We've now had 2 employees in 2 months quit without giving 2 weeks notice. And look, nobody can force you to stay. But I genuinely think how you leave people matters. Commitments matter. Reputation matters. You don't get to treat every relationship as disposable just because you technically can.

I used to type 150 words a minute. Now I just talk to AI and it does the work. At this rate, in a year I’ll type 50 words a minute and get ten times as much done.

Expecting a new employee to take their commitment seriously does not mean you expect them to stay forever. You’re about to spend time training them, pay them while they learn and give them access to your business. Wanting them to mean it when they accept the job is a pretty fucking reasonable expectation.

We get about 700 applications for a remote role. Say you spend just ONE minute reviewing each application and LinkedIn profile. That’s 11 hours and 40 minutes. Add: * 2 hours watching candidate Loom videos * 4 hours interviewing 8 candidates You’re at almost 18 hours. We haven’t counted scheduling, chasing replies, or the work you stopped doing to get through all of this. Posting the job was the easy part.

I made a video about a Sales Rep leaving after 9 days while continuing to interview elsewhere. One response: Maybe you changed the conditions. Maybe you expected too much. Maybe you didn’t pay enough. Then, at the end: “I know this video is fake.” So we’ve established that I’m wrong in both the real and imaginary versions of this situation.

We'd just escaped a war. Then 3 weeks in a crappy three-star hotel in Prague, carrying pots up three flights of stairs, waiting on a stamp for our dog. "paperwork does not care that there is a war on." That's the prologue. ⬇️ amazon.com/dp/B0HLLKNL1F

8 to 10 hours a week on client reports. Now 5 to 10 minutes per client. One thing Natalia took off Bert Fernandez's plate at HealthTech2Care. Not a cold caller. Not an "inbox manager." Someone who owns everything between a lead saying yes and a sales meeting: - 1,200+ qualified leads followed up - 300+ meetings booked - Clients naming her in their testimonials When the business outgrew one person, Bert hired Maria. Natalia trained her. 👇 hire-ua.com/case-studies/hea…

Bureaucratic. Slow. Incompetent. Opening a company in Poland was the worst decision of my life. I don't recommend doing business there. youtu.be/7NG93UhbRwQ

I used to run Twitter Ads that booked sales calls for $50–80 each. I was so good at it that I seriously thought about starting an ad agency around it. Thank God I didn't. Months later I ran them again. Clicks were coming in at 3 cents. Three cents! Sounds incredible, until you notice nobody buys anything. Something that worked is not a permanent advantage. Sometimes the platform just changes underneath you.

Before you hire someone to “take content off your plate,” decide what you mean. Edit the footage? Plan the shoot? Come up with the ideas? Explain how the content is supposed to help sell your service? Those are different responsibilities. You can hire someone who does the first one well and still find yourself doing most of the job you wanted to stop doing.

One of the most valuable business skills you can learn now is giving AI agents useful instructions. What are you trying to accomplish? What do they need to know? What does a good result look like? You can get an absurd amount of work done. But you still have to explain what the fuck you want.

We have made millions from cold email. The biggest reason wasn't our software, inboxes, or sending volume. It was understanding the conversation already happening in our prospects heads.

You don’t have to sit at a computer to write anymore. Go for a walk. Talk through the idea. Let AI draft something. React to what it got right and wrong. The thinking is still yours. You just don’t have to be in a fucking chair to turn it into something useful.

Hiring 2 SDRs. Like this post and DM if interested. It's a cold calling role. You will be dialing several hundred times a day (not that hard trust me, others are doing 100/hour). If you're good, could move to a full-cycle role with closing your deals. Cheers!

I wrote a book about accidentally building the exact kind of bureaucracy I hate. And a company that still needed me at both ends of every sale. The Communist Factory is out on Kindle. 👇 amazon.com/dp/B0HLLKNL1F

For our next team meetup, I don’t just want someone to point a camera at me. I want them to bring the questions. Explain what we’re trying to get. Think about why someone would watch it. I’ll show up. I’ll talk. I’ll give them the material. But if I have to invent the entire thing again, I’m still doing the job I thought I had help with.

After 10 years, I'm over living in Eastern Europe. Not a hot take. Just what it looks like once the novelty is gone and you're raising a kid there. youtu.be/k-opFk4aP18

Joe makes commercial bounce houses and water slides. Two-person company, shipping out of Texas. He hired Frank: 20 hours a week, $1,300 a month, about 70% less than a US hire. Joe's best line: "I could come back a day or two later and they would just be done." 📍 hire-ua.com/case-studies/big…

One of the biggest Founder mistakes is expecting employees to care as much as you. They won’t. And they shouldn’t have to. But there is a minimum amount of give-a-shit required for a company to work. That’s the line you actually need to hire for.

My rough rule for giving a team member a company card: set the limit at about one month of their salary. Mine are usually around $1,000. If someone is willing to torch their job to steal one month of pay, I've lost a number I can live with and found out exactly who I hired. Never actually had anyone do it. But I'd much rather cap the damage and hand over the card than have every $40 purchase run through me.

The math I give Founders before they hire an SDR: Cold lead to booked call runs 3-5%. Maybe 7% if the list is excellent. Give them 100 leads. Expect 2 or 3 booked calls. Maybe 1 deal. Run it for a month before you judge anyone. And make them follow the script. If a new Rep is redesigning your process in week two, you no longer know whether the process failed or the Rep did.