Morgan GillisFounder & Owner of Client Success Solutions LLC

Steal this hiring strategy if you want good team members.

14 Mar 2026 · 1 min

Watch on YouTube

1:27

In this short monologue, the speaker presents a hiring strategy for coaching businesses that mirrors the focus many place on lead‑generation funnels. He argues that building a dedicated hiring funnel—starting with sourcing candidates, moving through an application form, interview questions, and a paid test—is essential. The core insight is that the application form should screen for three things: logistics (to eliminate practical obstacles), experience, and, most critically, role‑specific skill. He stresses adding skill‑testing questions tailored to each position: for a virtual assistant, ask them to craft DM openers; for a sales closer, require a mock sales call; for a client‑success manager, present a client scenario needing macro updates. These targeted tests, he claims, will weed out unqualified applicants and improve team quality.

Chapters

This is one of the number one underrated hacks for hiring team members inside your coaching business. What I find funny is a lot of people obsess over the funnels for getting leads, but they don't obsess over the funnels for getting the team members who get you the leads. For example, it should look something like this, right? You're gonna have where you're getting the people from, the app form, the interview questions, a paid test, all that stuff. But here's one of my favorite parts of hiring funnels. It's this part right here, which is the application form. Now on this application form, you want to filter for a couple things. Number 1 is logistics. You want all the logistics that might blow this up out of the way. Number 2 is you want to filter for their experience. And number 3, this is the one that sometimes a lot of people miss. You want to filter for skill. So just make sure no matter what hiring funnel you're building, you put in skill testing questions that are relevant to that specific role. If it's a VA, like, that's going to open messages in your DMs, put examples for them to do openers. If it's a closer, somewhere in your process, you better give them a sales call to take and test their skills. If it's a CSM, give them, you know, a real-life example of a client who needs their macros updated and ask them what they would do. Trust me when I say this will filter out a lot of bullshit.