Secret #24: How To Grow From 10 To 100 Employees

Marketing Secrets - Podcast Video (Russell Brunson - FunnelHackerTV)

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YouTube Transcript: English (auto-generated)

00:00
hey everyone’s russell brunson I’m here
00:01
today with Brent Co Peters on the
00:03
marketing secrets podcast so the big
00:06
question is this how we’re on viewers
00:09
like us you can cheat and take on
00:11
venture capital for spending money for
00:13
our own pocket
00:14
how do we market in a way the left-half
00:16
get our products and our services and
00:18
the things we believe in out to the
00:20
world and yet still remain profitable
00:23
that is the question and that’s podcast
00:25
we’ll give you the answer
00:27
my name is Russell Brunson and welcome
00:29
to marketing today
00:31
[Music]
00:34
so everyone I got a really special
00:36
podcast yes I’m so excited for right now
00:39
we are where we at Kauai why Hawaii why
00:43
do i this is our been our backyard for
00:45
the last week oh and we’re heading home
00:48
tomorrow which is kind of sad but I
00:51
wanted to get Brent in here would help
00:53
you guys out because obviously in the
00:55
marketing series podcast I talked a lot
00:57
about the marketing stuff and brands
00:59
bevy now for over a decade how long
01:01
exactly 11 years in the July 11 years
01:04
that’s crazy so that’s why we started
01:07
man because we they love with hearing
01:10
you for stuff starting officially in my
01:12
booth here now Brittany was here after
01:14
you came in after having anybody else
01:17
who was here before I started to sell
01:19
here okay so Brent Leigh the longest
01:21
long term person in the world made mud
01:23
or oral in Romania we I don’t got a
01:25
Romanian yeah and our back lights kind
01:27
of lit it’s hard to see us but Brent’s
01:29
photographer forever and then tons of
01:31
controls and right now he runs the
01:32
entire operations of clickfunnels and so
01:34
I want to kind of have him talk about
01:35
some of the stuff because it’s a big
01:38
part of growing and scaling company that
01:39
we don’t talk about a lot but first um
01:41
you want talk about your back striking
01:44
as far as like getting into this whole
01:45
thing it’s kind of a funny story how
01:48
Beck’s where do you want help it which
01:50
mover here to the couch this a little
01:52
better
01:52
um to be a little it up but so I met
01:56
Brent at church initially when it pull
02:00
and sell plan these things are um and
02:02
just already a first impressions about
02:04
like what we like this whole business
02:06
based on when you got introduced its I
02:08
know a lot of people go through that
02:09
especially spouses or friends or
02:10
potential
02:11
boys or partners who they don’t know the
02:13
school that always kind of weird first
02:14
yeah I had no idea I I was at met
02:18
Russell coming through a church function
02:19
and and definitely know what he did I
02:22
guess when I kind of thought I he made
02:23
money on the Internet I thought I’d like
02:25
initially thought like II think salts of
02:28
an ebay or you know I had no idea I
02:32
really couldn’t understand and so he has
02:35
my the business part as a friend who
02:36
kind of working with him at the time and
02:38
I kind of pull together partners like
02:40
fast food guys so what does he really do
02:43
and and one of them were our friend
02:46
mutual friends you know he knew that I
02:48
didn’t understand so I taught Paul talk
02:51
my wife I said I don’t know well this
02:53
brother Brunton guys doing but it is
02:54
frickin crazy like I knew like my friend
02:57
was sharing comes to the numbers at
02:59
Russell’s doing Houston University I was
03:01
going to school as well and she was
03:04
making more money and my parents
03:05
combined income was and they normally
03:07
did ever made so I like I got to find
03:10
out what the guys doing so like any
03:13
friend we invited him his wife over for
03:15
dinner on a Sunday afternoon and I just
03:17
kind of sort of asked and it really
03:18
carefully what are you doing what
03:21
exactly is this and and he just kind of
03:23
started sharing kind of what he was up
03:24
to what he was was doing and and what
03:27
else I also he does it doesn’t brag how
03:29
he was doing it the success he was
03:30
having but he’s having tremendous
03:31
success and so I after they left and we
03:34
had a good dinner and visited and they
03:37
left and like I couldn’t sleep like
03:38
three days in my head is just like
03:40
spinning I ruined him he did he did I
03:43
was screwed at that point laughter after
03:46
that happened I could not I couldn’t
03:48
stab them the success but what was most
03:51
important there is is the value that he
03:53
was providing the world that’s cool and
03:55
it was that before after all were kids
03:58
we had twins made it there for son like
04:00
me before
04:01
yeah I have this before after yeah
04:05
so we met you before no we’ve been
04:08
friends a little while and then I think
04:12
that yeah we had our kids and then you
04:16
guys moved times barely that and then
04:17
all I remember is so when we had our
04:19
twins we’re going to NICU for like two
04:21
weeks basically so we just rent a hotel
04:23
room in the Hoff
04:24
hung out there and just goes off and I
04:25
remember he was coming and like used to
04:29
go to work or why you can see he thought
04:31
I was going to go by yeah I might call
04:33
my wife I’m like who’s gonna take
04:34
dinner’s over there something who’s got
04:35
to help them because they’re in hospital
04:37
these twins and they can’t leave and he
04:39
can’t work because he’s in the hospital
04:40
and just little did he know the internet
04:43
was working and no clue anyway that was
04:46
fun then a little while later member
04:48
astark and worked fortune Isham the
04:49
distilling management first how many
04:52
years that’s a long time yeah really for
04:54
my eight nine years I mean Russell if
04:57
it’s an asteroid can be moved but
05:00
there’s more company idea out of
05:01
everything yeah yeah so yeah probably go
05:03
eight years we really kind of focused on
05:05
the business development and facility
05:07
management and partners and stuff like
05:08
that and December notes and I recently
05:12
on the podcast had on the presentation I
05:16
gave from frocky my buddy one funnel way
05:18
about stories and I talked about Brett
05:19
in that may be growing in the middle my
05:21
presentation is kind of embarrassing but
05:23
you were here for like the the goods and
05:25
the bads like when we went from my five
05:26
employees UPS like 100 and it back down
05:28
like five and like all distressed up and
05:30
down I’m curious on say why you didn’t
05:32
leave when everything collapsed and
05:34
crashed yeah good question
05:36
you know the answer either yeah you’re
05:39
gonna be really vulnerable so you know
05:41
working with with you know an
05:43
entrepreneur especially with Russell I
05:45
mean you know where the heart is and
05:47
there came a point where he was trying
05:49
to help too many people and you know he
05:52
was employing a lot of friends and
05:54
family and people think that he wanted
05:56
to provide opportunities for and that
05:57
was great to a certain point but there
05:59
was a point there were you know business
06:00
changed a little bit evolved and we were
06:03
needing to make some changes with it and
06:04
those changes wouldn’t allow him to you
06:07
supporting everybody was supporting and
06:09
that was very difficult for Graham and
06:12
my my wife and I you know this we cared
06:14
and loved Russell flood and their family
06:16
and and we you know we came to the point
06:19
where I didn’t want to be a burden I
06:20
didn’t want to be I do I knew that he
06:22
was stressed and worried about taking
06:23
care of people and I had accomplished my
06:26
wife I just said like I’d rather to keep
06:27
our friendship that has me feel stressed
06:29
is about supporting you know having
06:31
opportunity for me to be working there
06:33
so one day I kind of came into
06:36
your hospice and he’s kind of a real
06:38
chat and I process the things that just
06:41
I just I was I wanted to understand you
06:46
know how important what he was doing was
06:48
and I and also I want him to understand
06:51
that I was okay to leave like he I don’t
06:53
want him to feel like he needed to
06:54
provide for me like I would be fine and
06:57
figure things out I just want to make
06:59
sure he was okay this is the point where
07:01
you were helping so many people that you
07:04
know really one hiccup you could lost
07:05
everything you were you were reached
07:07
funding everything all your savings is
07:08
going back into the company and at some
07:10
point you just can’t keep doing that
07:12
yeah I got really scary okay but somehow
07:15
we pull that around pull it around I
07:17
mean Alex you you had to make some you
07:19
gotta make some tough tough at you know
07:21
phone calls and and decisions there that
07:24
I mean absolute change the company at
07:27
that point and you know basically they
07:29
like and we had 100 someone employees we
07:31
had all these wrestlers working for me
07:33
clear leg go to a wrestling team we had
07:35
that downsizing Friday I was and we
07:38
shrunk my twenty thousand square foot
07:39
building in 2000 and then it was it was
07:41
rocky and scary but he gave us ability
07:44
like refocus and read figure things out
07:45
remember we had a couple trips were like
07:47
trying to be like hey who are the people
07:48
that are solving success in our market
07:50
we jumped in a plane we’re traveling to
07:52
different people to offices and spend
07:53
time with Ryan Deiss and Perry Belcher
07:55
and figure out what they were doing the
07:56
flowed the rich schefren ago they were
07:58
doing just people who are friends and
08:00
kind of at this time to figure out like
08:02
what’s actually working today and how do
08:03
we shift our business model and change
08:05
everything and funny how much pain that
08:08
was in that time but in this mood in
08:09
London yeah the night hell how bet how
08:13
important it was for like the transition
08:14
that what became clickfunnels and
08:16
everything else yeah so anyway so anyway
08:19
so many fun stores we talked about
08:20
forever but we don’t have time for all
08:21
those things so what I want talk about a
08:24
little today though is so put it out two
08:28
years ago five a year into the business
08:29
we first started growing like we’re it’s
08:32
funny I got a message today from Alex
08:35
sharp and he’s like I message something
08:37
used like you sound so calm top half
08:39
because we’re here in Hawaii probably
08:41
business he was like he’s like I don’t
08:42
know any other person running a hundred
08:43
million dollar company that
08:45
as relaxed and like is able to respond
08:47
to people and like anyway but we first
08:51
started we know what we were doing like
08:52
it was just kind of we gotta sell stuff
08:55
which are some quick final start growing
08:56
that also in like all sorts of new
08:57
headaches came up with that like from a
08:59
software standpoint odd and then we
09:00
brought in Ryan and I get to deal with
09:02
infrastructure ups and downs and like
09:04
right now I think I think um if you were
09:07
to choose me I think based on like Alexa
09:09
like number seven hundred most visited
09:10
website of the world but that’s not kind
09:12
of anybody’s custom domain take with
09:13
custom domains we’re probably the top
09:15
five hundred websites in the world
09:16
there’s not many humans on earth they’ve
09:17
ever dealt with like that kind of
09:18
scaling and infrastructure and like Todd
09:20
never done tried never done there’s
09:21
freaking stuff along the way we’re
09:22
hiring consultants then on the marketing
09:25
side were trying to grow and then like
09:26
all these things and everything’s
09:27
growing like one thing that we didn’t
09:29
have in place was like any of like the
09:30
internal like company business stuff I
09:33
we were going to sell people and get
09:34
coders but we had to do that and it was
09:36
funny because um you never had
09:38
experienced that either though no really
09:40
no and with this time were internally
09:43
there were like that everything was
09:45
shaking and then took basically bread
09:47
we’re going to take you from management
09:49
you’re gonna run the scroll and didn’t
09:51
know what to expect was gonna work is
09:53
not going to work and you they’ll to
09:54
step into this thing and just has turned
09:56
this is really like simplify like I’ve
09:58
had zero stress stuff that part of the
10:00
business since you sure took it over and
10:03
from that time look for my twenty
10:04
employees now I don’t even works now 135
10:07
oh whoa all using contractors you got a
10:11
few different folks but lots of people
10:13
and so I love to talk just I mean first
10:17
you step in that role and it was
10:18
probably just organizing stuff like who
10:20
are your thoughts would you have to go
10:21
and figure out and would get to learn to
10:22
be able to turn into what it is now not
10:25
even a big thing you know is Russell
10:28
decision for the company we worked
10:29
together long enough dying I knew I knew
10:32
where he wanted to see moved to go I
10:34
mean we even just inherently just kind
10:36
of knew the big email ruffle is his
10:39
ability about Stremme stuff good people
10:41
and and and so that was the first part
10:44
it was evaluating what do we have
10:45
currently you know are they in the right
10:47
to you on the bus is a big part of that
10:48
too and and and and somewhat you know we
10:51
kind of test different things and
10:53
something’s worked that something didn’t
10:54
work very well we brought people and we
10:55
started
10:56
own stuff a little bit there was a
10:58
QuickStart program and some of the guys
10:59
were better than others and we’ve
11:01
evolved that program but the big thing
11:03
about autopsy’s support and we had we
11:05
had I mean when you guys initially
11:07
started hiring some supportive team
11:08
members those guys are rock stars and
11:10
and a lot of guys have been are still
11:13
with us today and they’ve evolved in
11:14
their positions with the company because
11:16
of their commitment and then their love
11:18
of clickfunnels you know I love when I
11:20
get to interview and talk people and
11:21
when they when those individual state I
11:23
love put funnels like that that is the
11:27
coolest compliment that we can get is is
11:30
when we’ve got people who want to raise
11:31
your hand they want to work with us
11:32
because they love click follow they love
11:34
the mission and love the ability to help
11:35
people and and so you know I think the
11:38
biggest challenge was you know how do we
11:40
how do we grow with it because the
11:42
marketing side sales type it’s growing
11:43
so fast that you know we and we you know
11:46
it’s important to we that we’re
11:48
providing or taking care our users and
11:50
helping them have the best experience
11:51
possible and also cliff Donald isn’t
11:53
just some easy push-button software I
11:55
mean they’re easy to use once you
11:57
understand it but there’s a lot of
11:58
different parts of it and I understand
12:00
marketing is a big part of it so we
12:02
needed to bring on people who could
12:03
understand click balls go understood
12:05
marketing and also understood Russell
12:07
style and the way you’re taking
12:09
everything yes it’s crazy because um
12:12
yeah when you took over the role that it
12:14
wasn’t just a support that was a big
12:16
piece of it obviously because probably
12:18
what it doesn’t support people at the
12:21
time yeah this probably has six to ten
12:23
as well about a ten and so yeah nobody
12:27
to take that it’s been funny because
12:28
like one of the Christians will hear
12:32
sometimes about the phones of like Oh
12:33
supports not live live all the time and
12:35
it’s it’s funny like you know a Weber’s
12:37
live is yeah Aweber it’s been going for
12:39
20 years they probably get four new
12:40
signs today that clip phones right now
12:42
it’s gonna walk about with the stats but
12:44
it’s anywhere between like 500 to a
12:46
thousand signups a day every single day
12:48
that are coming to quit phones trying to
12:49
learn this huge platform that runs your
12:51
entire company and it’s like how do we
12:53
stay in front of that like you know I
12:56
like our goal eventually to get the
12:57
point where it’s real-time support as
12:59
close to that as possible but like
13:01
there’s no one else in our space that’s
13:03
never had to deal with that they’ve
13:04
grown companies at best most become as a
13:05
striking as I don’t have any support at
13:07
all because they’re a
13:08
we can’t so therefore we don’t yeah it’s
13:10
like but we just still need to have that
13:11
support and education stuff like that in
13:13
place and I think what you did initially
13:15
I know the rhyme is part of this Ryan
13:16
Montgomery helps of initially to bike
13:18
just for those who were half support
13:20
teams maybe have three or four people
13:21
today and you’re starting to scale
13:22
something like these kind of broke
13:24
people into teams you want to talk about
13:25
some of that initial stuff that you did
13:27
there may not make the scaling side of
13:29
supportive here yeah so we moved over so
13:31
we were we moved over to intercom and so
13:34
that allowed us to do you know a lot
13:36
like life support so it wasn’t necessary
13:38
right life but people could submit
13:40
conversations respond to them and that’s
13:42
reason to start and we’ve got we’ve
13:44
grown and in that hour response time
13:46
that’s when we kind of gauge our success
13:47
their response time now there’s a lot of
13:49
software companies who offer like you
13:50
know life support adult support from
13:52
like 8:00 to 5:00 or something you know
13:54
arts especially it’s turned out to be
13:55
really 24 hours we’ve got team members
13:57
all around the world and so you know we
13:59
initially started we actually had kind
14:01
of international team and we had more
14:03
domestic teams but you know as we
14:05
realized is we continue to scale and
14:07
grow and we had more more people
14:08
international we we’ve got international
14:10
folks on every team we’ve got domestic
14:12
focus every team so they can kind of
14:13
work that schedule out as needed but you
14:15
know as we as we came in and we saw the
14:17
amount of conversations that we had I
14:20
mean these guys are answering like eight
14:22
nine thousand conversations a week they
14:24
are support custom team and it is crazy
14:27
American support is like unreal you know
14:30
we’ve got a team of building support
14:31
team members and most of them are in our
14:32
office we a few individuals who aren’t
14:34
but you know the big part of it is again
14:37
having having leadership in those
14:39
positions so every supports meet their
14:41
every 2:14 we have has a team lead who
14:43
is is is our the person that we reach
14:46
out to that we help with training and
14:48
they now can’t ask the messages in all
14:50
the training onto there there are the
14:52
team members I mean so many teams we
14:54
have right now so in 10 to 14 with eight
14:56
technical support teams we have 1
14:59
billion support team we’ve got one team
15:02
that focuses on some different other
15:05
parties we have that we work with in the
15:06
past we’ve got a team the helps with our
15:09
QuickStart program so not the program
15:12
people can sign up with and it allows
15:14
them to be able to get some help on the
15:16
initial setup and we’ve got a team lead
15:18
who helps run that team
15:19
cool it was cool about this prettiest
15:22
your scaling way would have been making
15:26
back this what happened at first as we
15:27
were scaling there’s one person in
15:28
charge maybe like ten people underneath
15:30
them and then we’re trying to grow and
15:31
everything’s growing and make that
15:32
person couldn’t handle like a more
15:34
growth it’s hard to have more than like
15:35
eight to ten my people your reports you
15:37
get bigger nagging it’s stressful it’s
15:39
really hard for Brendan Caymans okay the
15:41
people who have they’re rock stars make
15:42
each other team lead and this could
15:44
employees underneath each of those
15:45
things when the team week and trained
15:46
employee make sure they’re doing good
15:48
and he’s going to deal with the eight or
15:49
ten team leaves deal with them and then
15:52
they are working with the individual
15:53
people and because like communication
15:55
channel gets through and now he’s not
15:56
having ninety you know direct reports
15:59
back to me 278 things like that another
16:02
cool thing we did recently shrink
16:04
because the other big thing we have and
16:06
some of you have similar something
16:08
similar to your businesses is you know
16:11
like someone that was saying about like
16:13
professional competitors there’s a
16:15
competitor who has software that has
16:18
pages the generates lead and like their
16:20
software does one things like one button
16:21
you click and that’s it it’s like very
16:22
very simple quid phones it’s like we’re
16:25
building your landing pages your funnel
16:26
is your shopping cart your affiliate
16:27
platform your autoresponders is like
16:29
8,000 thing and so for us to hire
16:32
someone in Boise Idaho vacay you know
16:33
your support person for a quick bombs
16:35
like there’s such a learning curve they
16:36
understand even be able to do that it’s
16:38
a couple things number one is that most
16:40
of our hires come to people that are
16:41
members of our software which is a big
16:43
thing for you guys to think through it
16:44
an inner circle that comes with all the
16:46
time like we’re going to find rockstars
16:47
in like I guarantee your your Rockstar
16:49
you’re drinking for ISM it’s already a
16:50
customer of your product right now I
16:51
look to your internal customer base for
16:53
your rockstars
16:54
because they’re going to know your
16:55
product they’re gonna be passions
16:56
they’re going to care more than just
16:58
someone you pull off the street that’s
16:59
like number one number two then is we
17:00
needed how do we train these people I
17:02
think initially each team we was just
17:05
trained at people right now they were
17:06
getting bogged down yeah in the Train
17:08
I’d be able to support and manage stuff
17:10
like that so talk about the new team
17:13
that’s the training right now well you
17:14
know a big part of the help mark marked
17:17
him up and Martino is helping work he
17:19
does a lot more work directly with a few
17:20
leads fiddle marketer he’s killing he’s
17:23
off yeah he’s just you know he’s still
17:25
kind of bouncing
17:25
customer education and and it helps with
17:27
support management so so mark him in and
17:29
then we you know we have idea yeah
17:31
recognizing we brought new people on and
17:33
they’ve kind of initially David flow
17:35
down the rest of team and so we had we
17:38
pulled another team lead out we pulled
17:39
Andrew Andrew Newman and he now that his
17:42
bolted his training so as we bring in
17:44
key members on she’s focusing on those
17:46
guys as we look at have maybe anybody
17:49
currently to teach he’s reaching out to
17:51
people who build a team who maybe lack
17:52
it you know knowledge about backpack or
17:55
action etics and that he’s for Poland
17:57
goes out he’s doing training to those
17:58
guys so that we can get everybody up to
18:00
the same level and yeah that’s cool we
18:04
did some of that back when we had our
18:05
big call center before the big crashes
18:07
your way the crashing away I did what I
18:10
could we had sixty sales guys and
18:13
prompting we hire so get off the streets
18:14
we’ve got trainings we had a training
18:17
team so every stove had come in they go
18:18
through a two-week training where Robbie
18:20
summers is one that manage that and then
18:22
the ones that were period we then put
18:23
them on the floor under another team the
18:25
ones that suck we just get rid of them
18:27
that’s kind of same thought here’s like
18:28
let’s bring people and have someone
18:29
who’s dedicated to training and when
18:31
they’re ready then put them on routine
18:32
so you start running with the
18:33
everybody’s supposed to pull people back
18:35
so anyway just crazy like all these
18:37
anyway these are all the things we’re
18:39
learning as we’re growing or scaling
18:41
along the way someday we’re gonna write
18:42
a book about whole journey and the whole
18:43
experience I think a lot of times
18:46
companies are bill where like there’s
18:48
Newton idea at a higher venture
18:49
capitalist they bring the management
18:50
team they all stuff man they could build
18:52
the company where us was like raw
18:54
passion and that’s Playgirl through the
18:56
whole thing and kept it kept it’ll flow
18:58
so anyway it’s been a fun ride so far
19:00
fin it’s been an unbelievable ride
19:03
I’m Celeste pond so I appreciate all
19:04
your work and help them everything you
19:06
do and hopefully keep something as ideas
19:07
as you’re growing you to support teams
19:09
or development team your management or
19:10
whatever those things are you look at
19:12
also I had someone I was Andrew Warner
19:15
from mixer Jeana they interview me and
19:17
he was like how are you able to write
19:19
books and and run a software company and
19:21
do coaching and bow alleys and run
19:23
things and the same thing is kind of
19:25
bread maturing they’re like I’m not
19:26
really good of surrounding myself with
19:27
amazing people where I still I can it’s
19:30
almost like there’s parts of the company
19:32
people are writing like you’re running
19:33
all the operations so I’m worried about
19:34
that like hiring the firing the finite
19:36
people like Brent does that so I just
19:38
talked to Brent and then all the people
19:39
steps taken care Todd and Ryan run the
19:43
whole development team like and so like
19:44
they like Todd’s rennet I talked to Todd
19:46
all the time but I just happening and I
19:48
want to stress about that and then I
19:49
kind of run the marketing team business
19:51
and Dave run it you know today it was
19:53
junk there’s probably five or six people
19:55
that I that I really deal with directly
19:57
inside the company and I’m able to do
19:58
the part that I love the most I’m the
20:00
best at and I think that I think a lot
20:03
of us entrepreneurs and most of the
20:05
people that are in those positions all
20:08
are get profit share and equity in the
20:11
company I think one of my big mistakes I
20:13
made when I first started was like I’m
20:14
so protective like this is my you know
20:16
like I wanted I wanted so much control
20:18
over everything that I like stifled
20:20
everything whereas when I was able to
20:22
give up control they would bring
20:23
rockstars and people that have skills
20:25
looks I don’t and now because they have
20:27
they have stake in the game like I don’t
20:29
worry about every decision every single
20:32
thing I trust Brent you make a thousand
20:34
decision today that I never even
20:35
questioned or think about because I
20:37
trust him sitting with Todd today like
20:40
they they know they do that because I
20:43
was really able to do that I think a lot
20:45
of you guys if you’re struggling in
20:46
growth you don’t have the ideas like
20:47
y’all can bring on venture capitals can
20:48
destroy your soul and you want to grow
20:50
something it’s the job so that is like
20:52
bring on really smart people and give
20:54
them stake in the game and then kinda
20:56
like Joe Holmes used to tell me said
20:57
that in his company everyone was based
21:00
on a percentage of sales it was no
21:01
salary based people we said cool about
21:03
that is like big months ever gets big
21:04
check small month ever get small check
21:05
but everyone it together and I think
21:07
that building teams that way is better
21:10
than bringing a bunch of money and
21:11
hiring the right people hiring the best
21:13
people say
21:14
hiring the right people and doing an
21:15
incentive to where they can they can
21:17
grow and whoever they want in fact I’m
21:19
sure one thing this is cool shows
21:23
probably can anyway so this was a we had
21:27
these accountants most marketers they’re
21:29
most entren like accountants so leave
21:31
his account and every year have to go to
21:35
the county meeting and they would always
21:36
talk about like all the stuff to do to
21:37
try lawyer anyway is super annoying it
21:39
was like the worst meeting of my year
21:41
destroyed it I use all motivational
21:43
momentum for an entire week so I was so
21:44
stressed out and I remember driving home
21:47
from those so pissed off at the
21:48
accountants are trying to ruin my
21:49
happiness in life and I remember in this
21:51
podcast I still find if I was like my
21:53
goals I want no I’m going to maxed out
21:56
my tax bracket I’m gonna have everywhere
21:58
and no rounding all my partner’s all
21:59
people that are pushing it I want to max
22:01
out their tax bracket as well and we’re
22:03
talking about this earlier on this trip
22:05
here in Hawaii like there’s probably
22:08
half a dozen or so people on our team
22:10
now who have maxed out the tax bracket
22:12
because of this whole constant we’re
22:13
talking about and that is like the
22:14
coolest feeling in the entire world so
22:16
bring on it’s pretty amazing so there
22:19
you go governmental fam there you go
22:22
anyway that’s why guy everything else
22:24
what adds no I think it’s such a just
22:28
unbelievable it truly is every day and
22:31
coal is bill to come and work with the
22:33
people friends and and you know good
22:35
people that it’s just a positive
22:36
positive place in our company culture
22:38
the big deal for you know you drive that
22:40
and it’s been really fun to see people
22:43
come into our office or just come into
22:44
our our business or space and and just
22:47
feel that sense that even those who work
22:49
remote I mean a lot of team efforts
22:50
working mode most of them yeah most
22:52
tomorrow and it can kind of lonely road
22:53
out there but yeah you know we do things
22:55
to try to help them feel that still love
22:56
and Russell within swagged people and
22:58
and just unexpected things which makes
23:00
you feel to love and help them know that
23:02
we appreciate that that’s a big deal
23:04
so here’s question for those who may
23:06
want to join this quick fungus team
23:08
what’s the have they you know it may be
23:11
got a link on clicked on the bottom
23:13
click most of the careers but we’re
23:14
always looking at you I mean if someone
23:16
out there is passionate you want to
23:18
build it to find a place with that hit
23:21
me up you can hit me up on Facebook we
23:23
hit me up email
23:24
Brent
23:25
Balcom to send me an email I could
23:27
direct here where to go and we have
23:29
applications up yeah yeah offered
23:32
thanks man so that’s a little bit of
23:33
behind the scenes how the HR the growth
23:35
the internal stuff but kind of what
23:37
we’re doing how we’re doing it again
23:38
we’re just learning all this stuff along
23:39
the way some day we write a book about
23:41
it when it’s all done because the
23:43
lessons that we’ve learned along the way
23:44
very cool so obvious gave you guys a
23:45
couple ideas and things your girl is
23:47
scaling your team and that’s all I got
23:50
so makes everybody think fret absolutely
23:52
these guys five would you like to see
23:56
behind the scenes of what we’re actually
23:57
doing each day to grow our company
23:59
if so then go subscribe to our free
24:01
behind the scenes reality TV show at
24:06

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