What a Real GM Looks Like at a $10M–$40M Home Service Business

Prioritize engaging passive talent during hiring; the best candidates are often happy in their current roles and require a compelling sell.

Utilize reference checks and behavioral questions to genuinely understand how candidates handle high-pressure situations, as personal experiences shape perception of stress.

Build a robust external network of potential leaders by consistently interacting with individuals who have diverse skills, even if there isn't an immediate opening.

For internal development, identify constraints in your business and then bring in or train people specifically to address those high-leverage or low-ROI tasks.

Avoid making immediate, drastic changes when a new senior leader joins; encourage them to observe and learn the organization's culture before implementing major shifts.

Invest in training and development for your existing team to facilitate internal career progression, creating a loyal and long-term workforce.

Consider military veterans for leadership roles due to their strong values, mission-oriented mindset, and proven ability to lead teams under pressure.