You've worked hard to build a strong culture. But now you're growing, and the real challenge begins: How do you protect what you've built while expanding across markets, teams, or time zones?

In this episode of Recruiting Conversations, I share the strategy for attracting and evaluating leaders who don't just fit your culture… they scale it. If you're recruiting high performers, future regionals, or anyone who will lead others, this is the playbook you need.

[00:00] Intro – What happens when one leadership hire changes everything? Why protecting culture during growth is mission-critical

[01:00] Culture Is Behavior, Not Perks – It's not happy hours or branding, it's how people show up, lead, solve problems, and handle pressure

[02:00] You're Not Hiring People. You're Scaling Behavior – That means recruiting needs to go beyond numbers and resumes

[02:30] The Big Mistake Most Leaders Make – They focus on what someone has done, not how they did it

[03:00] Step 1: Define Your Culture Clearly – Vague language can't be scaled. What do you value, protect, reward, and not tolerate?

[03:30] Step 2: Ask Culture-Based Questions

• How do you handle behavior issues?

• What kind of leadership brings out your best?

• How do you navigate conflict and accountability?

• What do you do with someone producing well but behaving poorly?

[04:00] Step 3: Watch How They Talk About Their Past Teams – Look for humility, ownership, and values-driven language

[04:30] Step 4: Attract the Right People With Vision – High-level leaders don't move for perks or comp, they move for alignment and purpose

[05:00] Step 5: Show What Growth Looks Like on Your Team – Not just volume growth, but people growth. Development. Mentorship. Room to lead

[05:30] Step 6: Remember You Only Need a Few – You don't need dozens. Just a handful of aligned leaders who carry vision and culture wherever they go

[06:00] Final Recap

1. Get clear on your culture in words and actions

2. Go deeper in your questions to uncover alignment

3. Make your brand and conversations reflect your values and vision

• Culture Is Scaled Through People, Not Posters – You need leaders who live what you believe

• Values Are More Important Than Volume – Great numbers with the wrong behavior will erode everything you've built

• Vague Culture Can't Be Recruited For – Define it. Speak it. Use it as a filter

• Ask Better Questions Early – Don't just vet performance. Vet alignment

• Vision Attracts Culture Carriers – When your brand communicates purpose and growth, the right people show up

If you want to scale what you've built, start recruiting people who already carry it.

Every year, leaders set big goals. Grow the team. Double production. Scale. But without structure, those goals fade by February. In this episode of Recruiting Conversations, I walk you through the exact system I teach leaders across real estate, mortgage, insurance, and agency sales, a system that turns your production target into a tangible, trackable recruiting rhythm.

This is how you make growth inevitable.

[00:00] Why Most Growth Plans Fail – Leaders set production goals with no math, no cadence, and no plan to execute

[00:45] What the Math-to-Momentum Playbook Solves – Clarity, cadence, and a calendar-based system for recruiting

[01:30] Step 1: Set a Real, Measurable Production Target for 2026 – Units, volume, revenue, just make it real

[01:50] Step 2: Estimate Your Organic Growth – Most healthy teams grow 8–10% organically. Anything more needs new hires

[02:20] Step 3: Define the Recruiting Gap – What portion of your 2026 goal requires new producers?

[02:40] Step 4: Break It Down by Avatar – How many LOs do you need to hit that number? What do your ideal recruits produce per month?

[03:00] Step 5: Build a Quarterly Hiring Cadence – Think in sprints. What hires do you need in Q1 to hit your target by Q4?

[03:30] Step 6: Match Your Outreach Rhythm to Your Hiring Cadence

• 10–12 recruiting convos per week

• Use your channels: calls, DMs, video, text, voice notes

• Block it on your calendar

[04:00] Step 7: Scorecard It Weekly – Conversations, follow-ups, second meetings, offers, hires

[04:30] The Shift This Creates – You stop saying "I want to grow" and start saying "I need 4 LOs at X volume, with one in Q1"

[05:00] Recruiting Stops Feeling Random – You're no longer guessing. You're leading from a system

[05:30] Final Word – If you're tired of setting the same goals year after year without traction, this is how you fix it

• Vision Alone Isn't Enough – Your growth goals need math, momentum, and a measurable plan

• Organic Growth Has a Ceiling – If you want to break through, recruiting must become your growth engine

• Reverse Engineer From the Outcome – Start with your production goal, then back into how many hires and conversations you need

• Track Weekly, Not Monthly – Momentum is lost when you wait too long to adjust

• You're Not Just Recruiting. You're Running a System – When your calendar reflects your goal, traction follows

The leaders who win in 2026 won't be the loudest. They'll be the most structured. They'll know their numbers, block their time, and recruit with clarity.

Every leader hits this moment. You're in a great conversation with a recruit, and then they say it: "I'm also talking to another leader… someone with a big name." If you've ever felt like you were up against someone else's brand, you're not alone, and you're not powerless.

In this episode of Recruiting Conversations, I walk you through how to stop playing defense and start leading with the one thing no other brand can replicate: your unique value.

[00:00] Introduction – When you're up against a leader with more visibility, more experience, or a stronger reputation

[01:00] Don't Let Comparison Kill Your Confidence – Your value isn't in your resume or following, it's in how you lead and what you believe

[01:45] Branding Creates Awareness. Alignment Creates Movement – Just because someone is well known doesn't mean they're the right fit

[02:30] You Don't Need to Be the Loudest. You Need to Be the Clearest – Recruits follow leaders who know where they're going

[03:00] Start With Your Leadership DNA – What makes you different? How do people grow under your leadership? What do you care deeply about?

[04:00] Brand Is the Public Expression of Your Private Values – When your content, conversations, and follow-up reflect the real you, you create trust

[04:30] Ask a Better Question – Instead of "How do I compete?" ask "What kind of leader am I uniquely qualified to be, and how can I make that visible?"

[05:00] Show Up With Integrity, Not Imitation – Tell your story, share your team culture, and let your vision be seen

[06:00] Recruits Aren't Comparing Jobs. They're Comparing Futures – Paint a clear picture of where you're going and why it matters

[06:45] Your Brand Isn't Flashy. It's Familiar – When the version of you people see online matches who they meet in real life, trust multiplies

[07:10] Final Word – You don't need to chase someone else's reputation. Build your leadership presence. That's what truly attracts the right people

• Your Leadership Style Is the Asset – Own it, articulate it, and build your brand around it

• You Don't Need More Volume. You Need More Clarity – Recruits follow leaders who know who they are and where they're going

• Brand Integrity > Brand Visibility – What builds trust is consistency between your message and your actions

• You Can't Fake Alignment – The right people will be drawn to your real voice, not someone else's strategy

• Stop Trying to Win by Comparison. Win Through Conviction – A clear, consistent brand that reflects who you are will outperform reputation alone

In a crowded market, the loudest leader doesn't win. The clearest one does. Stop trying to compete with someone else's voice, start amplifying your own.