Hire To Scale

JP Forno
  • 5.0 (2)
  • Entrepreneurship

For fast-moving founders ready to stop doing it all themselves and start building a team they can actually rely on. Hosted by JP Forno, founder of METEOR and an operator with years of experience building high-performing teams, each episode breaks down the systems, strategies, and mindset shifts needed to hire great people, train them well, and turn them into long-term operators who help your business grow. You’ll hear founder-to-founder frameworks, tools, and real-world lessons that help you spend less time in the weeds and more time building a business that runs with or without you. 

  1. 4d ago

    How Much of Your Revenue Should Go to Payroll with Ephraim Egbele, CPA | #016

    INTRO In this episode, I sit down with Ephraim Egbele, CPA, founder and managing director of EFS Group, PLLC, an accounting and fractional CFO firm that works with 120 to 150 businesses every month. He started his career in audit at PricewaterhouseCoopers serving Fortune 100 companies, got laid off during the 2009 recession, and built EFS into a 25-person team, half of it in Belize. We talk about the numbers that should drive a hiring decision, starting with what share of revenue payroll should take and what to change when it does not fit. We also get into how he grew his first bookkeeper into an accounting manager, how he moved clients off his own calendar through shadowing, and how he keeps a US and Belize team working as 1 company. If you keep hiring based on stress or market rates and are not sure what your business can afford, this conversation gives you a simple way to size payroll before you post the next role. WHAT YOU'LL LEARN How to set payroll as a share of revenue starting from your revenue and profit goalsWhy 40 to 55% of revenue on payroll is a healthy range for most businessesHow to decide between raising prices and hiring cheaper when the payroll math does not workWhy work ethic and hunger can matter more than experience in an early hireHow to move clients from the founder to the team with 3 to 6 months of shadowingWhy how you feel on payday is a quick test of whether you have the right teamHow to integrate an international team through town halls, quarterly one-on-ones, and team challengesWhy every department matters to the client experience, from bookkeeping to payrollHow to use AI to analyze data and build dashboards for your business and your clientsRESOURCES MENTIONED Alex Hormozi's car analogy – The idea that asking which department matters most is like asking which part of a car matters mostUpwork – Freelance marketplace Ephraim used for his first international hiresH&R Block second reviews – The promotion Ephraim adapted into a year-round offer that grew his tax practiceCONNECT WITH EPHRAIM Website: https://www.efsgllc.com/  Instagram: https://www.instagram.com/ephraimcpa/  LinkedIn: https://www.linkedin.com/in/ephraimcpa/  Podcast: https://podcasts.apple.com/us/podcast/eight-figure-focus/id1664036409  Skool: https://www.skool.com/@ephraim-egbele-9066 Book a discovery call with EFS Group: https://form.jotform.com/eegbele/clientintake If you enjoyed this episode, follow HIRE TO SCALE for weekly conversations about how to recruit, train, and manage high-performing teams so you can build a business that actually scales. Get More Time Back to Scale Your Business Start here → METEOR (https://www.trymeteor.com/) Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook (https://trymeteor.notion.site/The-METEOR-VA-Hiring-Playbook-204d0a7c8414809d9d7ed58850a1bc88?pvs=74) Connect with JP:  LinkedIn (https://www.linkedin.com/in/jpforno/) I nstagram (https://www.instagram.com/jp.forno/) Get More Time Back to Scale Your Business Start here → METEOR Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook Connect with JP: LinkedIn Instagram

  2. 4d ago

    How to Hand Off Your Clients Without Losing Them with Tessany Layher | #015

    INTRO In this episode, I sit down with Tessany Layher, founder of Chocolates, Cherries & Blondes, a salon in Maple Valley, Washington, and of the coaching program The Sisterhood. She opened the salon in 2008 at 25 as a single mom of 2 with no clients, later added a metaphysical shop and 2 drive-through coffee stands with her husband, Derek, and stepped off the salon floor about 3 years ago with her client base still in the building. We talk about how she built her own talent pipeline by teaching business classes in beauty schools and then running a training program inside the salon, and how she moved her clients to her team through months of side-by-side work and personality matching. We also get into how she and her VP, Danielle, built that role together, why she manages managers and systems once she owned more than 1 business, and how she uses human design to place people where they are naturally strong. If you are still the person every client asks for and you want to step out of delivery without the business shrinking, this conversation gives you a handoff plan you can start this month. WHAT YOU'LL LEARN How to move your clients to your team with a 6-month side-by-side handoffHow to use price increases to steer clients toward the people you trainedHow to build a talent pipeline by teaching where your future hires are learningHow to train people with zero experience to your standard from day 1Why paying for assistants for your top performers gives them a reason to stayHow to grow a manager into a VP by building the role togetherWhy you manage managers and systems once you run more than 1 businessWhy consistency and friendliness work as a culture filter across a salon and a coffee standHow Tessany uses human design to match people to rolesRESOURCES MENTIONED Human design – A profile system Tessany uses to see each team member's strengths and match them to rolesThe Sisterhood – Tessany's weekly group coaching program on manifesting and building the life you wantElite – The group coaching community that showed Tessany the value of learning in a groupCONNECT WITH TESSANY Website: https://tessanylayher.com/  Salon: https://www.chocolatescherriesandblondes.com/ Instagram: https://www.instagram.com/tessany_layher/  YouTube: https://youtube.com/@tessanylayher  Podcast: https://open.spotify.com/show/0YwtLlJn9himeN4oZemiqg Join The Sisterhood, Tessany's weekly group coaching, at tessanylayher.com If you enjoyed this episode, follow HIRE TO SCALE for weekly conversations about how to recruit, train, and manage high-performing teams so you can build a business that actually scales. Get More Time Back to Scale Your Business Start here → METEOR (https://www.trymeteor.com/) Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook (https://trymeteor.notion.site/The-METEOR-VA-Hiring-Playbook-204d0a7c8414809d9d7ed58850a1bc88?pvs=74) Connect with JP:  LinkedIn (https://www.linkedin.com/in/jpforno/)  Instagram (https://www.instagram.com/jp.forno/) Get More Time Back to Scale Your Business Start here → METEOR Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook Connect with JP: LinkedIn Instagram

  3. 5d ago

    How to Scale a Team Without Becoming the Bottleneck with Stewart Miller #014

    INTRO In this episode, I sit down with Stewart Miller, founder of Livewire, a Dubai fitness content company, and creator of ARKHE, a performance and wellness club in Dubai Marina. Over 25 years he has built businesses in automotive, cycling, and fitness, including growing a bike business from 50 bikes in its first year to more than 100,000 a year and building Platform Studios into 4 clubs named the best boutique fitness clubs in the Middle East 4 years running. He recently hired around 40 people in 8 weeks, starting from a core team of about 6. We talk about why he keeps only 5 people reporting to him, how he trusts that small core to do the hiring, and why the candidate carries more risk in an interview than the company does. Stewart explains why most of his content is made for his current and future team, how he tells candidates the hard parts of the job up front, and how he keeps standards consistent across locations by hiring for a shared mission where the coach is the guide and the client is the hero. If you are growing fast and every hire still runs through you, this conversation shows how to build a small core team you trust to hire and hold the standard while you keep building. WHAT YOU'LL LEARN Why capping your direct reports at 5 gives each leader the time they need to hit their goalsHow to hire around 40 people quickly by trusting a small core team to make the callsWhy the candidate takes on more risk in an interview than the company doesHow to use your social content to speak to your current and future teamHow to tell candidates the hard parts of the job before they say yesThe difference between empathy and being soft when a team member is strugglingHow to plan an exit with someone who wants to leave so the door stays open for them to come backHow to keep standards consistent across locations by hiring for a shared missionThe difference between running a commoditized business on SOPs and running a value-based oneRESOURCES MENTIONED Livewire – Stewart's Dubai company producing branded fitness content for gyms and platforms worldwideARKHE – Stewart's performance and wellness club in Dubai MarinaJeff Bezos – the idea of starting from the end goal and working backwardsCONNECT WITH STEWART Website: https://stewartmiller.com Instagram: https://www.instagram.com/stewartmiller  LinkedIn: https://www.linkedin.com/in/stewartmillerlw  YouTube: https://www.youtube.com/@moveamillionpeople  Livewire: https://livewireproduction.com Follow me on Instagram @stewartmiller. If you enjoyed this episode, follow HIRE TO SCALE for weekly conversations about how to recruit, train, and manage high-performing teams so you can build a business that actually scales. Get More Time Back to Scale Your Business Start here → METEOR (https://www.trymeteor.com/) Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook (https://trymeteor.notion.site/The-METEOR-VA-Hiring-Playbook-204d0a7c8414809d9d7ed58850a1bc88?pvs=74) Connect with JP: LinkedIn (https://www.linkedin.com/in/jpforno/)  Instagram (https://www.instagram.com/jp.forno/) Get More Time Back to Scale Your Business Start here → METEOR Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook Connect with JP: LinkedIn Instagram

  4. 5d ago

    How to Know When to Hire vs Automate with Matt Dixon | #013

    INTRO In this episode, I sit down with Matt Dixon, founder of Front Range Systems. Matt spent 26 years in tech as a software architect and fractional CTO, and today he builds operating systems for owners of $10M to $50M companies who have become the bottleneck in their own business. For one insurance client, his team took claims intake from 20 minutes per claim to 15 seconds. We talk about why throwing people or software at a problem rarely fixes it, and how a rodeo company stopped hiring 3 seasonal temps once the actual process got a tool. Matt walks through how he decides what to systematize first, his Four Pillars of AI for rolling out new tools without making a team feel replaced, and the difference between influence and control when a founder finally starts letting go. If your first instinct when the team is drowning is to post a job, this conversation gives you a way to check whether you need the hire or the system before you spend the money. WHAT YOU'LL LEARN The difference between the symptom and the problem when your team asks for another hireWhy new hires and AI both amplify whatever process they walk into, good or badHow to decide what to systematize first using frequency, duration, and how much your team dislikes the taskHow to weigh the cost of building a system against the hours it gives backHow to use the Four Pillars of AI to roll out new tools without backlash from your teamWhy starting with what AI will never touch is the fastest way to calm a team downHow to take CRM updates off your salespeople's plate so they can spend the day on callsThe difference between influence and control when you start letting go of decisionsHow to set your team up to make the call without you while you are on vacationRESOURCES MENTIONED Four Pillars of AI – Matt's workshop framework that sorts work into the no-go zone, throw over the wall, human in the loop, and the brainThe Operating System Show – Matt's podcast where founders and executives share what broke in their company and what they rebuiltJason Clark's TED Talk on change management – the four doors framework JP uses to explain what changes and what stays the sameDan Martell – the idea that a team member's mistake is the leader's to own, and decision budgets that grow with each levelAlex Hormozi – the idea of getting the lesson without the scarSimon Sinek and Adam Grant – leadership authors JP read while building his first teamThe Five Love Languages – the book JP applies to how each employee likes to be recognizedCONNECT WITH MATT Website: https://frontrangesystems.com  Instagram: https://www.instagram.com/fractionalctomatt  LinkedIn: https://www.linkedin.com/in/mattdixon Try Matt's free Hire to Scale calculator to see whether your next hire pays off: https://frontrangesystems.com/hire-to-scale If you enjoyed this episode, follow HIRE TO SCALE for weekly conversations about how to recruit, train, and manage high-performing teams so you can build a business that actually scales. Get More Time Back to Scale Your Business Start here → METEOR (https://www.trymeteor.com/) Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook (https://trymeteor.notion.site/The-METEOR-VA-Hiring-Playbook-204d0a7c8414809d9d7ed58850a1bc88?pvs=74) Connect with JP: LinkedIn (https://www.linkedin.com/in/jpforno/)  Instagram (https://www.instagram.com/jp.forno/) Get More Time Back to Scale Your Business Start here → METEOR Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook Connect with JP: LinkedIn Instagram

  5. Oct 7

    How to Build 3 Companies After Failing Your First Ones with Gino Vela |#012

    INTRO In this episode, I sit down with my friend Gino Vela, President of Bamboo CommTech in Miami and co-founder of Advent Fiber Optics and the AI venture studio Logos Catalyst. He got here by failing first: a design studio and a record label went under before he went back to work, rebuilt his mindset, and spent 11 years growing Bamboo into a network infrastructure company that has delivered more than 100 projects, most of them without him on site. We talk about the 2 books he makes every candidate read before they get a first interview and what it tells him when they do not, the 4 90-day modules he runs every new hire through in their first year, and why he moves people to the job they are strongest at instead of coaching the one he hired them for. We also break down the Bamboo Philosophy (3 to 4 years of roots before anything shows above ground), how he plans his companies 5 moves ahead, and the Buy Back Your Time math that ended his 80-hour weeks. If you are hiring fast because you need help now and wondering why nobody sticks, this conversation gives you a hiring filter, a 1-year training cadence, and a case for patience that holds up when revenue is tight. WHAT YOU'LL LEARN How to use 2 books as a hiring filter before the first interview, and what a candidate who skips them is telling youHow to structure a new hire's first year as 4 90-day modules, from finding their strengths to leading othersWhy putting someone in the job they are strongest at beats coaching the job you hired them forThe difference between hiring someone to fill a seat and hiring someone for the value they bring to the marketplaceHow to lead technicians in a trade you did not come from without pretending to be the expertWhy the Bamboo Philosophy says growth you can see takes 3 to 4 years of roots you cannotHow to answer "I can't afford 3 years on 1 person" when revenue is tightWhy planning your next 5 moves matters more than this quarter's numbersWhy 80-hour weeks were costing Gino the business, and the buyback math that changed itRESOURCES MENTIONED The Bamboo Philosophy – Gino's model for building teams and companies: grow slow, build roots, then grow strongThink and Grow Rich by Napoleon Hill – the first of the 2 books every candidate reads before an interviewThe Compound Effect by Darren Hardy – the second required read; every action in the company compounds into value or lossLeadership Strategy and Tactics by Jocko Willink – the follow-up to Extreme Ownership that taught Gino to lead from the front, then step asideThe ONE Thing by Gary Keller – focus first on the single activity that makes the business moneyYour Next Five Moves by Patrick Bet-David – plan the business 5 moves ahead instead of year to yearBuy Back Your Time by Dan Martell – the buyback ratio that ended Gino's 80-hour weeksJim Rohn – the idea that you are paid for the value you bring to the marketplace, not for your timeBamboo CommTech – Gino's telecommunications and network infrastructure companyLogos Catalyst – Gino's AI venture studio, which released 2 products this year including Prompted Printed, an AI graphic design tool with a free accountThe Art of the Entrepreneur – Gino's first book, with a foreword by Brian Tracy, planned for JanuaryCONNECT WITH GINO Website: https://ginovela.com/ I nstagram: https://www.instagram.com/gthehumblebeast/ DM Gino the word LEARNING on Instagram to connect with him and follow the book release. If you enjoyed this episode, follow HIRE TO SCALE for weekly conversations about how to recruit, train, and manage high-performing teams so you can build a business that actually scales. Get More Time Back to Scale Your Business Start here → METEOR (https://www.trymeteor.com/) Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook (https://trymeteor.notion.site/The-METEOR-VA-Hiring-Playbook-204d0a7c8414809d9d7ed58850a1bc88?pvs=74) Connect with JP: LinkedIn (https://www.linkedin.com/in/jpforno/)  Instagram (https://www.instagram.com/jp.forno/) Get More Time Back to Scale Your Business Start here → METEOR Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook Connect with JP: LinkedIn Instagram

  6. Sep 24

    Why Founders Burn Out and How to Stop It with Tim Ferris |#010

    INTRO In this episode, I sit down with Tim Ferris, founder of Leadership Genius and author of Deal With Your Crap. Tim has spent more than 20 years as a leadership strategist and executive coach, with over 10,000 individual coaching conversations and thousands more hours in group facilitation, working with leaders from frontline managers through to CEOs and boards. He also burnt out twice before he turned 25, and that experience is the reason the book exists. We talk about what Tim calls the work behind the work: the internal operating system that drives how a leader hires, delegates, and handles conflict. We break down why burnout is a symptom and not the problem, the 2 patterns he sees most often in leaders who cannot stop (the overdriver and parental inversion), how bias shows up in hiring when the same type of hire keeps failing at the 6-month mark, and how culture can be measured against a benchmark using the Human Synergistics model instead of a homemade survey. Tim also explains the difference between constructive, aggressive defensive, and passive defensive cultures, and why the aggressive ones win short term and crash later. If you are a founder who feels like the only one working, keeps hiring people who do not last, or has a team that nods in meetings and changes nothing afterward, this conversation gives you a place to start looking that does not require a new hire or a new strategy. WHAT YOU'LL LEARN Why your behavior as a leader is never random, and where the patterns come fromHow to spot when your own bias is driving a hire that keeps failing on repeatWhy burnout has more to do with what stopping means to you than with how many hours you workThe difference between the overdriver pattern and parental inversion, and how each leads to burnoutHow a burnt-out leader disempowers the team long before they hit the wallWhy a homemade culture survey is a waste of time without benchmark dataThe difference between constructive, aggressive defensive, and passive defensive culturesWhy asking for feedback and doing nothing with it leaves people more cynical than not askingHow to find the 1 problem that is yours to fix when the same issue keeps showing up on your teamRESOURCES MENTIONED Deal With Your Crap – Tim's book, an end-to-end blueprint for identifying, dismantling, and replacing the protective patterns that hold leaders backCrap-O-Meter – Tim's free self-assessment covering the 6 most common protective patternsHuman Synergistics – The benchmarked culture and leadership assessment tool Tim has used for 25 years, built on 40+ years of research and 12 behavioral stylesLeadership Genius – Tim's coaching and culture transformation firmCONNECT WITH TIM Website: https://www.dealwithyourcrap.com.au  Instagram: https://www.instagram.com/timferris  LinkedIn: https://www.linkedin.com/in/tpferris/ Get the book and take the free Crap-O-Meter. If you enjoyed this episode, follow HIRE TO SCALE for weekly conversations about how to recruit, train, and manage high-performing teams so you can build a business that actually scales. Get More Time Back to Scale Your Business Start here → METEOR (https://www.trymeteor.com/) Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook (https://trymeteor.notion.site/The-METEOR-VA-Hiring-Playbook-204d0a7c8414809d9d7ed58850a1bc88?pvs=74) Connect with JP:  LinkedIn (https://www.linkedin.com/in/jpforno/)  Instagram (https://www.instagram.com/jp.forno/) Get More Time Back to Scale Your Business Start here → METEOR Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook Connect with JP: LinkedIn Instagram

  7. Sep 21

    How to Manage People When Nobody Ever Taught You How with Chris Mader | #009

    INTRO In this episode, I sit down with Chris Mader, founder of MTA Consultancy, executive coach, EOS implementer, and author of Make the Adjustment. Chris spent 4 years chasing pro baseball after being drafted by the White Sox in the 49th round, then built a 25-year career in staffing, where he ran talent acquisition and training for North America at the world's largest HR services firm. Today he works with founder-led companies in the 5 to 30 million dollar range to help them grow and scale. We break down what EOS actually looks like when you apply it to people instead of just process. Chris explains the difference between an accountability chart and an org chart, how the right people right seat exercise really works, and what to do when the exercise tells you somebody on your team isn't going to make it. He also shares his framework for giving hard feedback without damaging the relationship, and his take on the question every founder wrestles with: do I invest in training this person, or do I replace them? If you have someone on your team who isn't performing and you can't tell whether it's a them problem or a you problem, this conversation will give you a way to find out. WHAT YOU'LL LEARN A beginner's explanation of EOS and why any company with 2 or more employees can run itThe difference between an accountability chart and an org chart, and why one person has to own every numberHow to run the right people, right seat exercise, and what GWC (get it, want it, capable of doing it) really tests forWhy 84% of your team will resist change, and how to manage a rollout so it actually sticksThe change checklist, and why most companies start a new change before finishing the last oneFeedback on the Fly, Chris's algorithm for correcting performance without judging the personHow to tell a skill issue from a will issue, and when investing in training stops making senseHire for character, train for skill: competency-based behavioral interviewing explainedWhy founders should let their team set their own goals and rocksThe 10-80-10 rule for delegating something for the first timeHow to build a scorecard that avoids vanity metrics, and why your team should enter their numbers by handWhy the first week of onboarding should be designed as an experience, not a data dumpWhere intuition still beats automation when you're evaluating peopleRESOURCES MENTIONED EOS (Entrepreneurial Operating System): The framework Chris implements, created by Gino Wickman, covering vision, traction, people, issues, and metricsThe Accountability Chart: EOS tool that assigns one owner to every function so issues can be traced to a seat, not a personGWC (Get It, Want It, Capacity to Do It): The 3-part filter for evaluating whether someone is in the right seatFeedback on the Fly: Chris's coaching model. Timing is everything, facts before judgments, collaborate don't competeSkill vs. Will: A quick diagnostic for whether a performance gap is a training problem or a character problemThe 10-80-10 Rule: Start the task with them, let them own the middle 80%, review the final 10% togetherChange Readiness Assessment: Chris's tool, built on Boston University diffusion theory research, for scoring how ready you actually are to change. Ask him for it directlyCompetency-Based Behavioral Interviewing: Interviewing for how a candidate thinks and behaves instead of what's on the resumeThe World Is Flat by Thomas Friedman: The book that shaped Chris's view on where work can get doneTurn the Ship Around! by L. David Marquet: On moving authority to where the information isDrive: What Motivates Us by Dan Pink: The RSA Animate video on autonomy, mastery, and purposeCONNECT WITH CHRIS Website: https://www.mtaconsultancy.com/Instagram:   / chrismadermta  LinkedIn:   / chrismadermta  Make the Adjustment Podcast on Spotify: https://open.spotify.com/show/5dAAXTN...Make the Adjustment Podcast on Apple: https://podcasts.apple.com/us/podcast...Make the Adjustment (book): https://a.co/d/9CutByIManager to Maverick, his coaching cohort for managers: https://www.mtaconsultancy.com/manage...Coach Mader AI, executive coaching on demand: https://www.mtaconsultancy.com/chris-...Work with Chris: https://www.mtaconsultancy.com/contact GET MORE TIME BACK TO SCALE YOUR BUSINESS Start here: https://www.trymeteor.com/Download the VA Hiring Playbook: https://trymeteor.notion.site/The-MET...CONNECT WITH JP Instagram:   / jp.forno  LinkedIn:   / jpforno  If you enjoyed this episode, follow HIRE TO SCALE for weekly conversations about how to recruit, train, and manage high-performing t Get More Time Back to Scale Your Business Start here → METEOR Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook Connect with JP: LinkedIn Instagram

  8. Sep 17

    How to Hire Your First Salesperson Without Losing 3 Months with JP Rinylo |#008

    INTRO In this episode, I sit down with JP Rinylo, founder of Starting Point Associates and the host of The Starting Point, a live coaching room for founders who want to suck less at sales. He spent 15 years in enterprise B2B sales and closed over $75 million personally across 5 companies as their first sales hire, and 3 of those companies went on to be acquired. We met through a business community a little under a year ago, and he hired his first executive assistant through METEOR, so he has been on both sides of the conversation we have here. We break down why the first sales hire fails so often and what has to be true before you make it. JP explains the difference between the burden of sales and the burden of demand, why he opens every coaching session by calling sales a burden of leadership before it is a burden of the business, and where sales sits on the Martel Replacement Ladder as the last function you hand off. He also walks through the plan he built for a client with 12 years in business and revenue just south of $20 million who is hiring a salesperson for the first time, including who to hire, what the first 3 months look like, and which part of the offer to break off first. If you are the only person in your company who can close a deal and you are hoping a sales hire will fix that, this conversation gives you the audit to run before you post the role. WHAT YOU'LL LEARN How to tell whether your business is ready for a sales hire or just tired of sellingWhy a commission-only offer sinks a first sales hire inside 3 monthsThe difference between the burden of sales and the burden of demand, and which one you can actually outsourceHow to get clear on what you sell, who buys it, and what a rep is allowed to offer before you write the job descriptionWhy a customer success person from your own industry can outperform a seasoned closer as your first hireHow to structure a 3-month shadow period so a new rep learns why your clients buy, not just what you sellWhy the clarity you owe a new hire is the clarity you have not given yourself yetThe difference between mastering a function and making it operational enough to delegateHow to decide which stage of your sales cycle to hand off firstRESOURCES MENTIONED The Starting Point – JP Rinylo's live coaching room for founders and owner-operators, running every Tuesday at 1:30 EasternThe Martel Replacement Ladder – the delegation order JP references in the episode: administrative first, delivery and operations second, then marketing, with sales lastGood to Great by Jim Collins – the source of the right people on the boat idea they use to talk about when a team should specializeCONNECT WITH JP RINYLO Website: https://www.startingpointassociates.com Instagram: https://www.instagram.com/jprinylo Follow him on Instagram and DM me the word ROOM and I'll send you details on The Starting Point. ---------- If you enjoyed this episode, follow HIRE TO SCALE for weekly conversations about how to recruit, train, and manage high-performing teams so you can build a business that actually scales. Get More Time Back to Scale Your Business Start here → METEOR (https://www.trymeteor.com/) Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook (https://trymeteor.notion.site/The-METEOR-VA-Hiring-Playbook-204d0a7c8414809d9d7ed58850a1bc88?pvs=74) Connect with JP:  LinkedIn (https://www.linkedin.com/in/jpforno/) Instagram (https://www.instagram.com/jp.forno/) Get More Time Back to Scale Your Business Start here → METEOR Download the VA Hiring Playbook here: METEOR VA/EA Hiring Playbook Connect with JP: LinkedIn Instagram

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About

For fast-moving founders ready to stop doing it all themselves and start building a team they can actually rely on. Hosted by JP Forno, founder of METEOR and an operator with years of experience building high-performing teams, each episode breaks down the systems, strategies, and mindset shifts needed to hire great people, train them well, and turn them into long-term operators who help your business grow. You’ll hear founder-to-founder frameworks, tools, and real-world lessons that help you spend less time in the weeds and more time building a business that runs with or without you. 

Information

  • Creator
    JP Forno
  • Years Active
    2025 - 2026
  • Episodes
    16
  • Rating
    Explicit
  • Copyright
    © 2026 Hire To Scale
  • Show Website
    Hire To Scale