If every new hire feels like it hijacks your entire month, this episode is for you. Today on Recruiting Conversations, I walk you through how to create a structured onboarding system that removes you from the center without removing your presence.

Because if you're still doing 90 percent of the onboarding work yourself, you're not just overwhelmed. You're the bottleneck. But it doesn't have to stay that way.

[00:00] Introduction – Why onboarding feels overwhelming and why that’s actually a systems issue
[01:00] The Real Problem – Leaders treating onboarding like a one-week event instead of a repeatable system
[02:00] Introducing the 4P Framework – People, Process, Playbook, Personalization
[03:00] P1: People

• Assign ownership for tech, CRM, marketing, culture, support

• Move from shared ownership to clear ownership

• Use peer mentors and onboarding coordinators
  [03:30] P2: Process

• Map out day 1 through day 90

• Use tools like CRMs, Trello, shared docs to organize the flow

• Filter every step through these questions: Does this build clarity? Confidence? Connection?
  [04:30] P3: Playbook

• Document what you say and do so others can repeat it

• Include logins, workflows, rhythm calendars, and short videos

• When it’s not written, it’s not real
  [05:30] P4: Personalization

• Welcome notes, calls, gift boxes, and personal check-ins

• Structure creates consistency, personalization creates belief
  [06:30] The Pushback – You say you don’t have time to build this. But you don’t have time not to.
  [07:00] Start Small – Use your next hire to document everything you already do
  [08:00] Beyond Tasks – Onboarding is not just about information. It’s about belief

• Did I make the right decision?

• Do I belong here?

• Can I trust this team?
  [08:30] Final Challenge – Build a 30-day onboarding play. Start with what you already do, then improve it

• If You’re Doing It All, You’re the Bottleneck – Scale happens when systems replace memory

• Structure Doesn’t Kill Culture – The right systems free you up to lead with presence

• Clarity Creates Confidence – Documented onboarding builds momentum faster than ad hoc training

• Don’t Just Transfer Knowledge – Transfer belief, identity, and purpose

• Use Every Hire to Improve the Process – Each round gives you a better playbook for the next one

The best leaders don’t just recruit well. They onboard with purpose. They build systems that scale their time, protect their culture, and create confident, connected team members from day one.

Need help creating an onboarding system that reflects your leadership and scales with your growth? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let’s remove you as the bottleneck and build a system that lasts.

One of the most common questions I get from recruiting leaders in growth mode is this: Should I open up a new market with one great LO, or should I wait and launch with a full team?

In this episode of Recruiting Conversations, I walk you through the risks, rewards, and right strategy behind both approaches. Whether you're eyeing a “C” market with one strong originator or you're trying to make a splash with a team hire, what matters most is having a blueprint that aligns with your long-term vision.

[00:00] Introduction – Why this decision is more about vision and systems than market size or opportunity.
[01:00] Option 1: Solo Originator – Lower cost and easier execution, but high risk without structure or support.
[02:00] Pros of the Solo Model

• Lower upfront investment

• Easier to recruit and onboard

• Culture-first approach through one key player
  [03:00] Risks of the Solo Model

• Fragile and dependent on one person

• Isolation often leads to disengagement

• No built-in scale unless they have recruiting DNA
  [05:00] Rules for Solo Market Success

• Only place culture-aligned people

• Have a 12-month scale plan

• Over-communicate with rhythm and presence
  [06:00] Option 2: Team or Team Leader – A bigger play with more complexity, but greater scalability.
  [07:00] Pros of the Team Model

• More stable and resilient

• Built-in leadership support

• Visible momentum attracts more talent
  [08:00] Risks of the Team Model

• Higher complexity and cost

• Requires more leadership bandwidth

• Can expose weaknesses in your internal systems
  [09:00] The Real Question – Not solo vs team, but: What’s your actual growth playbook?
  [10:00] Filters for Decision-Making

• Long-term vision for that market

• Your current leadership bandwidth

• Recruit’s alignment and leadership potential

• Systems to support new locations

• Cost of misalignment or failure
  [11:00] Final Challenge – Audit your market expansion strategy before you make another move. Ask if you’re building with clarity, or just reacting to opportunity.

• You Don’t Need to Guess – Use vision, systems, and capacity filters to guide market expansion.

• Solo Markets Work With Structure – Only pursue them if you have the rhythm and blueprint to support them well.

• Teams Bring Leverage – But only if you’re prepared to serve them with leadership and ops.

• Growth Without Alignment Is a Trap – Know who you're building with and why it matters.

• Blueprints Create Scale – When you stop reacting and start building a repeatable system, growth gets easier and more sustainable.

Stop hoping for expansion to work. Start building a plan that makes it inevitable.

Want help refining your growth blueprint? Subscribe to my weekly email at 4crecruiting.com or book a strategy session at bookrichardnow.com. Let’s turn your next market into a scalable win.

Big box lenders are writing big checks, but that’s not what’s costing you top producers. In this episode of Recruiting Conversations, I break down how to protect your team from being poached by creating an environment where no amount of money can compete with your leadership, vision, and culture.

If you’ve ever been blindsided by a recruiter offering a six-figure bonus to one of your LOs, this is the strategy episode you’ve been waiting for.

[00:00] Introduction – The real threat isn't the bonus. It's the gap in belief that existed before it showed up.
[01:00] Understand the Root Issue – Signing bonuses only work when your LO believes money will fix a deeper problem.
[02:00] Strategy 1: Build a Leadership Rhythm – Stay connected weekly through 1-on-1s, vision check-ins, and personal coaching.
[03:00] Strategy 2: Create Long-Term Clarity – Help LOs visualize what their future looks like under your leadership.
[04:00] Strategy 3: Stay Curious When They Mention a Bonus – Don’t panic. Ask good questions to understand the "why" behind the interest.
[05:00] Strategy 4: Don’t Lead With Counter Offers – Retain people because of shared mission, not short-term money matches.
[06:00] Strategy 5: Build Identity Around Culture – When LOs see themselves as part of something rare, they won’t chase a quick payout.
[07:00] Strategy 6: Anchor With Belief – Vision, support, and belonging always beat a check if you lead from the heart.
[08:00] Final Challenge – Connect with three LOs this week and have a purpose-driven conversation, not a production check-in.

• Money Isn’t the Real Motivator – The signing bonus just exposes gaps in connection, vision, or belief.

• Retention Happens in Rhythm – Regular check-ins, coaching, and conversation are your best defense.

• The Right People Don’t Just Want More – They want meaning, leadership, and momentum.

• Don’t Compete With Big Checks – Compete with clarity. Compete with connection.

• Play the Long Game – Build something worth staying for and let that be what your people align with.

The best recruiters are playing chess, not checkers. And when you play the long game, you don’t lose top talent to a quick check.

Want help building a culture and system that attracts and retains the right people? Subscribe to my weekly email at 4crecruiting.com or book a session at bookrichardnow.com. Let’s build a team that no one wants to leave.