Who Should You Hire? · The Cowboy Sales Process

1. The High-Stakes Gamble: Your First Move

You're about to face a critical decision: hiring a wholesaler who tried and failed on their own. They know the game but have no wins to show for it. This isn't just a lesson; it's a live-fire exercise. Your mission is to learn how to see past their resume and analyze their core character.

✍️ YOUR TURN: Immediate Gut Check

Before we continue, grab a notebook or open a doc. Think about the last person you hired (or a colleague you work with).

What was your initial gut feeling about their character?

Were you right or wrong?

Write down the single biggest character trait that led to their success or failure.

This entire process is about calibrating that gut feeling into a precise, lethal instrument. Let's begin.

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2. The A-Player Scorecard: Your Vetting Tool

Stop guessing what to look for. Use this scorecard in your next interview. Rate the candidate from 1 (Non-existent) to 5 (Apex Predator Level) on each trait. A candidate with an average below 4 is a hard pass.

📋 The Unbreakable Character Scorecard

Radical Humility: (Score: 1-5)

Test: Ask them, "Tell me about your biggest failure in wholesaling and what you learned." Do they blame the market, leads, or coaches? Or do they take full, brutal ownership? A-players take ownership.

Notes:

Verifiable Grit: (Score: 1-5)

Test: Ask, "What's the hardest thing you've ever overcome in your life, personal or professional?" Listen for real struggle and perseverance, not a rehearsed story.

Notes:

Palpable Energy & Ambition: (Score: 1-5)

Test: This isn't a question. It's a feeling. How do they walk, talk, and carry themselves? Do they lean in? Is their energy infectious or draining?

Notes:

Obsessive Commitment: (Score: 1-5)

Test: Ask, "Where do you see yourself in 5 years, and what specific steps will you take to get there?" Look for a detailed plan, not a vague dream.

Notes:

Total Score: ____ / 20

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3. The Vetting Gauntlet: Your Action Plan

A scorecard is useless without a field to test it on. This is your action plan for running the interview process itself.

🎯 Mission 1: Sell The Vision

Your best candidates have options. They need to be sold on your mission.

Action Item: Pull up your current job posting. Does it sound like a boring corporate description? Rewrite it now. Make it a call to arms that repels the lazy and attracts the ambitious.

🎯 Mission 2: Articulate Your Value

They failed alone for a reason. You are the solution.

Action Item: Create a "Why Us" one-page document. List your assets: consistent leads, transaction coordinators, disposition team, management support. Be ready to explain exactly how your system eliminates the problems they faced alone.

🎯 Mission 3: Set Brutal Expectations

This is where you filter out the tourists.

Action Item: Script out your "Eat Sh*t" speech. Write down the exact words you will use to explain the 90-day to 6-month grind. Practice saying it. It should be uncomfortable. If it’s easy to say, it’s not honest enough.

"I need to be crystal clear. The first 3-6 months here are a meat grinder. You will be challenged, you will be stressed, and you won't be rich overnight. We need to know you have the savings and the grit to push through. How prepared are you for that reality?"

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4. Case Study Analysis: Deconstruct the Win

Let's revisit the story of the hire who came from another program and failed, only to succeed with us.

The Setup: 1 month of generic training, 0 deals.

Our System: 7 days of intensive, focused training.

The Result: First deal signed in 2 days on an old, "dead" lead.

The Numbers: $195k purchase, $275k ARV.

🧠 YOUR ANALYSIS:

Don't just read the story. Analyze it. What were the top 3 factors that made this hire successful in your system when they failed in another? Write them down.

_________________________

(Hint: Think about hunger, systems, and specialization.)

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5. Your Final Command & Commitment

The verdict is clear. You should hire the failed wholesaler... IF they dominate the Character Scorecard and embrace your Vetting Gauntlet. You aren't hiring their past; you're investing in their potential, activated by your system.

✅ YOUR FINAL ACTION ITEM:

This workbook is useless if you don't implement it.

Open your calendar right now.

Block out a 2-hour "Hiring Warfare" session for this week.

During that time, complete every action item in this document: refine your job post, create your "Why Us" sheet, and finalize your Character Scorecard.

An army of hungry wolves is waiting. Go build it.

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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