would simply receive the work and then send the completed work to the client — to the client’s satisfaction.
Then the real life of business happens.
Clients come and go for various reasons.
Same with contractors.
Not only do I have to figure out how to reliably keep a steady flow of new clients coming in, but I also have to keep a stable flow of quality contractors on tap.
Over the past year or so, I’ve hired a handful of contractors to help with large projects that required a fast turnaround time.
And what I’ve been experiencing is the recent contractors have been doing subpar work that required me to do MORE WORK — taking more time and money — than if I were to just do the project myself.
Now, the current question is.
How do I hire quality contractors AND still make a profit that’s worth it for everyone?
Gary Vee says to hire fast and fire fast.
My first step will be to start by hiring someone who I believe to be the best qualified, at the lowest cost.
I just hired a contractor who will start by me testing their abilities on projects for my company website.
If I’m satisfied with the quality and speed of their work, then I will feel comfortable in the next step of giving them work for clients.
I will still quality check all of their work before sending it to clients.
I will also set their deadline WAY in advance of the client’s deadline, that way if they for some reason DROP THE BALL, I will have enough time to step in and complete the work without missing the client’s reasonable expectations of work to be completed.
I will begin this contractor using the McDonalds model.
I will have them start — and only work on — the first step of the SOPs.
If they can effectively deliver on the first step of the SOP, then I will feel comfortable giving them the task for the next step of the SOP.
If they can’t quickly do the work with quality at the level and speed that I’m able to do the work, then I will quickly fire them and hire the next best qualified applicant who sent me a proposal for the job description I put out there to the open market.
