Your First Hire · The Cowboy Sales Process

OBJECTIVE: To guide you through identifying and planning for the critical first hire that will unlock your business's growth.

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1. The Founder's Bottleneck

You’ve built something real. You're generating consistent revenue (e.g., $18,000/month), but you are the entire business. You've hit a wall, and the only way over it is with help. Making your first hire is a make-or-break moment. Let's get it right.

📝 Your Turn: Personal Bottleneck Assessment

Get honest with yourself. Where are you really at?

My current average monthly revenue is: $_______________

I am currently working approximately ________ hours per week.

The Top 3 tasks that consume most of my time are:

______________________________

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2. The Unshakeable Answer: The Acquisitions Specialist

Your first hire must be an Acquisitions Specialist (AQ).

This person's sole job is to secure the raw material your business sells. It's not about making your life easier; it's about making your business bigger.

🤔 Gut Check

Was "Acquisitions Specialist" your first thought? Be honest.

The role I was actually thinking of hiring first was: ______________________________

Why did I think that was the right move? ______________________________

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3. The "Empty Shelves" Principle

The logic is brutally simple. A business with nothing to sell isn't a business; it's a hobby. Marketing and sales are useless if the shelves are bare. Your first hire's job is to keep the shelves stocked.

🎯 Apply the Principle

Let's define what "inventory" means for your business.

My business's "inventory" or "sellable unit" is:

(e.g., a signed marketing client, a property under contract, a market-ready software product)

______________________________

On a scale of 1 (Empty) to 10 (Overflowing), my current inventory level is a: ________

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4. Why an AQ Hire Beats All Other Options

It's tempting to hire for other roles first. Let's dismantle the common temptations.

Temptation #1: The Salesperson. A great closer is valuable, but they need deals to close. You can't sell what you don't have.

Temptation #2: The Marketer. Generating leads for a product you can't deliver burns your reputation and your cash.

Temptation #3: The Admin. Freeing up your time is great, but if you don't solve the core inventory problem, you've just freed up your time to face the same bottleneck.

The correct sequence is non-negotiable: Acquisitions → Sales → Operations.

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5. Action Blueprint: Design Your First Hire

This is where the plan becomes real. Complete this section to create the profile for your first hire.

STEP 1: DEFINE YOUR INVENTORY

You started this in section 3. Now, get crystal clear.

My hire's primary target, the "inventory unit," is defined as:

______________________________

STEP 2: DRAFT THE "HUNTER" SCORECARD

This isn't a job description. It's a scorecard for winning.

Job Title: Acquisitions Specialist

Mission: (Example: To secure 4 new qualified properties under contract per month.)

______________________________

Key Performance Metric #1: (Example: Number of viable inventory units acquired.)

______________________________

Key Performance Metric #2: (Example: Cost per acquisition.)

______________________________

Proposed Compensation Structure: (Example: $3,000/month base + $1,000 commission per unit acquired.)

______________________________

STEP 3: DEFINE YOUR NEW ROLE

Once your AQ specialist is sourcing deals, your job changes. How will you use this new leverage?

With my AQ hire managing inventory sourcing, I will elevate my focus to these 3 high-value activities:

(e.g., Closing the deals the AQ finds)

(e.g., Building relationships with capital partners)

(e.g., Systematizing the sales process)

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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