From time to time, you might notice someone you know grumbling about hiring or staffing struggles. 

Here are some examples of conversations that might trigger you to think of us and make a crucial introduction on behalf of your friend, colleague, or business associate:

• “Employee turnover costs are bleeding the company dry.”
• “My employee turnover costs are out of control.“
• “How can I tell if the sales pro I want to hire is going to perform well BEFORE I stump up the cash” 
• “How can I identify job applicants with a strong work ethic?”
• “I hired someone who looked great on paper, had solid references, and interviewed “really, really well” turned out to be a complete and total dud. How can you really tell a strong candidate from a weak one?”
• “I recently hired a salesperson who I thought was going to be a rock star, but they can’t sell their way out of a paper bag.”
• “We are launching a new division in the company and it is essential that we hire an independent, self-motivated leader. They will be responsible for over 1000 employees. How can we be sure that they will have the required bench strength to succeed?”
• “I hired someone who worked at a company much larger than mine. I thought they would kill it in the position. They were an utter failure! How did this happen and how can I avoid it in the future?”
• “My last customer service manager told a client to “fuck off”. How can minimize the chances of hiring someone who would engage in this behavior?”
• “I have a critical position that I need to fill and I am down to 3 candidates. All are impressive. How can I be sure that I hire the best one?”
• “None of my hourly employees show up consistently. How can I be sure that my new hires are reliable?”
• “How can I be sure that my hourly workers are trustworthy?”
• “How can I make sure my new hires actually follow instructions?”
• “I’m spending a fortune just trying to REPLACE team members.”
• “I feel like everyone hires faster and more efficiently than us.”