Logan sits down with Nick Schiffer, founder of NS Builders, to unpack what it really takes to build a brand so strong that clients wait five years to hire you.

With over 400,000 followers across platforms, NS Builders is widely recognized for high-end craftsmanship and polished content—but this conversation goes far beyond Instagram. Nick shares how intentionality drives everything: from floor transition details and branded clothing to proposal books, employee handbooks, and long-term trust with clients.

If you want to understand how brand, systems, communication, and consistency compound over time to create real market leverage, this episode is a masterclass.

🎯 Timestamps:

00:00 — How NS Builders became a brand remodelers study
03:00 — What "intentionality" actually means in construction
07:30 — Content first: building high-end perception before high-end projects
11:00 — Turning storytelling into long-term client trust
15:30 — Communication as the true differentiator
18:45 — Imposter syndrome and leveling up internal systems
23:00 — The 14-month "Our Process" book and branded documents
30:00 — Cohesive branding across proposals, publications, and touchpoints
33:45 — Why uniforms and branded gear matter more than you think
40:45 — Should every builder build a brand?

This episode breaks down the iceberg beneath the polished projects—showing how internal systems, communication discipline, and relentless brand consistency are what actually fuel the external reputation.

Listen now to learn how intentional branding can transform your building business

Logan sits down with Victor Lebegue, founder of VL Builders, to unpack one of the hardest leadership decisions a remodeler can face: when to shut something down to save what matters most.

Victor shares the story of running two branches of his business in different states—and how market shifts, team dynamics, and leadership realities forced him to close the company he originally built from scratch. From there, the conversation dives deep into culture, hiring, EOS, and what it actually takes to lead people through uncertainty while building a business that can scale without burning out the owner.

If you're navigating growth, leadership strain, or questioning whether your current structure is holding you back, this episode offers hard-earned lessons from the trenches.

🎯 Timestamps:

00:00 — Why leadership and systems matter more than hiring alone
03:00 — Victor's origin story and building VL Builders from necessity
06:15 — Running two companies in different states
09:45 — Why Victor chose to shut down one branch
13:00 — Identifying hunger, ownership, and leadership potential in a team
17:00 — Implementing EOS and creating a shared vision
21:00 — Hiring for want it and get it before skill
26:00 — Visionary vs. integrator roles (and wearing both hats)
31:00 — Culture breakdowns, core values, and leadership failure modes
38:45 — Clarity breaks, stepping back, and leading long-term

This episode is a masterclass in leadership under pressure—covering what most remodelers only learn the hard way: the cost of misaligned teams, the power of shared vision, and why sometimes the strongest move is letting go.

Logan sits down with Sean Beliveau and Cassidy Jones of Slate Creek Builders to break down how they've built an award-winning remodeling team in a small college town—without relying on job boards, recruiters, or desperation hires.

Based in Blacksburg, Virginia, Slate Creek Builders has grown to a 14-person team delivering multi-million-dollar remodels in a market of just 35,000 people. In this conversation, they unpack how community reputation, always-on recruiting, strong systems, and a clearly defined org chart allow them to attract talent before they ever need it.

If you're struggling to hire, retain great people, or build a culture that recruits for you, this episode offers a real-world playbook—especially for remodelers operating in smaller or tighter markets.

🎯 Timestamps:

00:00 — Why Slate Creek attracts talent without actively recruiting
03:00 — Building a high-end remodeling business in a small market
06:30 — How community reputation fuels growth and referrals
10:45 — The pressure (and upside) of working in a small town
14:00 — Why most of Slate Creek's hires come from personal networks
17:00 — Always recruiting—even when you're not hiring
20:45 — Hiring a "unicorn" without a job opening
23:15 — Using org charts to justify new roles
27:30 — How systems give confidence to hire ahead of demand
31:15 — Dividing leadership: vision vs. execution
34:30 — Protecting work-life balance as a core cultural value
38:00 — Learning from bad hires (and why desperation hires fail)
42:00 — Turning a questionable hire into a long-term win
46:30 — Separating emotion from estimating and pricing
50:30 — What Slate Creek looks for in cultural fit
55:00 — Hiring for skilled roles vs. training from scratch
59:30 — Why people stay once they join the team
01:02:30 — The benefits of building a business in a tight-knit community

If you want employees lining up before you post a job, systems that support confident growth, and a culture people genuinely want to be part of—this episode shows what that looks like in practice.