How To Hire & Train Your First Dialer

What is up? Hope you guys are having a great day. I'm very excited. Another live webinar. You got Chris and Lindsay here today. What's up, Lindsay?

What's up? Hello there. I got a nice view here.

Yeah, you guys are going to be really pissed off. I'm going to tell you this right now because I'm pissed off because I'm sitting here in corporate. This is corporate. Lindsay, where are you? We're mad.

I technically I'm still corporate because we can work from anywhere, right? Technically. So I'm in. I'm in Nassau, Bahamas right now. I just got in yesterday and it is absolutely gorgeous. Beautiful skies, beautiful water. I'm staring at birds and palm trees right now, so couldn't ask for a better view.

I actually have a palm tree over there. Do you know there's palm trees here by, by headquarters? So. Okay, so we have an awesome, awesome video for you guys today. Video. This is, this is a webinar. Somebody just asked your question. I'll do that right here. Mike just said will this be available for download later? Yes. If you're, if you're here and Mike's with us on the actual stream yard webinar, this will be available for download. Download. You're going to be get a. Getting a replay sent out to you literally within the hour after this. You'll get that. So yes, that will be there. We're also live streaming around the world. So we're out live streaming on Facebook on the seven figure MSP page. We're in multiple Facebook groups right now. We're also live streaming on LinkedIn and YouTube. So we are live streaming simulcasting all over the place. So that's pretty cool. And like I said, I am in Austin, Texas right now at our headquarters office which is. That's what it looks like behind me. It's kind of dark in here today because I kind of like it dark. I got some brand new artwork getting, getting ready to go up on the wall. So that's kind of cool and we get to hang out and do some stuff. But the reason I have Lindsay here with me today is we are going to present a brand new webinar topic for you guys which is honestly super near and dear to my heart. The title of today's webinar is how to hire and train your first dialer in 30 days or less. Now this is a really, really critical thing. First of all, Ms. PS don't pay enough attention to sales or marketing. That's thing number one. And they pay even less attention to outbound marketing, outbound sales. And I actually see having a dialer is outbound. So we manage this whole thing from top to bottom. We're going to go through a bunch of different stuff. There's going to be time for tons of Q A. We got some giveaways and some other stuff for you guys today. So I'm gonna get rolling a couple things that I just want to say out of the box. Number one, Lindsay's an expert at this. She currently manages. How many Leads Mastery people do you have?

Yeah, so we have 25. Yeah, I'm here, I'm here. Can you hear me okay?

Yeah. You were just gone, like gone and then you came back.

I had to enter in from a different studio, that's all. It wasn't the WI fi, it was Streamyard. So all good. So I have 25 members in leads Mastery right now. So this is where we are actually training dialers and training appointment setters. So this is, think about it as, as you all are setting up, you're getting new leads in and sometimes you're like, oh, I wish I had someone that could just call these leads for me and they could call and they could make the outbound calls and they could follow up with people that I meet from networking events and know we get these lists from these conferences. And I wish I had someone that could call down on these leads and actually set appointments. So what we do is we actually train those team members. So instead of you outsourcing this to a third party company that, let's be honest, you most of the time get less than great results from, instead we bring the, the results in house so that you're training them, they're on your team and then, well, technically I'm training them and we're making sure that they're hitting numbers, hitting KPIs constant development, constant role play. So what I'm going to be going through with you all today is how you do that. How do you find this, this dialer that's not just going to be another, you know, expense, but they're actually going to generate results and they're really, really. The key to this is, yes, having training and development, but it's finding the right talent in the first place. It's finding the right talent and then it's retaining the talent. Okay, so we got to find the right people, get the right people into the role and then invest into them. So I like to say invest into them like they're, they're not going to leave. But always be prepared for when they do. Right. Because if you're truly developing people, eventually they will leave or they'll ascend with the company with you. But otherwise, we've got to continue to invest into their. Into their school, into their skill set and their experience. So my goal is.

Yeah, we had a question that came up from one of our Leads Mastery members last week. I think it was on our. On our Wednesday coaching call about that. Their biggest fear is, I'm afraid to invest into my people and then they leave me. And I think you wrote back, okay, what if you don't invest in them and then they stay? So I understand it's a risk, but this is a really important thing because you want them performing well for you. I think that's really, really key. Right?

So.

Okay, so I'm going to share my screen. Lindsay, can you see my screen?

Good to go.

Okay, awesome. All right, I'm gonna get rolling on my stuff here. Just got a couple housekeeping items for you guys. And then we're gonna bring Lindsay and we're gonna go right into today's content. Just going to go through a couple of little things for you guys. Obviously, title today is how to hire and train your first dialer in 30 days or less. Directly marketing focused. Directly sales focused. Now, a lot of people call this marketing. I like calling this specific thing outbound lead gen. So we kind of manage it and sales and marketing kind of falls underneath this one thing. But it's really important to think of it as still a sales and marketing activity together. That's the way I look at it. A couple things that I have for you today. Number one, if you guys stay until the end with me, we're going to be giving away multiple prizes. One winner is going to get a $250 either Amazon or tremendous.com or PayPal gift card, depending on where you are in this. If you're in North America, you'll get a tremendous.com card, which you can then cash in for any number of various gift cards. If you're in the UK, you'll get a PayPal.com gift card which you can use towards PayPal balance. And then a second winner is going to get a $100Amazon or tremendous or PayPal gift card as they go with us. But again, you have to stay until the end. And then everybody on today's call is going to have a chance to win their very own 50 gift card by booking a sales appointments with my team. So if you come out of today's call, book a sales Appointment, you're going to get a 50 gift card. A couple caveats to this. You can't scam us because we are going to verify your MSP before you get paid this out. So because we've had some scam issues lately, a couple of bot scenarios, but you're going to have to do that. We're also going to be doing a couple giveaways and a couple Q and A things as today as we go on. So please pay attention, please take notes and please participate as today goes on. And one of you guys, we're going to be kind of voting on how much you participate as you go on. Lindsay and I are going to pick a couple of winners as we come to the end. Okay, a couple of last housekeeping items for me. Number one, please pay attention. That means no tickets, no client calls. Take this guy. Put it down for a little while. Focus. Lindsay is an expert. She is a superstar coach on my team. Please give her the attention she deserves. This is worth your time. No distractions. Give her 60 to 90, 90 minutes. That's probably the max. We're going to be here today. Lindsay always goes over. Yeah, I see that. I knew that. I was just waiting. I was just waiting. Lindsay always goes over. It is always soaking, always so good and it's so great. And I'm so, so fortunate to have her on this team. And I have a little gift for you guys today from the tech side. I know we got a lot of guys that are techie here today. A gift that we have coming out at the end of the webinar we have our ultimate CSRA guard. This is our cyber security risk assessment guide. This is something you can do use as a backbone to do cybersecurity risk assessments and to deliver them the seven figure MSP way to your existing clients and prospects. This is really super valuable. So we're going to give you that CSRA roadmap coming here at the end. So please stand till that and I'm going to give you the link for that. If you guys don't know who I am, a lot of, a lot of new people here today. We have a ton of people watching live with us. My name is Chris Weiser. If you guys don't know who I was, who I am technically still Amazon getting old now, but I was an MSP owner for over 10 years. I was in the Milwaukee, Wisconsin market up in up in the upper Midwest. About an hour and a half, two hours north of Chicago in Wisconsin in a small town called Waukesha. American Indian, Native American name all, all of Wisconsin is that. But I sold that msp. I started it as a zero person shop. So I was the guy, I was the guy in the trenches. I was a break fix guy to start out and then I migrated over to B2B. It's managed services, doing all the stuff that you guys do right now. Little, you know, not nearly as much cyber security. But I built that from a zero person shop to a 300k per month. You know, almost 300 when I sold the company. Almost 300k of MRR monthly recurring revenue when I sold the company and I sold it to a company from Chicago and you guys see me on stage right there. I sold that MSP in 2015 and have since built what you see now. You may have heard of 7 figure MSP. We get a lot of buzz. We just won the inc5000 for the second time. We which is pretty cool. Not so hard to win it for the first time but to get it that second time is really cool and I'm super, super proud of that. Cause that's really cool. But we've since built seven figure MSP and what we do is teach msps how to grow and scale, specifically focusing on sales and marketing. Notice sales first. MSPs aren't charging enough. They're not doing enough sales, they're not doing enough marketing. So we want you to be cash flow mindset and actively sell. That's what our goal is and that's what I want to push you on. I totally understand if you're in the trenches, but we all have goals. I started out on today's opening onboarding call today. Lindsey talking specifically about what's your why most MSPs as they start this their why is I like tech. I like tech and I like to tinker and I like to play with toys and I like to play with servers and I'm really good at tech and I'm good at computers, blah blah blah. But as a business owner, your why should evolve to what drives you day to day. Is it family? Is it money? Is it wealth? Is it all kinds of different? Is it time? Is it freedom for me? Just so you guys know what my why is why I sold my msp, why I built it to scale, why I do the things that I want is I want to be able to do what I want, when I want, whenever I want. And that's really important. And Lindsay's a great example of that. She picked up doing her work retreat this week. She's in the Bahamas I'm kind of pissed off that I'm not there. But this is her time. It's almost like a little mini week long sabbatical that, that each one of my VPs gets to go out and work on their own. And we just happen to have a webinar this week too. So she's kind of tapping out after today and working on her stuff. So that's pretty key. Okay, so you guys saw me on stage right here one slide ago here. That was Fat Chris, by the way. I'm not Fat Chris no more. I lost like £40 since then, so that's kind of cool. But speaking of seeing me on stage, we have our next live event coming up. And like literally one month from right now, we will be finishing up in Denver. We have our mile high mrr live training. You can go there. Seven figure MSP events.com forward slash Denver. We have some amazing speakers. Here's how you can get there. We have a promo code that's associated with this. You can just go ahead and go to this page, sign up and there's some amazing stuff going on. We got some flash sales, all this other stuff happening. So make sure you do that. If you have any questions, we're going to send you some reminders and some other emails with some awesome speakers we have with Mr. Penn Gillette from Penn and Teller is going to be there as an entrepreneur speaking and doing a full workshop, which I'm super pumped about. We got a bunch of AI content, we got all kinds of new speakers, new content, all focused on scaling your msp. So this is. And we have different themes every quarter. Q3, 2024 is all about scale. So it's really, really cool and I'm really, really excited about that. Okay, I am set to go. Lindsay, I'm gonna bring you on here. Yeah, hop in.

All right, so I'm gonna share my screen. Ready for me?

Yep. You can just add her to stage.

Bam. Look how smooth that was. So if you've ever.

You have to fast track your MSP stuff on there still. But that's okay.

Oh, geez. You know what? I just can't win, can I? Just can't win. All right. Okay.

Anything better than perfect is done.

That's right. And we are done and we are here. So yeah. So thanks. Thanks for having me on. I'm really excited for this. And if you have been following along with our webinar series. Actually, how about this? Let me know in the chat. Give me a one in the chat. If you were here with us last month. We did a webinar last month. Chris, you came in like three quarters of the way through last month.

I was, I forget what I was doing, but I came in.

Oh no, you had something going on. So no worries. All good. We held down the fort. And we actually did a training on how to make outbound calls. So we're actually building. Every single month is building onto the last month. So last month it was actually cold call scripts and we did cold call scripts and we did a full on cold call training. I shared with you talk tracks and pointers and just a lot of stuff that's a little bit differently, a little bit different than what you usually see in the MSP industry or really with any cold calling. And it's. And it's really rooted in building trust and in building genuine relationship with people. And that's what, that's what gets to close these days. So that's very important. So if you watch that one, this next training today is actually how do you scale that process? Because let's be honest, you can only take so many dials in a day. As an MSP business owner, because your job is to run the business, right? So you don't see Chris Weiser making cold calls to or making outbound calls to our leads list. Instead, we have team that does that and he is the business owner, is running the overall strategy and he's leading people and he's leading the vision. So it's really important that as we go through this series that you see how each of these steps, each of these webinar series are building on last month. So yeah, I see that over here in the chat. Awesome. Yes, Patrick, it is still available actually, if you will tag in your comment right there or you know, you're with us on stream yard, we'll grab the team, we'll make sure the team sends that over to you. So we'll get J.J. or, or one of the guys to send you over the old webinar. So yes, we'll get that for you. Thank you. And yeah, you can totally catch the replay. If anyone else wants the replay for that cold call training from last month, let me know. I mean, literally from the beginning, I jump straight into the training and then Chris comes in towards the end of the webinar. So yeah, just let us know. We'll get that sent over. Okay, so let's talk about what is a dialer. Let me know in the chat if you already have a dialer or if you have been thinking about investing into a Dialer for your msp. Let me know in the chat if you already have a dialer or if you've been thinking about investing into one. Okay. So whenever we talk about dialer, oh, Mary says I have one that I just fired. Excellent. All right, I'm trying to hire three asap. Amazing. Love that, Patrick. We're actually going to talk about hiring in pairs, two to three at a time. So that's really good. Yeah, let me know in the chat. Are you thinking about one? Are you confused on what they do? Are you. What, what are your questions? Okay, we're probably going to hit them today. So a couple of things here. What your dialer does my mouse. So that's not distracting. Our goal with the dialer is to fill the top of the pipeline. Okay. And if we think about the, the way that a pipeline works and, or even a funnel, it goes down like this, right? So you have all these leads at the top, and the top of your leads, your lead input, you're going to have a leads list. Let's say, let's say you go to Apollo or to Clean leads or to Sales Navigator, you go grab a list of leads, and at the top you've got 1500, 2000, 3000 leads. So your dialer is to take those leads and move them to the top of your pipeline to where they're actually setting an appointment with you. Then what happens as they go through that funnel or as they go through that pipeline? And I'll show you a visual here in a minute. They're going to be moving through the process. All right? So their goal, their tasks on a day to day basis are outbound outreach. Okay? So they are reaching out to this leads list at the top, at the very, very tippy top of the pipeline. They're reaching out, they are qualifying leads. So they're making sure that you're getting the right folks onto the calendar with you. So, for example, in our leads Mastery program, we shoot for companies that have at least on the minimum 10 seats or higher. Okay. So yes, we will take clients. Absolutely. Referrals that are lower than 10 seats. But if we're going to invest resources, which you're doing. Barry said, hey, I just had, I just fired one. That was resources that you had to invest. We want to make sure that we're spending our money where it's really going to count. Okay. So we're going to aim for at least 10 leads. So your dialer is going to be doing some lead qualifying to make sure we got the right folks in the calendar, okay. And they're ultimately setting appointments. Okay. So if we look at the pipeline here, so here you can see the visual. Your dialer is taking them at the very, very beginning from that cold lead stage and they're moving them into the nurture process and then into the first time appointment right there in the middle. Okay. So you can see then at the first time appointment, that's where your sales team picks up and they move it over from, from that lead being a marketing qualified lead into being a sales lead. Okay? So that's where that handoff process takes place. Now if you're running the play and you're running the sales process the seven figure MSP way, which we all should be doing because that's, that's where the money's at. We want to make sure that we're. Then our sales team then takes the them from first time appointment to discovery call, then to the cybersecurity risk assessment, which they paid. Risk assessment. It's a full blown, full blown cyber security risk assessment. Then we're closing clients. Okay, so your dialer is not closing deals. Okay. The close happens down here on the end. So whenever we think about hiring our sales team and I actually see a lot of this conversation happening with newer, not newer MSPs, but MSPs who are just starting to get into building out their marketing and sales team, they say, oh, I need to go hire a salesperson. And what I see often happen is they go straight into trying to plug them into a closer, and they go straight into trying to plug them into a, a role where they're closing deals. Now the issue with that, two things here. Number one is the issue is they haven't proven their reps by being a dialer. They haven't proven their reps by being the one that just sets the appointment. So why would you put someone inexperience into a role with your hottest leads? And now they're hinging on the results of multiple hundred thousands of dollars in contracts whenever they haven't even proven that they can put an appointment on the calendar. Okay. So that's the first thing I see. Okay. And the second thing I see is that most cases we don't have enough appointments to actually fulfill the role of having a full blown closer. Okay. So for most of us as an MSP, you will be owner led closing until you're 10 million in revenue, maybe a little lower if you have full infrastructure and you've got the lead flow there to support it. Okay. So we want to make sure that our dialer their sole job. And I'm going to give you a bonus later today, but you're going to make sure their sole job, they know that their job, they are measured, it's a performance based position. They are measured upon how many leads they book onto the calendar, how many leads they get in to your calendar to then for you and your sales team then go pick up the sales process to FTA, discovery, CSR, etc. Okay, now can I say something really.

Quick on that too?

Absolutely.

One other thing that I see a lot and I want you guys to be really careful with this is the MSP that brings in a salesperson and then just expects them to door knock and prospect and only do that. I think you got to be really careful about that because what a lot of times you're doing is you're hiring somebody to be a salesperson and then you're giving them prospecting chores and prospecting duties and it gets really, really dangerous because it's just different personality types and like there's nothing wrong with an sdr. There's nothing wrong with any of that stuff. We love it, we encourage it. But that person should be doing SDR type work period. And a lot of times there's a crossover on it. So Lindsay will get a little bit more into that and then we can talk about that. But I want you guys to think about that because a closer should be closing deals, which includes managing your existing clients and all this other stuff if you're going to do that. But I think it's way better to start with an sdr, bdr, Business development rep, sales development rep, whatever you call them and then you do that founder led sales model like Lindsay was just talking about until you get yourself structure and enough leads that you can actually fill their calendar.

Yep, yep. Well said. Love that. It's really interesting to see the different personality types too between the appointment setter and the closer. We actually have one of our students right now in leads mastery. Whenever he first came in and we were just doing some last, you know, last touches on qualifying him to, to come into this role. I said what's your, what's your three year goal? And he's like, well, in three years I don't really want to be setting appointments. I'd rather be closing deals. And it's been really cool to see his progression and he's so hungry for it. And I'm going to show you on Ascension. Plan, plan. How do we take these dialers and truly invest and truly develop them to be the best that they can be and they see that long term vision with your company. But it's really cool. That's, that's always a green flag. If you see that in a job interview and they're like, yeah, in three years, I don't want to just be setting the appointments, I want to be closing deals. That shows that they are invested in that long term process and there will be skills that they have to hone in on, there will be development that has to happen because it's two different animals. Okay. All right, so let's look a little bit deeper into what a dialer does on a day to day. They're booking first time appointments, they're driving traffic to webinars, briefings, events. So again, if you watch the webinar from last month, you know what we're talking about here, where we have these neutral landing places or these soft, soft landing zones where I can drive leads to a place that's not as hard of a pitch as a first time appointment. Okay. And that's part of your entire cold call strategy. Thank you. So we want to make sure that we give our dialers, whoever this is making these calls, that we give them a really, really clear plan and we say, hey, here's where I want you to drive appointments, here's where I want you to drive our leads to and that we have that process for them and we work on it with them. Okay. Because they're in the trenches. So it's really important that you get feedback to and from on what's working and what's not. I also want to be closing deals in the next six months. Let's go, Aaron. I love that. Awesome. All right, so they're doing daily outbound calls. They're lead qualifying before the first time appointment. So they're not going all the way into like FTA questions here. And again, if you're running the seven figure MSP play, you'll know that, you'll know what the FTA questions are. And FTA again stands for first time appointment. So if this is your first time hearing that acronym first time appointment. And it's the. And I like to call it the, it's a 10 minute, 10, 15 minute call. And I like to call it the can I stand the sound of your voice call. This is the call with your mid funnel sales team. So it could be you if you're still founder led sales or it could be your BDR or member of your sales team. And they're just, they're just, it's like a meet and greet. It's like a 15 minute. Some, some of our folks call it a coffee chat. But it's very important that you follow the FTA questions there. Okay? So your dialer is not asking those questions. They're not taking the place of the fda. They're just making sure they get the right people into the fta. Okay. We don't want to, we don't want to fill our calendar with a bunch of crap or fluff. And they don't know why they're there. And they were told they were going to get the cheapest IT prices and then you've got folks that are just not really qualified. We have to have a really strong qualification system. Okay. So they're also going to do FTA confirmation. So meaning the morning of they're doing dials to confirm their attendance, that first time appointment. Because you're going to see here in a few minutes in our comp plan, your dialer is going to be compensated not just on FTAs set, but on FTAs sat. So how many people actually show up to the fta? All right, and remember, this is a performance based position, so you got to hit your numbers. So not only do we want calls in the calendar, but it's their responsibility that they get to the actual call. Okay. And then following up with webinar attendees. So if you're running monthly webinars, if you are running weekly cyber security briefings, if you are attending trade shows, if you are attending conferences, if you're gathering lists, if you're getting lists of leads from places that you've attended or sponsored, etc, then your dialer will take that list and they're going to go and drive that lead either to the FTA or to whatever that next nurture step is. Okay? And then ultimately they're handing them off to the sales team. So a quick tip here for any of our dialers in the room. If, if you took a call and you didn't take notes, then it didn't happen. Because what happens if your dialer is not creating really smooth handoff process to your sales team? It's really hard for the sales team to pick up and be successful. Okay? So you got to make sure that we're having a really smooth handoff to the sales team. They feel like they're set up for success and they're feeling good about taking on that appointment. Okay? Now what a dialer does not do, and I think that all of you are going to know this already, but it's very important that we talk about it. They are not taking the first time appointment, they're not running the first time appointment. Again, that can be a part of their ascension plan. Eventually we can get them there. In fact, I like to see our, the ones that are performing on target are performing at dialers, start to move into an SDR and then start to move into more of a BDR position within 120 days or so. 90 to 120 days, three to four months. Anywhere between that three to six month mark really. Then they can start listening to FDA's, they can start shadowing, they can start becoming a little bit more involved in oh well, why did you qualify this fta? Why did you not? And so again, that's going to help create that really smooth ascension plan for them. They're definitely not selling cyber security risk assessments. They're definitely not pitching CSRAs. They are not making cold calls saying, hey, when's the last time you sra. We're running a special, they're half off. Do you want one? A what? You're selling a what to who? A what? They're not doing that. Okay? Again, this is a professional sales process. They are not selling pest control, they're not selling bug spray over the phone. They are just selling the next step to the appointment or to the webinar briefing or whatever that nurture event is. Okay? They're definitely not presenting the csra. They're not creating social media content, they're not writing blogs or managing websites, they're building funnels. So again, your dialer is in a performance based position. Their sole role is to dial. That's what they're doing. Okay? And what can happen is if you take someone who's in a traditional marketing role, in fact, I've seen this happen on several occasions. If you take someone who's in a traditional marketing role who for example schedules your social media content and maybe they write your blog and they post your LinkedIn newsletter and you say, okay, well now I want you to go start making 50 dials a day. Well, a marketing personality and a marking skill set. I shouldn't say personality because that's, that's multiple. But their skill set in that moment is very different from checking boxes, from marketing to then making outbound dials and being this hunter, got to get it attitude. It's performance, it's not just activity. And so what I see a lot of times is those marketing folks will get burnout, they'll get super in their head. In their head. They'll get call reluctance, they don't want to make the dials. And it's really, it's, it's, it's discouraging for that team member. So just be wary of that. That if you have someone on your team who you're like, oh, yeah, I can plug Shannon from accounting into making dials. Well, what is Shannon's skill set? What was she hired for? So be really careful with that. My advice is have enough resources in the bank to fund your dialer for six months. Okay. So you know that I don't have phenomenal advice.

Phenomenal. I agree 100 on that.

Yeah. So we're not looking again. The MSP sales cycle is so long and they're not selling right off the rip. All they're doing is setting appointments. So you're going to see a three month delay at least from the, the time you get the appointments on the books to the time that the CSRA is sold or especially presented and then closed contract takes place. Okay. So have the money in the bank. Have it ready. Have it ready to go. This is why we have accountants and we have P. Ls and all these things. You know how much money you got? Have that money in the bank for your dialer. Have that there. Okay. And don't try to just push someone into this role like a wife or a partner or the accounting lady or the marketing girl. Like take someone who. This is their, their true role, this is their true goal, is to book appointments, give them the job they want, and let them be successful at it. Okay. And again, you're. We have to be really, really careful that we keep our dialer out of the activity trenches. So we're not taking them and saying, all right, well, Dialer, you're doing 50 calls a day or 100 calls a day. And now we also want to add in that you're going to create our webinar slide decks. That's a marketing person. It's two different people. Okay. And when we start blurring the lines between marketing activity and performance activity, that's how folks get. They get derailed, they get off track and it becomes really disheartening for them. And again, anyone can hire top talent. We want to retain top talent. Okay, so how do you know if you are ready for a dialer? So we want to make sure that, number one, we have a proven sales process that we know how to run the play, that we're not pushing leads into a broken or commoditized system. So again, we're not selling CSRAs on that first call. We are not saying, hey, do you want to leave your IT department? We're cheaper. That's not going to work. Like, that's just. It's just not going to work. And if they wanted to leave their current IT company, they would have done it already. They would have called you. So. So chances are, if you're calling them right now, they don't see the pain yet. So that's why it's important that we create a nurture process and that you're very clear that my dialer is just getting them to the next step. They are a. They're basically a vocal business card. All right? So your dialer needs to have really solid communication skills. They need to be friendly, personable, and they need to sound like they enjoy what they're doing, because it's the very first point of contact that's pretty much any person's gonna have with your company if you're making dials. Okay, so maybe your dialer calls them first, then we go and add them on LinkedIn. Then we send them nurture material, we get them plugged into webinars, we get them invited to a lunch and learn that we're hosting. But who was first? It was your dialer. Okay? So we don't want to push them into a system to where we're like, you know, selling stuff on online item and by cheapest pricing. Instead of pulling them into a system, we're running the play, we're building relationship, and we're really creating sets for the long haul. Okay? We want to make sure that we are profitable enough to pay that SDR or that dialer. We see lead generation again, ROI, 90 to 120 days, and that we have a training and development plan. So we're not just throwing that dialer into the trenches and saying, all right, we'll go set appointments, good luck. And then they're having to build their own lists, and they have no scripts to go off of, and they have no one to role play with, and they don't really understand the cybersecurity industry, and they don't even really know what they're saying. Selling. Okay. In fact, I had a. I had an incident, or not an incident, but I had a case where a few weeks ago, we were working on our dials and I was working with a dialer, and we're role playing. And. And it was just. It was. I could tell they're reading off of a script, and I'm like, okay, why is this important? Like, do you even know why this is important? They're like, well, you know, data shows that cyber, cyber attacks are up. Yeah, but, but why is this really important? Important? And so what the disconnect was here was that there was no true development into this dialer to show them. Here's what we do for business owners like as, as an MSP owner, it's so important that you teach your team, hey, I am so tired of seeing small business owners being taken advantage of having money stolen. Their retirement plans are on the line, they're having, you know, downtime. I'm so tired of seeing them go under because of this. And this is why we're on a mission to see. Stop it. This is why we're passionate about small business. So it's really important that we have these kind of conversations with our dialers so that when they're on the phone they, they can convey that message. Right. We don't want to just have them recite the stuff like robots, robots, anyone can do that. So they have to have a training development plan that works through this. And we wouldn't have known that that was an issue if we were not doing that role play back and forth call recordings and having this daily development going on. Okay, now let's get into the nitty gritty of actually hiring your dialer when you hire your dialer. Okay. We're not looking for whether or not you like the person and this can be a hard shift for some of us who have a family business and for, you know, we're bootstrapping and we're, we're, hey, I mean I was a one person shop and then I hired my first tech and then I hired, you know, an account manager and now I'm ready to go hire my sales team right now. I'm ready to get that dialer and I'm ready to start really fueling my leads. Okay, great. You want to make sure that you're hiring them on performance not because they make you feel good and you see potential in them. Okay. So we're looking at folks that will excel at their job. So I'm going to be asking questions in that interview process such as tell me, tell me about your past performance based positions. Tell me about what you've done in the, where have you excited, excelled at in the past whenever you were measured against your performance. Tell me about the targets that you had to hit in your last position and if they've never had experience in dialing. That's, that's not a, that's not an automatic. No, it's really not. I think I Find some of the best folks that come out of customer service. Actually really hungry folks that are 20, 25 years old, 20 to 25, they're hungry, they're looking for a way to be in control of their income. I think those are some of the biggest, best folks to come into appointment setting. Okay. But we have to make sure that we are setting that expectation in the beginning that you have to excel at this position. You have to hit your numbers. Okay. And so you can see again, like this is a funny example here. Hey, a football coach drafts their team on skill, stats, chemistry, not on if they like the players. Right now, is it important to have alignment within your values as a company? Sure. But we also want to make sure that we have the skills, they have the stats to back it up, and they have chemistry with that company. Okay. So a couple of green flags in the interview process, in our interview process is that they are listening. They're listening actively. They're able to respond even if they don't know the answer to something. They have this quick witted communication system. They're resourceful. So whenever they come into that interview with you, I want to know that they've already done their, their research. Tell me a little bit about our company. What are some of the questions that you have about ABC Technology? And if they say, oh well, I don't, I don't know, what is it that you do? Oh, that's lazy. You, everyone has access to Google. You can go Google ABC Technology and you can come in here with some actual questions because guess what? If they did not research your company, whom they are applying for a job with, are they going to go research the leads that they're booking appointments for? Okay. Do they take rejection with a grain of salt? I love this one. Because you're going to get told no a lot. A lot, a lot, a lot. In fact, industry standard base level is 1% yes rates on cold calling, 1%. 1%. Out of 100 calls that you make, you're only going to get one that says yes. Okay. We see in our leads Mastery and delete program, we see 10 to 15% yes rates because again, we teach this a little alternative, we do it a little bit differently. We've tested and tried and tracked these things over hundreds of MSPs. But you're still going to get no's and you're still only getting 10 to 15 yeses out of, out of every 100. Okay. So you have to be able to take a no on the chin and keep going. Can't take it personal. They're money motivated. This is super important. Again, I'm going to show you comp plans here in a minute, but we need to pay someone so that they can absolutely show up. And they're excited to come to work, but not so great that they don't have to go hit their numbers. Right? It can't be so cushy that they don't have to go out and put in the work to go hit those KPIs, go hit their targets to get their incentives for those SAT appointments. Okay? We want them to opt for forgiveness, not permission. Here's why this is important. I want someone that will go the extra mile in the call. Someone that will go the extra mile in the follow up message. Someone that will go the extra mile. In fact, I had the and I just shared this in our leads Mastery call this morning. I had the best dialer experience as a as like a buyer myself a couple of months ago. Oh, in fact, Chris, it was at our Indianapolis show. I had purchased a book from someone and it was like an opt in I was targeted for. I bought the book, it was like a month before. So a month later their dialer calls me and he's like, Lindsay, you know, thanks so much for grabbing this book. Have you had a chance to read? I'm like, no, I, I haven't even read it. I got it. I'm excited for it. Haven't read it yet. He's like, okay, no worries. Listen, we've got this business summit coming up. We want you to attend. Tickets were 500 bucks. And I was like, well, okay, I want to come, but I'm not really locked in on the dates. Long story short, he sold me on the tickets. He gave me a buy one, get one free on the tickets right there on the spot. I'm sure he already had permission to do that, but he did that. Then after the call, I thought, this is the coolest thing. He sent me to my cell, a selfie and he's like sending me like a thumbs up signal and he's like wrote me this personal message. He's like, thanks so much, Lindsay. I know you're busy at your conference this week. We can't wait to see you. Let me know which date works for you. Can't wait to see you there. And it felt so personal to me. Now did he have permission to send me a selfie and to text my number? I don't know. Maybe. But it was so personal. And so I want someone who's going to go that extra Mile, who's going to do the extra thing to make me feel like my business counted? Like he's appreciative for that. Okay, a couple of red flags that I'm looking at. Lack of preparation. You didn't Google my company to see what we do. That's a red flag. You have no stats to back it up. So if I ask you, tell me about a time that you had to hit targets, maybe you came from being a server at Chili's. I don't know. Tell me about a time that you had to hit dessert targets. Dessert sales. Maybe they came from a previous job working with a vendor and they were making dials. Okay, tell me about those numbers. You got to have something there. If you don't know, if you don't know what your stats were, you got to come up with something. Okay, well, tell me about your. About your ability to hit. Hit your goals. Tell me about that. They're playing the blame game. Pay attention to this. When folks are, you know, bad mouthing their past employers or badmouthing their family or whatever, their friends, pay attention to that. Because how they talk about other folks will likely become you in the future as well. Okay. Obvious signs of incompetence. Okay. Can't turn on the computer. Having trouble joining the meeting. Don't know. Like all these things. Chris, Chris is like, yeah, you, Lindsay and Stream Yard. That's different. We did pretty good today. But pay attention to these things because again, if they didn't prep for the job interview, how are they going to prep for making these calls? Okay, you're never going to get someone on more on their A game than they are in the job interview. So if they show up 20 minutes late, they're in pajamas, they don't turn their camera on. Those are all things. It's like, if that's how you show up here, how are you going to show up there? False entitlement. Okay, so now where do we find dialer? So I'm going to kind of zoom through this internal ascension first. So again, if you, and this is really more. If you're moving them to an SDR position, but if you have someone internally and they're like, yep, let me go to this next role. I'm ready for it. Okay, look there first. They know your company. Again, be careful with crossing the lines between those. Those activity based roles into those performance based roles, your personal circle. So you can look at other vendors, other competitors, other companies around you that may have someone. You're like, yeah, I really like the way that they called me about buying insurance with them. I really like that. I'd like to steal them. Yeah, go ahead, Chris.

One thing that I would just like to say about the internal ascension, first, make sure they are the right fit for the role and be very, very careful about giving family members this job because it's, like, easy and it's simple. One of the big things that I've seen with business owners, not just MSP owners, but business owners as a whole, is they want to give their brother or their daughter or their kids. It's either their, their direct brother, sister, their kids or their spouse is what I see a lot. And because they think this is a hard job, this is probably one of the worst jobs in business is hard. Like, it's not easy to do. You got to be the right personality type. And it's really easy for the wrong person to just be like, oh, yeah, I'll do that. That's easy. I'll be, you know, I'll be a salesperson. I'll be a. I'll. I'll make calls. And then they get. And they can't even make 10 calls a day, and they hate getting rejected and all. So just be really careful about that because it's really easy to give that role away. And it's probably, probably the hardest and it's probably one of the most valuable.

Yep, totally agree. Website, careers page, and always be hiring. So I really liked what we had over here in the chat earlier. Let's see, who is that from? Let me go back to it. Someone said, I'm hiring three dialers right now. I can't find the comment right now, but someone said, yeah, oh, here it is. Patrick said, I'm trying to hire three asap. And what I really like about this, Patrick and Chris, you and I just had this conversation earlier with a client. But if you only hire one dialer at a time, this is all contingent upon budget. I get that. But if you only hire one at a time, well, eventually that, that dialer will either ascend into the next role or they'll leave. Okay, and what happens when they leave? What happens then? Who's going to make dials then. Then you're going to see air time. You're going to see dead time, dead space in between them leaving and you getting someone else into the role. And what will happen? Inevitably, an emotional. This will take an emotional toll on you as the business owner because you're going to say, oh, my God, now I got to start all the way from the beginning. Now I got to start over. And I get it. That's exhausting. So what that will lead to inevitably, and I've seen this happen, is it leads to, oh, well, I'm just going to outsource this. Oh, I'm just going to go to this company over here. That'll do my dials for me. Well, then you're back at school square one. Because you're only kicking the can on something that you're going to have to bring internally eventually anyways. And you don't have control over their training, over their development. Believe me, I've worked with these dialers from these other companies. Most cases there's not even any skills training. They're just finding appointments that are somewhere, plugging them into their database, and then matching them up with clients that are paying them $5,000 a month. There's no real training and role playing and development that's going on. So you don't really know what's being said on those calls. Then what happens is they show up to the calendar with you, to the appointment with you, and they're like, oh, well, I was told that you guys could beat my current IT pricing. I was told that you're going to give me a free scan or free whatever. And it's like, whoa, that's not even our process. Okay, so always be hiring so that we don't create this emotional loop that happens when one of our team member leaves. One of our team members leaves. Okay, Patrick said me. Yep, that was you, Patrick. How do I take this off? Thank you. Awesome. All right, so next up over here is website careers page. Always be hiring. And you can actually see here, this is from one of our clients, leads Mastery. This is an example of his careers page. So on his website, he just keeps rolling applications so that he can always pull, pull from that bank of applications of folks that are that are interested in working for him. So he's got a nice selfie over here on this page. He's got like a video where he's saying, hey, this role is for xyz. Here's a little bit about us, what we're looking for. Here's our culture. Are you a fit? Go ahead and apply here. You know, if we're not hiring now, we may be hiring down, down the line and we'll keep you in contact. I highly recommend that. And I think that most of us could have this set up within the day. And then you just always have job applications coming in. Other than that, some of the best places to find your dialers are going to be from, from Fiverr, you can get them from Fiverr, from Upwork, you can go on there. The key here is not to treat them like a one off contractor. It's to bring them into your organization and truly invest into into them. You can do LinkedIn, LinkedIn, job postings, or even indeed job postings. The trick here is to make sure that you get someone that's not expecting. A lot of us are not a corporate company, right? We're startups, we're bootstraps. And so we got to have someone that really has that entrepreneurial spirit. And what can happen is if they're coming from corporate land, they're really used to things being handed to them on a platter in a lot of cases. So we want to make sure that we, we're getting someone that's scrappy, entrepreneurial, they're savvy, they're going to figure it out, they're resourceful and that we just convey that in our cultures in the beginning. Okay, so a couple of underrated questions in the job interview and I've got a full list of this that we work on in Leads Mastery for job interview questions. But a couple of underrated job interview questions that I want to share with you are, hey, if I was a prospect, and this is like a role playing thing, if I was a prospect and I just called to attend your upcoming. Or you just called me and you invited me to attend your upcoming webinar on how to protect your business from hackers. And I told you, well, you know what, we already got an IT we don't need to attend this. What would you say? Okay. And what this does is number one, they've never seen this webinar, they've never made these dials before. But I want to see their ability to think on the spot. I want to see what they do in that moment, right? So maybe that, that candidate says, oh, well, if they told me that they already have an IT IT guy, what I would say is, yeah, listen, most of our clients do. Do. Most of our clients do. That's great. I love to see that you guys are being proactive with your technology. Let's get you and your IT guy plugged into this webinar and we're just going to make sure cross crossing our T's.in our eyes. We'll get you both in, get you plugged in, make sure you're doing things properly, moving in the right direction and then we can make a game plan from there. Great. Plug them in. We'd love to get your IT guy in also co manage deals, baby. Right? Then you have an opportunity for co managed plays. And here's the thing, if you are targeting companies that are 10 seats and up, 90% of them are already going to have someone managing their it. So we have to get used to having that conversation. All right. Garcia says, I tried hiring one from Fiverr and well, it didn't turn out so well. Yeah. So Garcia, I've seen it. I've seen this go both ways. I've seen really successful folks from Fiverr and I've seen not so successful. What makes the one successful is that they are at, they're invested into the company and they are brought in with, under the, under the agreement that hey, you are here as a full time employee. Here are the numbers that you already hit. Here's the development, here's the training plan that you have. Here's our process, here's our talk tracks. Here's where you're going to go for morning huddles and for role plays. Here's when we're going to have our weekly one on one. So you've got all these systems in place to help them be successful, right?

One thing you just mentioned there that I want. You know, Garcia, I have no idea where you stand on this. I don't, don't know you. But you can't just blop all the blame on the dialer. Maybe they were terrible and maybe you had all the structure in place. But I will tell you out of, if I was to survey 100 MSPs and we said all the stuff that Lindsay just had there, you know, are you doing daily? Are you doing weekly one on ones? Are you doing daily huddles? Do you have all the structure? Do you have all this, all this stuff? It's like, well, they're a dial, they're close, they're a salesperson. They should know how to do. No, you need to lead. I don't care how great they are. You need to have a system and lead. So just remember that.

Yep. All right, so that's an underrated question. And then Garcia, on the, on the flip side of that, like what? It's one person out of a million. So go do it again. Right? Go hire the next one. Go to the next one. So don't give up, my friend. All right, next, next over here, underrated job description question would be your job job interview. What's the word in your opinion? What's the ROI on cyber security and what this does again, if they're not from Cyber security land or from this, from this industry. It gets them to think on the spot. So in your opinion, what is the ROI on cyber security? And what I'm looking for here is I'm looking for them to think because cyber security, we're not selling a monetary ROI when you. We're really not. It's a tough industry. I'll be honest with you. It's tough because you're not saying, oh, we're gonna help you make more money. You can say, I can help you protect your profits. We're going to help you hit your business goals because we're going to be more efficient and streamlined, etc. Yes, you will be able to increase your revenue, but it's not a direct roi. It's, it's not. So what I'm looking for in that question is I'm looking for those candidates to say something like, you know, growing up, my dad was an entrepreneur and he owned, you know, a lawn, lawn care business. And he did all of his business pen and paper. And I always wondered why. And so what I'm looking here for is, I'm looking for some personal connection or maybe they say something like, well, I actually worked in a company where we were hacked and I, I didn't really understand it then, but I do know that it took all of us offline, we couldn't access our email. So I'm looking for some of these personal correlations. Okay? Now if they've never had any experience, I don't know, you better get scrappy and answer the question. I'm looking for something like, well, it's important that you keep your business going. It's important that you don't let attacks happen. I see cyber attacks in the news, so I'm looking for them to think a little bit deeper and again, to understand the solution that we provide. Okay, so this could also be the issue that we see from hiring folks just right off the rip off of Fiverr and then not really investing that time into them. Okay. Because they don't know. They don't know. Maybe they've never had anyone ask them these questions. So that's where we lead in our training and development plan. Okay, now the next one over here is, what's your favorite book? And this is always a fun question to ask. I love to ask everyone, what's your favorite book? I want to know what you read and if they say, I don't read. Okay, well, tell me about what podcasts you listen to. What do you, what do you like? How do you, how do you Educate yourself. Okay, well cool. Tell me about that. Okay. I wanna, I want someone that's investing into themselves all the time. Who's been your most influential mentor? So these are questions that are outside of the box. All right, so compensating your dialer so we could do a base salary. I actually think this is a little bit on. I'd say it's like higher. Medium. Medium.

Yeah, I'd say that's kind of medium. Almost depending. It really just depends on the market that you're in. I mean I would say that role is probably a midwest base, but if you're in a higher cost of living area.

There you go.

That's probably a little bit low. A lot of times. What I'll say is like your mileage may vary on comp, but it should be pretty livable wage for a 25 year old.

I mean I'm just saying I graduated to be a teacher and I made 36000 a year.

So that was also in 1985.

That was not in 19. That was not even born then. Thank you.

I know.

Anyways, OTE is at 70k. So this is where that happens. Right. So I don't necessarily know if I want someone to be totally kush at their base salary. I want them to have to work for it. So I want them to have to go hit their numbers. And I'm going to give you all a bonus at the end of this. It's going to of break down your, you know, your comp plan. That's going to show you how we break down the math on their ote, etc. But I want them to have to hit their numbers to hit that 70k plus target. Okay, that's motivating for a 25 year old. All right, so it can vary by geographic area, experience, etc. And again you retain what you pay for. So if you're on fiverr, if you're on indie or whatever. Just remember, if you get someone that comes in at $1,000 a month, you're going to get $1,000 a month kind of work. Okay. All right, so next up here, 30, 60, 90 success track. So in the next, and let's say you go hire your D, you went through the interview process in the next 30 days. In the first 30 days I should say we want to make sure we have an all hands meet and greet. So they're meeting the folks on your team, they're meeting whoever's running their morning huddles. They are meeting tech one, they are meeting sales team, they're meeting closer, they're meeting the folks just putting a face to a name because we're. When they're on the call with prospects, they're going to be able to say, hey, listen, great, awesome. I got you plugged in for Monday at 1:00'. Clock. Yeah. So you're going to be meeting with Tony. He is our lead account manager. He's our lead business development rep. He's going to be chatting with you and making sure you guys are good to go. So he wants to. We want our dialer to have a really clear picture on who does what. That's going to help set them up for success. We want to make sure they go through run the play and cold call training. So making sure that they understand the process of, of running your lead flow your way. So they may have done it a different way in their previous job, but they've got to run it your way now. Real time call reviews. Okay. So making sure that we're listening into actual calls and we're getting real time feedback on it. Morning huddles every single day we do this both internally as an organization. Our chief revenue officer Michelle runs our morning huddles and then internally for Leads Mastery for our mastermind clients. I, I run those morning huddles. So every single morning I'm touching base with our dialers. Every single morning Michelle's touching base with the team and we're making sure, hey, here's the objections that we heard. Great, let's workshop it. Here's what, here's my hook for today. Okay, great. Let's role play it. And we're doing this every single day. Okay. I would rather us come into practice and, and fail and do our practice and, and, and learn how to shift and learn how to work on our talk tracks that there rather than to go into real calls and screw those up. Right. And go into real calls and fail there. So fell on the fields that are fell in practice so you don't have to in the game. Daily KPI reporting. So every single day we report on outbound calls made, how many total calls, outbound conversations that you had. This includes gatekeepers and decision makers. We report on FTAs pitched. So how many first time appointments did you pitch, how many first time appointments did you book and how many webinar or briefing registrants did you get? So in our Leads Mastery chat, I actually we have a running chat where every single day all of our dialers report those numbers. So and Chris, we have one also internally where we report all those Numbers. So I. I can. I'm not gonna do it right now. It's taking too long. But I have a chat where every single day, all of our dialers report their numbers so we can keep a real time view on that. And what that does is that allows you to look at those numbers every single day and say, okay, wait a minute. I see where you had 70 conversations yesterday and you booked zero leads in. You booked zero.

Oh, Lindsay's gone. Well, that's fun. Okay, hold on a second. I'm gonna get Lindsay back here. I guess that's what we get for working out of Nassau, Bahamas today. How much you want to bet her laptop died? I'm gonna. I'm gonna place a wager on that one. We'll give it just a second here and she'll be back with us. One second here. While we're doing that, I'm gonna bring up my screen and let's do some Q and A while we wait for Lindsay to come back. Let me just get my screen going here. All right. Mary just goes, I bet. I bet a thousand simoleons. She goes, oh, it kicked me out. Is. She just messaged. She goes, coming. Kicked me out. I just got a message on my phone here. So hold on one second. So any questions I can answer here for you guys? Let me just get my screen coming up here. Get that coming up. There's my Q A time slide. Okay, so while we're doing that, it's.

She's.

She said that it kicked her out, so I don't know. It feels like user error to me. It's Lindsay. User error. We'll just blame it on that. So we had a couple questions that came up here on the fly, and I want to talk about a couple things because the cool thing from my standpoint is that I manage this for our internal. Now I have a chief revenue officer that runs it internally here at seven Figure. Her name is Michelle. She's going to be on a webinar with me in two weeks from today. But she runs all of our. So she's like the top. And then I got sales team and I have marketing team. She runs all of that, including managing marketing and managing sales, etc. Etc. Are you back with me?

Yes, I said back.

So Mary's got a. Mary and I got a bet going. She's got. She's betting a thousand. I think that's sim. Sim City money or Sims money? Simoleons that you. Your laptop died?

No, it didn't die. It just stopped working. It just Kicked me out? No, it said the page went unresponsive.

Okay.

My Internet's fine.

Feels like user error to me.

Wow. All right, you know what? Does it. Does it matter when you're in the Caribbean? I don't know. All the problems seem a little less serious here.

Are you drinking it? I think Lindsey's drinking is the problem.

I'm having water. Listen, I can.

Okay, that looks like vodka to me. If you want to share your screen back on, you can.

Yes, let me grab my screen there.

But Mary just said. And I'm going to answer this question on the fly here while you do this. Is it possible to have a commission only dialer? It's definitely possible. Would I recommend it? Absolutely not. Here's why. Number one, in order for somebody to be truly invested in your company, you better give them a livable wage. Now, if you have. Here's the only caveat and the only allowable addition that I would allow that on is if you have a lock stock, massively successful sales program and you're plugging them into something that's already proven and working and you're like, okay, I have all this history and I can show that this works. Boom, boom, boom, boom, boom. You're going to make X amount. But I'm going to tell you right now, the risk for them is massive. The risk for you is zero. And it's very difficult to find anyone because it's going to take about two weeks. They're going to get to their first paycheck and realize that they're not making any money and they're going to bail. They're going to mentally bail and you're going to waste weeks and maybe, maybe one to two months and you're going to just be out of it. So invest in your team. Really build a true dialing system and it's going to be a lot better. Answer. Okay.

Yeah.

Okay. I'm going to come back to Lindsay.

Good to go.

There you go. There you go, guys. Yeah.

You see that? I'm back. I thought that was funny. All right, so 60 days in, then we want to start looking at our performance reviews. So we definitely want to have 30, 60, 90 performance reviews. Call reviews. Objection. Workshopping. Just really doubling down on their development. Then that 90 day mark, we start adjusting targets. So if they're hitting their targets, guess what? We get to increase target the target. So as soon as you start hitting the targets, then we move them. And that's just name of the game. And we start working on ascension planning. So if you Have a really, really good dialer. They're going to want to make more money. They're going to want to be more invested into the company. They're going to want higher stakes. Right. So then we're going to start asking them, what's your goal for the next six months? Where do you want to be? Where do you see yourself in this organization? And we want to see what they want. And if they say, hey, I'm really interested in the FDA process, I'm interested in learning more about this, I'd like to see, I could see myself in a sales role one day. Okay, cool, let's start talking about that. If they say, yeah, no, I'm doubling down. I love this. I love the appointment setting. I'm hungry, I want it. I want to double my numbers, I want to double my money. Okay, cool. Here's our plan for that. Okay. So we just have to have those ongoing conversations because high performers. What happens when high performers get bored? They clock out. If they lose the challenge, they clock out and you're going to lose them to something else. Okay. And we don't want that. It's very expensive.

It kind of goes back to the. What happens if I pay them and they. And train them and they leave or if I don't, you know, if I train them and they leave? Well, just imagine if you put this whole system in place and all of a sudden they're there for a month and then all of a sudden they're gone because they're going somewhere to get some money. Like, people have to live. And it's a very important, like, I go out of my way to make sure that my team is well compensated. And you know what? We magically have a really good team.

Great team members. We have awesome team members.

The webinar talent is questionable.

All right, exit Chris from stage. It literally just removed him from the stage. Okay, we'll bring it back up.

Okay, we're fighting.

All right. Okay, so we got our 30, 60, 90 track. And guys, there's a lot of stuff that goes in this. This is just high level view. Okay, Leadership checklist. Couple of things for you as the leader. We want to make sure that you've got a process for reviewing their calls. So what we do is we use our CRM WISE track and you can all grab a 14 day trial of WISE track. I'll grab the link for that in a few minutes and I'll drop it in. But you can use wisetrack to make your outbound dials. And you just turn on call recording, you record your. You record your calls. You can go back in, pull them, download them, and then we have a form that we submit. So I have a form. It's like, submit your call recordings here, add any notes that you would like for Lindsey to review. And so what our dialers do is they submit three to five calls there, and then they give me notes. Lindsay, I want you to listen in to call number three. For the objection that she gave me. I thought I handled it well, but then she still declined. Declined. And then I can listen into those things. I also just offer notes on, in general, what I hear in these calls. So it's really important that you have a process for that and that you're not just popping in six months later. You're like, give me your calls. Like, no, There should be ongoing development, ongoing process for this. Okay. Morning huddles. So again, every single day, and I know, well, I don't have time every single day, I don't have time to do a morning huddle. Well, then find someone else on that does have. That does have time. Hire someone that can run these for you or make time, because it has to be done. What we personally do in Leads Mastery is we structure our meetings as win, obstacle, opportunity, role play. So everyone in the room goes around 60 seconds or less. You share me a win from the past 24 hours. You share with me an obstacle that you had, and then you share with me an opportunity that you're going to go push over the finish line today. Okay, so my win from yesterday was I booked four webinar registrants. My obstacle, obstacle was that my I, I hit a couple of folks that said that they already had I T and that this was covered by somebody else. My opportunity today I can probably follow up with those folks that I wasn't really sure how to move them over the finish line when they already told me they had I T. Great. So guess what? We're going to role play. We're going to role play. What do I say when someone tells me they already have an IT guy? And we're going to role play that right there on the spot so that now when they go make their calls to the today, they could put that into practice. Then tomorrow we're going to go do the same thing. Okay. My win from yesterday was I used the new script and it worked. My obstacle is now I got this, this new obstacle, and it's just doing this every single day. Okay. We want to make sure that we're role playing the cold calls. We're end of day KPI reports. We've already talked about that. And we're delivering end of month and of course, year to date KPIs as well. We cannot improve what we don't track. So if you're not looking at your numbers, find a way to do it. I don't care if you start putting tally marks on a piece of paper. In fact, one of the first things that I ever did when I started doing appointment setting was I had a, a blank piece of cardstock. I had a white piece of cardstock. Chris, I don't know if I've ever told you this. I had a white piece of card stock, and I was doing cold dms. I wasn't even doing dialing for this, but I was doing dms. And every person that told me no. So I had this piece of cardstock and I filled in a hundred squares, and I would literally fill in 100 squares. Every person that I reached out to that told me no, I would color in yellow, okay? And what that did was I got addicted to the nose. It was like, let me go get a no. Let me go get a no, Let me go to no. Then every person that told me yes, I colored in pink. I colored that, that square in pink. And what that did was that showed me activity. I could visually see this activity. And then I got addicted. Okay, another square, another square, another square. Oh, it's pink. Look, another yellow. Another yellow. Yellow, pink. And so I don't care if you're writing this stuff on a tally, on a tally mark on your, in a notebook. If you're running a beautiful performance report in Wisetrack, if you've got something else, but you have to track your numbers, you got to do something. Okay, I've actually, I've heard this method. I cannot remember who gave it to me, but I'm. It's not my, I didn't come up with this. I've heard from someone else that they would put five pebbles or five pennies on their desk at the beginning of the, the day, and then they would move those pebbles. Once they go have that conversation, right? Once they have a converse conversation with someone, they move the pebble off their desk. So do something to track what you're doing. That's more of a psychological thing, not really KPIs, but track this stuff. If you don't track it, we can't improve it.

It's still, it's still so important to have. I, I. The activity thing for me is a big one. We did a post on my social, I think it was last week, talking about how I actually had an assistant. It was my front desk girl. Her name was Ashley. She was super nice, super great. But she was always telling me how she wasn't getting things done. She'd have this whole day and she wasn't getting things done. And I actually put the cameras in the office on her because I wanted to see what's, what's going on. I was trying to be a creeper. Like people commented on this postable, oh, you're a creeper. But I had nothing to do with that. I was trying to determine what, what the hell she was doing all day. And she was like doing a lot of busy work, but she was not actually accomplishing anything. So it's so important to actually put data driven metrics based tasks in front of people with structure and organization. And I was not doing a good job at that. So you know what I did it? Rebuilt her and I spaced her day into three quadrants or three.

Three.

Not quadrants, three sections, I guess you could say. I don't know what quadrant versus a three, three part deal would be, but once I did that, she become math. She became massively productive. Same person. It just was a little more leadership and that kind of goes into what Lindsay was talking about. So give that person something that they can track, that they can measure, something that they're excited about, and it's going to more than likely result in some more polished performance and results.

Yep, love that. Also, what happens with us making and tracking the stuff is that I get it. Like it's, it's emotional being a business owner and we want to make sure that we're making decisions from data and not emotion. So whenever we're, I'm, I'm chatting with our Leads Mastery clients and I'm like, okay, tell me about, you know, tell me about our end of month numbers. We deliver end of month numbers, they come into the C suite meeting, we talk through numbers and they're like, Lindsay, I just don't, I don't know, I'm feeling really down. And we look at numbers and we say, okay, well, well, you actually booked 16 appointments this month and you closed X. So let's compare that to last, to last month. Let's compare that to the previous quarter. And then they see their numbers are up by 300%. And it's like, I get it, you're emotional, but it's probably not due to this, probably because of something else. So this is why it's so important for us to track this stuff so that we can go back and we can make decisions that are based on true numbers and true data. Because that doesn't lie. Okay. Our emotions lie to us. All right, so let's talk about ascension. Because we've talked about this a couple of times. I want to give you a clear path of what this can look like for your dialer. So let's say they come in as a dialer, then they're show and promise we can upgrade them to an sdr. Now the big difference between an SDR and a dialer and some folks will use this interchangeably, the big difference is that an SDR is building a brand. In my opinion and in the way that we structure it is your SDR is building a brand that is in direct reflection of the core values of your company. What does that mean? So that means that my SDR, they're going to run their LinkedIn as a member of our team and they're going to be doing appointment setting on LinkedIn as well as their calls. They're going to be doing connection requests from their social media profiles. They're going to be attending conferences maybe with me to grab leads and make sure they're booking appointments there on the spot. They're going to be doing things that puts the them as a direct representation of our company. Whereas a dialer could be someone that I never even meet in person, this could be someone that I never meet. This could be someone who's totally remote now one day if they move into that SDR position and I hope I do get to meet them, I hope that they can attend these things etc. But it's that that's the big difference. Now then they can move into senior sdr. Senior SDR to bdr. BDR starts with moving into that full sales process. Closer is closing, only closer. They can then go to sales manager, can then go to VP of sales. And this is really very similar to what we have internally as well, wouldn't you say Chris? So we've got closers, sales managers, VPs.

Yeah. And the thing I'll say is notice how everyone that's watching this, this is specifically sales focused. Outbound sales is sales roles and a lot of people lump this into marketing and I understand it kind of gets all like mashed together but you really got to be sales minded with this, with specific goals and it definitely kind of interflows together. I just lump say sdr, bdr, salesman, all this stuff lumps into sales management and all around outbound versus marketing is more inbound getting leads to come to you. I understand it can kind of be mixed together, but we're very specific about this and we're very purposeful about it. And the big factor for me, and here's kind of the difference with this whole thing. And I know, like SEO and all these other things are really important. I'm not going to debate that. I'm always going to say that there's places for it, but I like to control when my name is in people's mouths. And if you think about it that way, if I can reach out to somebody and say, hey, we're doing this on this date, boom. Yes. It's still a little bit of marketing stuff.

I get it.

But it's really important to try and have cyber security briefings or webinars or live events and put yourself on their radar. Yeah, all sales focus, all outbound focus. It's really important stuff.

Love that. All right, so as a bonus here, if you stay until the end, I will have the team send you over a copy of our dialer job description. So if you are curious on how all these numbers mash out, how to, you know, hire this person, what I put the job posting, what I put in our agreements, I will actually send you over a copy of our template. So got to stay until the end. Hang out with us and we'll make sure that the team gets to sent out to you personally recently. Okay, so with that, Chris, I'm going to hand it off to you or us, and we'll go through Q A. I know we covered a lot today, but. Yeah. What questions do you have for me? What were your takeaways? Let's. Let's talk through what questions come up.

Yeah, and there's definitely a couple things. You guys are welcome to put your questions in the chat. I don't care what platform you're on. If you can see us, if you're on any Facebook group, we cannot see those posts. Just so you guys know that Facebook has changed their rules around simulcasting. So we're. We're simulcasting in the groups, but we can't see.

They.

They don't allow the post to come through. So if you're on a page or if you're on YouTube or if you're on LinkedIn or live with us on the Streamyard webinar platform, we can see your questions. But just a couple of comments that I have here. I really like this from Grace. Having a practical example brings in so much sense. That was good. Here comes another question from Matthew. You said base of 40k. What is the hook for the 70k out the door year over year is what he means by that. So that's your ote, your on target earnings. So basically the base and Lindsay feel free to jump in on this but the base pay like their salary is 40k. And then you have achievable KPI driven key performance indicator metrics. Again keyword here, controllable achievable. So it's got to be something that's that they can directly control. How many appointments did you book, how many FTAs did you book, how many led to a SAT FTA? You can have various different metrics along with that. How many actually moved into a csra, not necessarily controllable for them. How many deals closed, not necessarily controllable for them. So you want something that is a maybe a 70k OTE that's controllable and then maybe accelerators that could be tied to big term, big time performance because it's the right fit and some of these other things but it's not always going to be the same.

Yeah, so in the job description. Yeah so Matthew, I see where you, you're on the right track here. Pay per, per appointment or percentage. So in the job description you'll see that there's a, there's a breakdown of it and you can do like 25 or $50 per SAT appointment. I don't recommend paying out per set appointment. I pay per SAT appointment. So this holds the dialer accountable to getting to them to actually show up to the call. And if, let's just do some quick math here. If they had 20 sat first time appointments and we paid out, let's just say $50 per appointment. 20 times 50 is going to be a thousand dollars I believe. Yeah, we're at a thousand dollars a month. Month right there. Okay then if we paid out 1% of MRR clothes, let's say that those deals result in, let's say on average we're selling at 250 a seat times a 10 seat deal. So we're looking at on this is a lower end deal but 2500amonth. Let's say that we did, you know point zero one. Let's say that we did 1% of that. What's 1% of 200 or 2500?

Lindsay's also from Georgia so she's bad at math.

So just 25, 25amonth times a 36 month agreement. Now I'm looking at a 900 payout. So. Okay, that's not bad. So Now I just made an extra $900 905th for closing this deal. That's where your money starts stacking up here and bigger deals.

Yeah. Couple quick things on that. You can't just like on this. It can't be like, you got to have some structure. You got to have some process. You got to know what you're doing and you have to manage them really, really tightly and really, really well. So something is like, I'll give you a great example. Me, I am scatterbrained. Add as hell, not good at managing. I'm really good at working with my seniors and giving them vision. Like Lindsay and I had our one on one today. We work through that stuff. But who has to organize it and structure it? Not this guy. She had to come in with an agenda. And I kind of tell it like I set that expectation. Like, come in with an agenda, book the meeting. I'm not going to chase you around. Do that. I know my weaknesses. So if those are your weaknesses, you better find somebody in your world that you can hire to do this stuff. If you can't now I understand that's expensive. It's hard. You got to do your best until you can afford to do it. And you kind of got to do some things that are going to be a little bit uncomfortable once in a while while like I had to fail so much at that to where I'm like, okay, that's a big important piece. I gotta hire it up. So now I have Lindsay on the coaching side. She does all this for our clients and works with our leads Mastery people and leads master is our trail trailblazers mastermind level of our coaching program. I have Michelle and her team. Michelle Terpstra is our CRO and then she's got her sales manager MO underneath her managing and running all this stuff on a day to day basis. So I see the results of it. But I don't have to be the guy and my goal is to have enough MRR so I can actually it's funny, I had this book on my desk.

Oh, buy back your time. I love that.

So I know that I suck at this. So I have enough MRR that I hire it out. So you just kind of, kind of juggle that. But I didn't initially and I just had to suffer through crap because I suck at it, honestly. I know that.

Yeah.

Another comment here from Matthew. The cost of recruiting and training. If you're returning X amount, of course it's going to be costly. What's the cost of doing business though? And here's a bigger question to that, Matthew. What's the cost of doing Nothing? Because many MSPs could grow, but their leaders are so worried about that that they never do anything and they just sit there and don't, don't act and don't execute. So, okay, so yes, it's expensive to grow. It's way more expensive to do nothing.

Yeah. So I would, can I, can I push back on this a little bit, Matthew?

Always. Yes.

So, so let's do a little math on this. Okay. If I, let's use that same 10 seat deal that we just had and let's say we close 2,500amonth in MRR we're going to do a 36 month contract. That's a $90,000 deal. If my dialer only generated one of these a quarter. Okay. And that is like one, one a quarter. Let's just say one a quarter. Now I'm looking at 90,000 times four. I'm looking at $360,000 in contracts that they've brought in for me. And I've paid out 70k. 70k. But now that's only per quarter. Right. So if they go do this two a quarter, one a month, now that's where our numbers start ramping up.

Yeah.

Okay, so look at the numbers. I get it, it seems costly, but what's the alternative to that, right? To not to rely on referrals, to not do anything. So what really gets the whole rely on referral thing?

I'm not gonna sit here, I'll never sit here and say that referral. Referrals aren't amazing. I love referrals. We all love referrals. Can you grow? I look at my MSP and I got my largest client. For the record, I got my largest client at my msp, which effectively sold my MSP for me from cold calling. Lindsay, I don't think I've ever told you that. But it came directly from like we had five, six, seven dollars internally in my heyday and we were just, and we were pushing it and crushing and doing really, really well. And it's hard. I don't get it. But think about, I think about whether I would be even sitting here right now if I wouldn't have actively outbound called. The answer is no. Without question. Would I be sitting here with an 8 figure MSP coaching business if we didn't do a massive amount of outbound?

Yep.

Not even close, guys. Not even close. So this is control. This, that's literally the word I was just gonna say this is stuff that you can actively control. I know it's hard. I know it's not fun. But you know what? A lot of the best in life is not easy. Right? And we were talking last week on the elite call, there's that sliding scale of cheap, good, fast. Right. There's like ding, ding, ding, ding, ding. Which one you want, guys? Right. I like it doesn't work that way. So invest in this and you don't have to work. Do it with us. Do it on your own. We're just an accelerant and we are a management platform that gives you a lot of other things. So we're trying to help you with that. Okay. Got a couple more questions coming in here. Here we go. Lindsay. Oh, I missed Olivia. I'll come back to you, Olivia. Do you also have a copy of script to cold calls all would you say dial only one industry verticals to see keep the same message.

So go back and watch the training from last month. Abby go to Actually, I don't know if the URL is still updated. It may be under our replay.

You got to be in the school group.

Yeah. So we'll get the team to reach out to you to get that. To get that out. Okay. So you're gonna see all that. We're gonna see talk tracks. You're gonna see.

I'll put the.

Awesome. Yeah. So our school group is a community that's off of Facebook where you can grab replays, you can grab other resources etc, but also abhi, I would book a call with the team. So your position may be different depending on if it's you running this, if you have a team that's doing this. So if you want to book a call like a strategy session with JJ or with one of our sales people, they can chat with you on what's going to be the best play for you.

Yeah. I'm actually going to bring this up really quick here. We're going to get. This is the school post and I'm going to really quick. I'll put this up on the screen so you guys can see that. But it's school.comforward/7FigureInnerCircle. That's our school group that has all these webinar replays in it and all kinds of different stuff. It's pretty cool stuff. I got a couple other questions here. Lindsay, for you or maybe me. We'll see. So from Olivia, how long should one tolerate a dialer with low output after training who is on a monthly pay slip? I'm going to Tell you right now, higher, slow fire, fast days. We put them on a trial is what we do. Usually internally, we put them on either a three day or one week trial. And if they can't get through three days, like literally the first Lindsay mentioned, the best they're ever going to be, I think you got that from me. For the record, I think you stole that from me. The best they're ever going to be is on interview day. That's the best they're ever going to be. And then it's gonna get maybe, maybe a little bit worse every day from there on out. But next best they're going to be is like the day they go live. So if they can't, if they're in a legit sdr, slash cold caller, slash dialer and they're good at this, blah, blah, blah. If they can't pick up the phone and make 50 have 30 conversations in a day, I don't care what, what they're, how many dials they're making. I care about conversations and, and talk time is what I care about. If they can't have, you know, 30, 50, 100 dials in a day, it's probably time to cut them already. You're gonna know real fact, I'm gonna tell you that.

Yeah. Yep, agreed. And really you shouldn't be tolerating it. So what I would want to do is like if this is someone, okay, they've been in, they had a good first week. Right. But this is why we keep daily check in with, with, with them. And so we're going to know what the issue is. Is it that their list is not a fit? Is it that their scripts are not working? Is it their attitude? Is this just not the job that they're cut out for? So you shouldn't really be tolerating it. We should be improving on it every single day and then making adjustments from there.

Yeah, let me see if I can find. So here's a good example. I have some stats from Joe. This is from Joe. Joe, our guy from Friday. Now it was holiday week last week. Not the best. Here's our stats. I'm gonna put this in the chat here and you guys can see this and I'll bring this up on the screen. So this is some internal stats from. This is from our team's messaging. Just you. This is internal 7 figure MSP sales team. This is from Joe. Oh, sorry, he put the wrong date in there, I think. Oh, he, he's, he's from up, up north. So that's why it says 12. 7. So here in the States, that would be December 7th. In Canadia, where Joe is, that is 7 12. So this was Friday. So new members into the school group. 25 reach outs. 128 conversations. 32 call offers. 9 calls. 80 conversations. 5 call offers. 3 offers accepted. 3 elite strategy sessions booked. 2. 0. 10K. He had. Sorry. Elite strategy sessions. Book 2. 0-10K strategy sessions. Book 2. Vendor strategy sessions. Book 2. So he booked six strategy sessions in a day across three different platforms. That's the kind of stuff that we have. Okay, so you guys know. And. And I think that's Joe. He just said here, hey, I got featured. That's Joe, by the way. But it's. It gives you a good example. That's the kind of stats that we do internally. So kind of bottom line is, I eat my own dog food, guys. Like, we actually do this stuff and push it internally. Oh, Garcia gave me a hard time. Chrissy really had to say it was from you.

Yeah. Yes, he did.

That is. Lindsay and I have.

All ideas are borrowed.

Oh, yeah, yeah, we do.

We do.

I give her a lot of hard time. Here's another question from Sarah. How do you balance the need for high call volumes with the quality of each interaction? I could care less what call volumes are really, as long as we're having conversations. And. Good. It's more about talk time than it is about, like. Think about this. What's more valuable? 30 minutes of talk time or. And 7 calls or 300 calls and 2 minutes of talk time. Common sense applies. So you kind of got to balance this. Com. Like, this is why none of this stuff can be. Set it and forget it. Like, none of it is. It has to be managed. It has to be maintained. And you have to meet with your people daily. Huddles are key. Like. And so many MSPs are just like, plug this in, blah, blah, blah, Set it and forget it. Forget it. Doesn't work that way. Not if it's gonna work. I mean, you can do it that way, but not if it's gonna work.

Yep. Agree.

These are good questions today.

I know. These are so good. What is the typical learning curve for a new dialer?

This is a great question, Lindsay. I'm gonna let you go on that.

Yeah. How can we expedite their progress? So learning curve. It's. It's again, it's them being scrappy. It's them coming in. You having proven talk tracks. You have a clear linear progression for the leads that they're calling. So you. For Example, your, your dialer comes in, you've given them a very clear job scope and their job description, their responsibilities, they know that their, their job every single day is to hit, you know, 30 conversations, 10% yes rate. We want three yeses every single day. And we're driving leads to our weekly cyber security brief briefing. Cool. So that's laid out for them. Okay. Now you give them a talk track and you say, hey, here's three talk tracks that you can use. Make them your own. Never read from the script. Let's role play. Now you go out and try it. Okay. Next day in your next morning huddle. Okay, great. What was your win obstacle opportunity? Based on your numbers yesterday, you had a 5% yes rate. Tell me how we're going to improve to get that up tomorrow or get that up today. So you can see how this is every single day. We're building onto the previous previous day. That's what you're doing in this morning huddles. Okay, and how do you expedite their progress is by being invested. How do you expedite anyone's progress? They're actually in education. There's what's called the Vygotsky zone of learning and it's always taken someone a little bit out of their comfort zone. So if they come in on a level two, well, I just got to get them to the level three next. At level three, then I take them to the level four. And so it's always given them the next goal to hit step by step by step. So I'm not, they're not coming in on day one. I'm not expecting them to hit 100 conversations on day one. Let's get, let's have 20 conversations on day one. Great. Day two, let's have 30. Okay, so by the end of day 30, by the end of the first 30 days, we're going for 60 conversations every single day. Okay. By the end of day 60, we're going for 90 conversations a day. By the end of day 90, we're going for 120 conversations a day. Now I'm tapping out at that point and the reason why is because how many quality conversations can you have in a day? Right? This is where that handoff between quality and quantity happens. So after 120 conversations, if I'm going past that in actual conversations, they're probably not super quality. Okay? So I still want to maintain a 10 yes rate. And this is what we see. I see these, I see these numbers every single day from these third party companies that are Just burning and turning through lists. They're putting out 150 conversations and they're getting maybe one yes, maybe one, maybe two. One to two less than a 1 to 2% yes rate. Okay. And you'll see that. So if your call quality, or I'm sorry, if your call quantity goes down, but your yes rate goes up. Okay, I'm fine with that. You'll call the rest of the list tomorrow. You'll keep going. Now, if your quality quantity goes up and your call, your yes rate drops, that's a problem. Slow down. Take some time. Let's workshop. Where's the disconnect? We got to work on that. Mary says, what's an example of a good day and a bad day for a dialer? I mean, it's. It's consistent. Everyone has off days, right? But here's the danger in that is every single day, we have control of our. Of. Of our results. And I think it's instilling the stuff culture of you are in direct control of everything that happens around you. So whether you had a good day or a bad day, you're responsible for it. And one thing that I really, really work on hard with our dialers is you're in direct control of how your conversations go. Whatever you got that day, it was because of what you did. So what that does. And it sounds kind of harsh, right? But what that does is that creates this air of accountability. And so it's like, go, good day or bad day? What am I going to do about it? Okay? So I, and I tell them every single day, I'm like, you have. You have the power to change the trajectory of your results today. Whatever happened yesterday, that was yesterday. You have the power to change it today. So, you know, bad day, quote unquote, was they didn't hit their numbers. Okay, what are we going to do to take. What are we going to do today to change that good day? Okay, great. But here's the thing about a good day is I want there still to be a level of emotional neutrality so that we don't get so hyped up about the good days that then we're on such a high that tomorrow we're that much more. Because what goes up must come down. So it's equally charged as we are by the good days is how equally charged we're going to be by the bad days. So you have a really great day yesterday, but then you had a not so great today, so it's going to be that much more worse because of that emotional Charge. So just think through that as we're celebrating and working through those good and bad days. All right. Aaron says what dialer technology and features are essential for a small to medium sized business and how do you choose the right platform? We use wisetrack. I think wisetrack use is the best for us. This is our internal CRM. This is the CRM that we drop all of our campaigns in as well. So all of our funnels and workflows, we actually use a power dialer. In there is what we call it. It gives automated voicemail drops, it has automated. And this is for our elite cloud clients because it's higher level or you can pay 4.97amonth for it to get it without the elite program. But it has all these workflows already built in there for you to automate this process so that you're not taking up your cell phone and making dials like that, because that's going to drastically reduce your call time. So whenever you use a power dialer such as wisetrack, it allows you to hit a button that says let's go. And then it's just going to run through your list and then after each call you hit, answered, did not answer, voice, voicemail, something, and then you hit the button, you plug in your notes for that lead. It gives you 30 seconds and then it's on to the next lead. So, oh, voicemail I think is the other one. So I like wisetrack. There's a ton of other power dialers out there, but I would prefer to keep it all in one CRM so that wherever you're tracking your dials, you're also taking notes. And it again creates that handoff between your marketing or your dial team to your actual sales teams from, from top funnel to mid funnel.

And just so you guys know, wisetrack is based on Go High Level. There's a product that's basically Go High Level is, is the shell that it's built on, but we built all the, all the content, all the funnels and an entire team on our side behind it to support our clients. So you can. Absolutely. We are a pretty, pretty damn vendor agnostic company. We will support all the stuff that you like, whatever you have, whatever you want to work with, we don't care as long as you're actively using it. But it's easier to use something when it's completely built for the MSP industry with all of our content and all of our stuff in it. So you can use HubSpot, you can use what's that one that is based on infusionsoft. Keep you can use keep you can use various other ones that are out there. You can even use Salesforce course. But your cost to get it from zero to usable is pretty damn high. But whatever you use, it's kind of like QuickBooks or your ticketing system or whatever it is. Think about this. Are you. If you're going to manage your finances and not put any check entries in in QuickBooks, how functional is it? It's got to be all in all the time. And that's another big factor that MSPs struggle with with. It's hard to put systems in place and how to scale. Hard to scale if you don't actively use the tools. So I know we're going to have a 14 day trial that we're going to give up for Wisetrack for anybody that's not an elite member. For our zero to 10k members and for our elite coaching members, they both get wisetrack and all of the campaigns and all the content, all the dialing, everything built in. So you guys know that. So it's included with the program. I got a couple other questions here and then we're going to get rolling. This one from Patrick and Patrick actually DM'd me and we were chatting a little bit on Facebook messenger, so. Hey, Patrick, it's good to chat. My man. Glad you got here. He was struggling to get into the webinar.

Okay.

So I'm based in Medellin, Colombia. The cost of labor is much lower. Our trade off is that many of these entry level positions you have to train from the ground up. Do you have any resources available? Here's my recommendation on that. You need to get into Elite and Leads Mastery. There's nothing that we're going to really give you. Like, absolutely, you can build some of this stuff. And Lindsay might have a couple comments. But my recommendation is get into our coaching program because it's literally what we do every single day. Elite program plus Leads Mastery is what I'd recommend. And Patrick, if you are actually in Colombia, we do. We will sell it to you in Colombian currency as well. Just so you know that. So because we started doing that, we have stripe and we, if you're in Australia, if you're in Canada, if you're in South America, anywhere, we will sell it to you in your currency. So that's, that's an option that we can do for you. So Lindsay, I'll let you take that as well.

Yeah. Awesome. Yeah. No, I love this. Do you have any resources available that you would recommend. I mean, it's the same thing. It's all the same, right? People are people. And I think that sometimes, sometimes there is an air of disregard with our folks that are off offshores or folks that are not in North American companies or North American areas. And no, we're going to invest into our people because people are people and they deserve that. And it's for our company. And if we're not going to do it, who is? So it's all the same things that we've talked about today. It's hey, here's what we do, here's our solution, here's your number, here's our values, here's your talk tracks. It's all the same things. Here's our cold call replays, here's our morning huddles, all these things. And again, this is why we are so successful with this in leads mastery. Because we have, we fine tuned this, we have fine tuned this into a machine. So what we do works. You just got to work it. You got to put your dialer in. You have to trust the process, trust your team. That's me, that's our support team. And, and really just. And trust it and run with it and don't in 30 days whenever you don't see ROI, because remember, what's the typical ROI time? You can see up to six months on that. I'm taking a lead from cold to closed. So you have to trust that process.

Okay, last question. Lindsay, how do you effectively use data from call recordings to identify training gaps and improve future dialer performance?

I listen to every single call personally. I listen to every single call call that gets submitted.

How do you scale that? How do you scale that?

You can't scale. Chris is going to yell at me. He's going to yell at me. So I also use it to help me with that. No, but what this does, Chris and I can and I will eventually hand this off to my team. But for now, I have a process to where I listen in for key and I listen to intro, I listen to hook. I listen for emotional pain point. I listen for pitch, I listen for objection handling like there's all these things that I'm listening for in these calls because I don't think the AI is there yet. And so there, there are AI softwares that will listen to calls for you. It's just not there yet. And it's not, it doesn't do the same thing that I can do and that you can do once you know your process So I listen to every single con. I think, well, if I were the person on the other end of that phone call, what would I have said? How. How would that call have went? And I just use psychology and human relationship to help guide those to decisions. So. So, yeah, you just have to listen to them and. And you learn as you go and. And never be too big to put yourself in the trenches. So even as a business owner, be willing to do this job. Like, I once had an MSP tell me I'm the. Because I was like, you need to get back on cold calls. Then if you're seeing this, he's like, I'm not going to do that. I'm the owner. Okay, then who's gonna. I mean, who else is gonna do it? Get back in there. You know, can't be. You can't. Your britches can't be too big to do that work. So, yeah, I mean, I do that.

Stuff once in a while. I mean, I think, you know, a big factor on this is what was.

That you did closes last year?

Yeah, I mean, sometimes you have to. Without question. I've done close. I've done some closes this year. I get on closing calls periodically here. I know I don't choose to. And we want a team that's working, but if things aren't perfect, then sometimes you got to go in and lead by example and. And do the stuff I close from stage every quarter, for sure. Right. The thing I'll say to that is it's. You just got to be really careful with AI. AI is becoming this buzz technology that's like, oh, let's have AI do it. Like, you can't just plug this stuff in and it's gonna magically work and make everything happen. There's still no substitute for humans. At least definitely not right now. I think we're a ways off from that because, like Lindsay said, like, we can analyze calls on AI all we want. It'll give you some trends, but you still don't. Like, you're not going to get the results. Like, you're going to get out of listening to the call. And Lindsay's doing this for her Leads Mastery clients because she directly manages that mastermind. Can't do it for all, you know, 400 plus of our member, our elite members, but the ones in her elite trailblazer program, yes, she can do. And I think you just got to be very mindful, and there's got to be a balance of your time and set it and forget it. There's got to be A balance. Because most MSPs, it's. Nope, I'm not going to touch that. I'm the owner. I. I want to work on tech. Okay. Like, do you want to grow or not? It's literally like. And if you don't want to grow, hey, I don't care. Like, if you don't want to grow, that's fine. But then don't come bitching to me because you can't make payroll or you can't do whatever, because last time I checked, we're all in business to make money. And if that's not your. If that's not your goal, that's fine. But money makes the world go around. Like, hey, sorry, but it is.

Cash rules everything around me. Oh, yeah, yeah.

Lindsay. Lindsay's still going, so. All right, guys, really, really great, great questions. Let me just make sure we didn't miss any questions here. Okay? Yeah, it's good. I think we're good. Yeah.

Ready to roll?

Yeah. And I got a little question here for Matthew. Each tool has the cost. The AI aspects have a heavy cost as it is. New tech.

Yeah. And it's.

Honestly, it's not even that expensive. It's just more of what I've seen with AI is people are like, oh, I'll just dump it into chatgpt. D. Or I'll just do this, blah, blah, blah. It's like, okay, that's great. But it's. It's not perfect. And it's not the end. All, be all is really what we're saying.

Okay, So I just googled what is what us, what a simoleon was, because I didn't know what that was. And apparently it is a combination of the word Simon and Napoleon, and it means money, so thank you for that.

Okay, I didn't even know that. I didn't know that either. I thought it was, like, Sim City money or something like that. The Sims money.

I know, me too. I was like, oh, let me look this up. So that's fun.

Okay, I'm gonna keep going here, guys. If you have other questions, Lindsay and I'll come back after I do my little final presentation. We'll answer until we're done. Okay. So if you got questions, you can stay with us, but I'm just going to kind of finish this to do our prizes and get somebody out.

She said it is Sims money.

That's what I thought.

That's what I thought.

See, you're, like, going way over the top. That's fine. I love it. That's what I thought. She Meant.

Yeah.

Okay.

All right.

So you heard us talking about our 0-10K program which is for all of our members that are $10,000 of MRR ish and below. And then our Elite program which is our high level one and just understand everything that Lindsay's talking about with Leads, Mastery and Elite and all this other stuff that we're talking about using our entire coaching system. Our Elite clients are doubling their MRR in 12 months or less. Now this is not some get rich quick fake BS scheme. This stuff actually works. Now you have to be in the trenches with us. You have to be actively working all of the stuff that Lindsay was talking about today with Leads, Mastery and Trailblazers. That is a add on system on top of Elite. We want to make sure that you get into the Elite program first. You can definitely come in and be in both if you're a decent size msp. It's not for the faint of heart though because it takes some work. Most MSPs work in their business. Very few and I'm going to say less than 20% market wide work on their business. They're in the business as a tech, maybe a trunk slammer or even I got a bunch of guys like I, I think the largest I've seen is like a 30 person company with zero sales. Everything is referral based. We're growing but it's mostly by accident. Hey, that's awesome. If you got to 30 employees and one or two or $3 million.

Almost.

By accident because that's what I call it, growth by accident. There's no purpose or plan to it. But what's your steps to go to the next level? Because I'm going to tell you, we talk about and what I'm kind of known for in the MSP world is selling around 300 per seat. Most MSPs can't even touch that because they're so focused on service delivery. Not bad, but they're so focused on service delivery that they forget about annual increases, profitability, profit margins. They forget about all this stuff and pretty soon they're selling at 10 to 12 points versus the 80% gross profit margin they should be sitting at, which is the world that we live in. Okay, so here's a couple of case studies. This is Mark Enzor. Mark Enzor is in Tucson, Arizona. Now Mark started in the program almost actually just about 3 years ago, came in with 100k mrr and he is crushing that now. Well over actually I think he's at almost at 200k of MRR now. He's a great example of that. Somebody that came in with some cash flow with some good recurring revenue, doubled it in 12 months. And I do believe he's well over that. Now I gotta update those numbers. But then there's another guy like Brett Galant. Now Brett Galant is very specific and I want you guys to pay attention to this because if you look at where Mike Miramichi New Brunswick, Canada is, this is the upper northeast in North America. 18, 000 person town. Brett came in with 22000 of MRR. And I'm going to tell you right now, I'm going to do you his math because I know his numbers and Brett is a great example. He had 22000 of MRR. There's my number right there. Divided by 600 endpoints. This is what Brett was selling at on average when he started in our program. Program. And now Brett is sitting here with 450 endpoints and 105,000 MRR. So I'm just going to tell you that's where he's at now using our program. It's taken him three years to get there. He just crossed his three year mark in our program. Takes time, takes effort, takes execution. We are an accelerant to that. So all of the stuff that we're going to teach you is all about building a sales process. And I'm in a system and going out and executing it and executing it. And now he's actively selling, he's actively marketing, he is a founder led sales model. In fact Lindsey, I don't know if you know this but Brett was in a different town an hour away from your michi last week, Monday because he was doing an hour long sales presentation to expand his reach. That's the kind of stuff that Brett can do now. And I don't care where you live. 18, 000 person town. Northern North America. Northern, Northeastern Canada. If he can do this there selling at $233 a seat. Now granted that's Canadian money but still you can do it anywhere. I'm gonna tell you guys that. We got comp. We got people in Africa, we got people in Australia, we got people in the uk we got people in Canada, we got tons of people in the States. We are doing this everywhere. It's a really good example of what we can do. This is our seven figure MSP inner circle elite coaching program. This is a complete sales and marketing coaching program to take you guys to seven figure years, seven figure quarters, seven figure months and seven figure deals. So it's not just, oh, I'm a seven figure msp, I'm fine. Are you doing seven figure deals guys? Because we saw. Did you see the. Lindsay, did you see the CSRA posted today? That was a $70,000 CSRA that somebody sold this whole morning.

I did not.

Guys are actively selling assessments for 5, 10, 15. Our previous record prior to today was $37,000 and this was sold for 70 grand.

Wow.

Stuff that is happening in our program, selling a cyber security risk assessment for 70 grand. That doesn't come overnight. So here's some of the things included in our coaching program, our elite programs, full sales and marketing coaching program. This is your full sales coaching with Chris, Cindy Phillips, our head of sales coaching and Ryan o', Hara, our VP of member services. We build all of that together with you and every single week we do a live onboarding. I was live this morning at 10:00am Central, did a full hour and a half presentation, went through that with all of our new members. We got existing members on there. We had about 30 people on the call today. Every single week we do that. Chris, Monday, Cindy Phillips, Tuesday, Wednesday, Thursday. We build that. We have weekly open office hours, three per week in multiple time zones so everybody can make this happen. We also record our onboarding calls once a month. So this morning, Lindsay, today was recorded. I had to go on and like be on stage today. It was kind of fun. So that was that. So that's the sales side. Now the reason that we start you guys with sales is we gotta reframe your brain from the way you used to sell. Widgety. I'm selling a product, I'm selling a service. Nope, now we're selling risk management. Guys. It's very similar to insurance. You saw Lindsay's question, what's the ROI on cyber security services? You know what the answer is to that? Hopefully the big old zero. Why is that? Well, we hope you know, we're putting all these protections in. I didn't say prevention. We're putting all these protections in but we sure hope you never have to recover you. We're going to do our best and when we do, we're going to make sure that we help you recover and somebody else pays the bill. That's a different world. Best opportunity this industry's ever seen. Why it's important. On top of that, Lindsay has her seven figure MSP marketing machine. That is our full monthly onboarding process to drive you into a complete marketing system top to bottom. This is all stuff that's included in our standard elite Code coaching program along with her weekly marketing open office hours. Lindsay also has three of those per week. So we have three. We have onboarding every week for sales coaching and three open office hours. We have onboarding once a month for marketing machine. But every single week we have three open office hours at various different times to get you guys accommodated. And we cover all over the world. We have Australia covered, we got New Zealand. We got the UK covered. We got all of the western western hemisphere covered as well. So all of this stuff is included. You also get all these proposal presentation and agreement templates. So our full cyber security sales presentation included. Our full cyber security sales proposal template included. Our full risk acceptance letter template included, our full master service agreement and we just added the full MSP contract kit is included in our Elite program. This stuff works around the world.

World.

Yes, they are templates and there is legal advice and there is coaching but it is all included in the program. Okay, that's really key. Lindsay, I'm going to mute you really quick. He's got a ton of background.

Sorry.

Maybe. Okay, cool. All that stuff's included. You also get our full cyber security incident response template included. Our legal advice call like I said and it used to be discount. I got to fix this slide because it used to be discounted. Access the ultimate MSP contract kit that is now included in elite. As of July 1, we just added that included into our Elite program. That used to be $4,000 retail, $2,000 on a 50% deal that is included and it is really, really key and it's really cool. You also get all these processes, structures and tools, our full risk assessment system. So that full CSRA method that's included. Our full hiring machine included. Wisetrack CRM with that training include and coaching included. Marketing campaign.