Adding Team Members · The Cowboy Sales Process

1. The Problem: The Owner's Trap

How to get yourself out of the sales role. This isn't just about delegation; it's about cloning the most critical function in the business.

How do I find a killer salesperson?

How do I train them effectively?

How do I structure their pay so they’re motivated to hunt?

This is the ceiling that keeps most small operations from scaling. The owner becomes the bottleneck.

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🤔 YOUR TURN: Gut Check

Before we dive into the solution, answer this for yourself:

How many hours did you personally spend on sales tasks last week? _____ hours.

If your time is worth $200/hr when focused on high-level strategy, what was the "cost" of you doing those sales tasks? _____ (Hours x $200)

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2. The Case Study: Gunnar's "Influencer Post" Playbook

Gunnar immediately steps in, not with theory, but with a brutally effective field report. He didn't use Indeed or LinkedIn. He went straight to the source.

The Strategy: Hijack a Targeted Audience

Identify a Niche Influencer: Gunnar targeted "the Novation King", an influencer with a hyper-specific following of over 30,000 wholesalers. He found the person who had already gathered his ideal candidates in one place.

The Direct Outreach & Value Exchange: He reached out with a simple, direct business proposal: "Can I pay you to post me on your story?".

The Result: An Avalanche of Qualified Candidates: The $70 investment resulted in an immediate flood of highly qualified applicants. He got "DMs flooded" and around 15 direct text messages.

🔥 Pro-Tip: Gunnar paid the influencer $70 even when offered the post for free. Always pay. It turns a favor into a business transaction, shows you're serious, and builds a professional relationship for future collaborations. Don't be cheap where it matters.

The Hire: Targeting "Productive Failure"

Gunnar’s screening process was brilliant. He hired Blake, a candidate who embodied a powerful profile: the hungry, failed solopreneur.

Candidate Profile: Blake had tried wholesaling on his own and failed. This is a goldmine. This candidate doesn't need to be sold on the business model. He has already proven his desire. He failed due to a lack of resources—the exact things you can provide.

Candidate Motivation: Blake explicitly wanted to "be a part of a team" and "share his wins". He was seeking mentorship, not just a paycheck.

🚩 Red Flag: Don't hire a "sales mercenary" who just wants a check. Gunnar's best hire was someone who wanted to be part of a team. Look for hunger and humility over a slick resume. You can teach sales skills; you can't teach grit.

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3. Execution & Onboarding: The Plug-and-Play System

Hiring is half the battle. The operational structure is what ensures success.

Compensation Structure:

Gunnar keeps it simple and powerful: 10% commission on the deal. If the assignment fee is $15,000, the commission is a clean $1500. It's easy to understand and directly rewards performance.

The System:

The new hire isn't expected to build the machine. They are the engine you plug into the machine you've already built.

Lead Generation: The leads are provided from Courtney. The owner provides the ammunition (leads). The salesperson's job is to fire.

Training: A "two-week training period" laser-focused on sales skills. Not business building, not marketing—just closing.

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4. Your Action Plan: Interactive Worksheet 📝

It's time to stop thinking and start doing. Fill this out.

Part 1: Identify Your Recruiting Grounds

List 3-5 influencers who have the attention of your ideal future employee.

Influencer 1: __________________________

Influencer 2: __________________________

Influencer 3: __________________________

Part 2: Draft Your Outreach Message

Use this template. Tweak it to your voice.

"Hey [Influencer's Name], my name is [Your Name]. I'm the founder of [Your Company] and have been following your content for a while—love what you're doing.

Quick question: I'm looking to hire a hungry [Role Name] and know your audience is packed with A-Players. Would you be open to me paying you for a story post about the opportunity? Let me know what your rate is. Thanks."

Part 3: Define Your Ideal Hire & Offer

The #1 non-negotiable trait I'm looking for is: ______________ (e.g., Extreme Ownership, Grit, Insatiable Hunger).

My commission structure will be: ________________________ (e.g., 10% of Gross Profit).

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5. Knowledge Check ✅

Test yourself. Did you get the core lessons?

1. Gunnar's strategy crushed traditional methods primarily because it...

A. Was cheaper.

B. Was faster.

C. Targeted a pre-vetted, highly relevant audience.

D. Used a famous influencer.

2. True or False: The best candidate profile is always a seasoned salesperson with 10+ years of experience from another industry.

3. What was the real ROI on Gunnar's $70 investment?

A. Just the 15 applicants.

B. Freedom from the sales role.

C. A validated, repeatable system for hiring killers.

D. B and C.

Answers: 1(C), 2(False), 3(D)

Hiring a team is just the first step—giving them quality leads is what makes them win. Prexium makes it happen. Power your team here 👉

The Cowboy Marketer⁠

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