Good Morning,
It's a good day to have a good day friends! ☀️
Welcome to another Sunday Sips, where we dive into small actions with big impacts! This week, I want to challenge you to really think about what hiring needs you have —but not just any hiring. We’re diving into why field and office roles require completely different thought processes and how understanding their financial impacts can save your business from costly mistakes.
Field Hiring: Simple and Direct
When it comes to hiring for the field—operators, laborers, or other production roles—the process is relatively straightforward for us at Brex. Each field employee brings in a predictable amount of overhead recovery through their labor hours (Aka: every hour they work helps pay for the costs of running the business—like trucks, tools, and office space). Simply put, their work directly ties to the projects we bid, and the math usually adds up.
Every hour worked in the field contributes to keeping your company profitable, provided your estimates are solid and your margins are healthy. These hires are often the easiest to justify because they align closely with your revenue generation.
Office Hiring: Strategic and Complex
Office roles, however, are a different story. Early in our business, we made the mistake of hiring for the office based on “feel.”
“We need an admin.”
“It would be nice to have someone managing safety.”
“Let’s bring on someone to coordinate trucks!”
Each hire sounded like a great idea, but we quickly learned that adding office staff makes your business less agile (think less flexible to handle changes in work or slow seasons). Unlike field roles, these positions don’t directly recover overhead (they don't tie directly to revenue), and their salaries must be covered regardless of how much work is coming in.
When your market declines, that additional administrative overhead creates a heavier burden on the business (you'll have to work harder in the field to pay for office staff). This is why every office hire must be backed by a clear budget and a strategic plan. -- Exactly why we teach this in PRIMED for Growth. (insert shameless plug 😬)
Now’s the Time to Plan
With the new year around the corner, now is the perfect time to think about your hiring needs for 2025. If you’re considering adding office staff, take the time to:
Establish a Budget – Calculate how much you can afford to spend on office roles without jeopardizing your profitability.
Project Your Needs – Look at the work you anticipate winning next year and how much support your team will need to handle it.
This Week’s Challenge
If building a budget or planning your hiring process feels overwhelming, you’re not alone. The good news? This week is the final session of READY for Growth, and we’re diving into exactly this: hiring and estimating. Sign up NOW.
Let’s simplify the process together so you can grow smarter, not harder. Don’t miss it—sign up NOW and take control of your 2025 hiring strategy!
Here's to less hard days, constant growth, and a clear path forward. Proud to have you on #TeamLoseNoProfit as we build a business that works smarter to support our goals. Together, we thrive 🚀
Alicia Brentzel
Founder, From the Cut
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