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How to Hire Better and Build a Stronger Remodeling Team

📅 August 20, 2026 ⏱️ 46:44 🎤 Kyle, Brian Sebring, Justin Landry

Chapters

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  • 0:00
    Introduction: End in Mind
    The episode begins by highlighting the importance of starting with the end in mind for hiring, stressing that effective remodeling companies build clear roles and strong hiring systems.
  • 1:48
    Meet the Guests
    Host Kyle introduces Brian Sebring, owner of Sebring Design Build, and Justin Landry, founder and CEO of JL Talent Solutions, who will share insights on their hiring collaboration.
  • 5:06
    Overcoming Hiring Challenges
    Brian shares his journey from quick hires to a more patient, systematic approach with Justin's help, emphasizing that good workers are available but require careful selection.
  • 10:12
    Systematic Hiring Approach
    Justin explains the 'multiple hurdle engagement system' and his 'five pillars methodology' for evaluating candidates, moving beyond gut feelings to a data-driven process.
  • 21:47
    Beyond Traditional Job Boards
    Justin debunks the myth of 'no good people,' detailing how to find talent through specialized channels and by considering candidates with varying experience levels ('Frodo and Gandalf').
  • 30:45
    Effective Interview Questions
    Justin reveals powerful interview questions like 'dependable or effective' and queries about ideal/horrible bosses to uncover deeper motivations and cultural fit.
  • 43:37
    Importance of Clear Roles
    Justin and Brian discuss the critical role of clear job definitions and written offers in setting expectations and ensuring alignment with company culture.
  • 56:33
    Onboarding Best Practices
    Justin outlines the 30-60-90 day onboarding framework for habituation and proficiency, while Brian shares his first-day strategy of reviewing DISC profiles and company culture.
  • 1:06:15
    Money vs. Mission in Hiring
    Justin concludes by emphasizing that in the current market, candidates seek more than just money, valuing meaning, purpose, and opportunity, which a robust hiring process can identify.

Speakers

K
Kyle
Host
B
Brian Sebring
Owner, Sebring Design Build; Remodelers on the Rise peer group coach
J
Justin Landry
Founder and CEO, JL Talent Solutions

Key Takeaways

✦

Prioritize patience in hiring: Avoid quick hires and take time to find the right cultural and skill fit, as rushing can lead to costly mistakes and poor retention.

✦

Implement a systematic hiring process: Utilize assessments like DISC and 'preview tests' alongside structured interviews to evaluate candidates objectively and reduce reliance on 'gut feelings'.

✦

Define clear roles and expectations: Create detailed job descriptions and provide written job offers that outline responsibilities, benefits, and company mission to avoid ambiguity and set new hires up for success.

✦

Leverage diverse recruitment channels: Go beyond common job boards like Indeed to specialized construction portals and professional networks to tap into a wider talent pool.

✦

Craft insightful interview questions: Ask questions that reveal a candidate's underlying motivations and cultural alignment, such as choosing between 'dependable or effective,' rather than just rehearsed answers.

✦

Develop a strong onboarding program: Implement a 30-60-90 day plan to guide new hires through understanding their role, gaining proficiency, and achieving independent performance, integrating them both operatively and culturally.

✦

Understand candidate motivations beyond salary: Recognize that many candidates in today's market are seeking meaning, purpose, and career opportunity alongside competitive compensation.

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