Your Hiring Methods Could Be Costing You Up To $50k Per Month In Unrealized Revenue. Here’s How To Fix It In Just 5 Steps:

If you’re fed up with scrambling to fill empty trucks with costly new hires who don’t perform… Plug in to the cutting-edge revenue workforce platform that’s generated 5,000+ A-players at over 300 of the top home service companies.

Hiring Spray Techs used to be a nightmare for Elite Lawn Care.

Being located in the South West Region means that the growing season happens fast – when they needed workers fast, traditional hiring methods just couldn’t keep up.

Playing resume roulette on job boards wasn’t cutting it. They could never find the right people, or enough of them.

Then they built a “Talent Tap”.

Last season, they secured 15 new hires. Not interviews – hires.

And the best part is they are all still there!

Let me explain how this works…

Since 2021, over 300+ home services businesses have built and used their own Talent Tap. Collectively, they’ve generated 250,000+ employment leads, resulting in 5000+ positions filled with qualified, revenue-driving talent.

With this platform, these companies have:

✔️ Dramatically increased the quality of their applicants and hires

✔️ Reduced their time spent recruiting by 80-90%

✔️ Effortlessly hired AND RETAINED A-players in their industry

Not by desperately posting to job boards… and not by scrambling to fill empty trucks with whoever’s available…

But ALL because of a revenue workforce platform that keeps their talent pipeline filled with top, highly-qualified applicants ready and waiting to join their team.

Vice President

Tri-State Waterworks

Talent On Tap completely transformed our hiring process. Finding skilled technicians has always been a challenge, and we struggled for years before getting professional help. In just four months, we’ve hired more apprentices than in several past seasons combined, and the quality of candidates has been outstanding.

Brian Davenport

A1 Garage Door Service

Talent On Tap doesn’t just bring in hires—they attract people looking for long-term careers. Retention is key, and their system brings in the right people who want to grow with us. If you’re thinking about using Talent On Tap, stop thinking about it, and just do it.

Chris, Owner

Haas and Son Electrical Services

We were stuck at four technicians for nearly two years, and hiring felt impossible—until we brought Talent On Tap on board. Within less than a month, we had two highly qualified candidates come through, and we hired one right away. The process was seamless and much more hands-off than I expected. They’ve learned exactly what we’re looking for, saving us time and effort.

Cody Johnson

Garage Door Doctor

Before Talent On Tap, we struggled with finding new team members. We didn’t have a hiring process in place. With their help, we hired six people in 10 days. The video interviews alone have saved us countless hours. Best ROI decision we’ve made.

Chad McCleary

Jolly Goat Garage Doors

I received a text from Talent On Tap saying they had booked three interviews for me. I didn’t have to do anything. Their process eliminates wasted time and saves about 20 hours per person to complete the hiring process. The results and the people we’ve gotten from Talent On Tap are amazing!

Miles Sidorak

Naiad Irrigation Systems

We used to get applicants who just needed a job. What we liked about Talent On Tap is that they market to employees who already have jobs and are looking for something better. This is the best hiring campaign we’ve ever had. For the first time, we were able to be selective about who we hired.

Richard Tatershal

Comfort Class Chimney

Before Talent On Tap, I was just waiting for people to show up for interviews. Their system completely changed that. Now, when someone walks through the door, I already know they’re a great fit. The dedicated rep ensures our pipeline stays full, from qualified candidates to background checks. If you’re thinking about it—why wait? It’s absolutely worth it.

Natalia Rodriguez

AM Heat & Cool

No one wants to work,’ is not true—people just need to find you. Talent On Tap put us in front of the right candidates. I lost a key team member, and within four hours, I had a highly qualified replacement walking through my door.

Brian, Owner

On-Duty Chimney

Hiring has always been one of the hardest parts of running a small business. Sorting through applicants to end up with unqualified candidates was exhausting. Talent On Tap took over the entire hiring process and the best part? They didn’t just bring us candidates—they brought us the right candidates. They keep your hiring pipeline warm so you’re prepared for unexpected turnover.

This SAME system will help you:

✔️ Build an always-on flow of qualified candidates ready when you need them
✔️ See lower employee turnover rates as you hire ONLY the right people
✔️ Keep trucks filled and on the road – no more lost revenue
✔️ Easily bring in perfect-fit talent who ADD to your bottom line
✔️ Transform your hiring process from a cost center into a strategic, revenue-driving growth lever – giving you and your family the financial freedom and stability you crave.

But it ONLY works for home service businesses that are serious about building a reliable, scalable hiring system (i.e. you have a steady demand for your services and you’re willing to invest in a long-term hiring solution that keeps you fully staffed 365 days a year).

If you’re looking for a quick fix, a job board shortcut, or just another recruiter… this isn’t for you.

Now, if you do have a growing business that needs skilled workers to keep up… and you’re tired of the instability, lost revenue, and desperate scrambling every time someone quits… then pay close attention to every word on this page.

A Talent Tap solves 4 big problems for home service businesses that need a steady stream of qualified,
revenue-driving talent, on demand:

“We’re constantly drowning in a stack of applications – sifting through them all feels like a full time job. Despite all this work, we STILL end up hiring the wrong people.”

Are you spending hours reviewing resumes, only to end up with candidates who aren’t the right fit? Does the process feel like a never-ending cycle of frustration?

The Solution: A Talent Tap that automatically connects you with a steady stream of qualified candidates so you’re not overwhelmed by the hiring process. No more sifting through piles of applications. Just the right talent, ready when you need it.

“We waste thousands of dollars training new hires, only for them to quit, take another offer, or never actually meet our needs. We can’t break out of this cycle and it’s draining our business.”

Are you constantly spending money on training, only to see employees leave or underperform? Is this cycle draining your resources and making it difficult to move forward?

The Solution: A Talent Tap that ensures you ONLY hire candidates who are a long-term fit for your company. Save on costly training and turnover while investing in a team that’s built to stay and thrive.

“Every time an employee leaves, it costs us time, money, and momentum. High turnover is crushing morale, draining our profits, and making it impossible for us to grow.”

Does the constant churn in your workforce keep you stuck in the same place? Does every new vacancy stall your growth and undermine your stability?

The Solution: A Talent Tap that creates a consistent talent pipeline. Keep your team strong, your morale high, and your business moving forward with employees who stick around and help you grow.

“We react to vacancies as they happen. By the time we realize we have an empty truck, we’ve already started losing money and we have to scramble to fill it. We can’t afford to stay reactive.”

Are you always scrambling to fill a vacancy when an employee leaves? By the time you realize a position is empty, are you already seeing a drop in revenue?

The Solution: A Talent Tap that keeps your hiring pipeline filled with qualified talent, ready to step in at a moment’s notice. Stay ahead of vacancies and prevent revenue loss with a steady, proactive stream of candidates.

All You Need To Do Is Build A Talent Tap

With this model, marketing becomes a lot less complex:

❌ No more depending on job boards only
❌ No more unfit candidates
❌ No more unproductive employees
❌ No more resume roulette
❌ No more empty trucks
❌ No more instability

Just fill the talent pipeline and turn on the tap.

After doing this for 4+ years and 5000+ a-players hired, here’s what we’ve found works best:

The Talent Tap

Now Let’s Dig In on the Exact Steps to Turn Your Hiring into a Predictable Revenue Amplifier

Here’s how a Talent Tap can be built in any home services business.

Step One: Align Your Branding With The Talent You Want To Attract

Attracting qualified talent starts with how your company presents itself. The right hires are drawn to businesses with a clear identity, strong branding, and a solid reputation.

Know Your Company Avatar

Before you can identify your ideal hire, you need to be crystal clear on who YOU are:

Vision: Where is your company going, and what mission drives it?

Values: What are your company principles? What do you stand for beyond just making a profit?

Culture: What is it like to work at your company day to day? What behaviors and attitudes define your team? Are you Seal Team 6 or more like an episode of The Office?

Any talent you bring in MUST align with these fundamentals in order to fuel your revenue and growth.

Finally, take stock of your team with a people analysis. Tools such as the Working Genius assessment will help you identify your current team’s strengths, and uncover gaps that need filling.

Branding That Stands Out

Bland, generic branding simply won’t attract A-players – they’re smart enough to know what a lack of strong branding is really saying. A plain, white van with your company’s name and number slapped on the side screams, “We don’t really care.”

And when your employees are spending hours a day in those vans and trucks, that’s the last message you want potential recruits to be receiving.

Your branding should:

✔️ Reflect your company’s personality
✔️ Convey professionalism
✔️ Inspire trust
✔️ Communicate to potential hires that you care about your employees

Are you like the TV show “The Office” or more like Seal Team Six?

You want top talent to view your company as a place they want to work, a brand they’re proud to represent, and most importantly, a business that will value them.

Reputation: The Ultimate Talent Magnet

A strong reputation is the difference between attracting top talent and scaring them away. And the stats back it up:

92% would leave their current job for a company with an excellent reputation.

BUT…

50% of candidates won’t work for a company with a bad reputation – even with higher pay.

If your brand rep is lacking, start by improving your online reviews – anything below 4.4 stars with less than 200 reviews needs work.

Step Two: Create A Compelling Job Package That Stands Out To Top Talent

Your package should answer this question: What would make a top talent want to leave their current job to come work for us? Highlight aspects of your company like:

✔️ Company culture: What it looks like to work with your team
✔️ Day-to-day benefits: E.g. providing uniforms, gas cards, vehicle maintenance
✔️ Purpose: How your team impacts the community through your services
✔️ Learning opportunities: Training and ongoing education

When you do it right, it looks something like this:

But remember, no bait-and-switch. You must be able to put your money where your mouth is – because top talent will NOT stick around for empty promises. If you want A-players, you need to give them what they deserve.

And this is the beauty of the Talent Tap mentality. Offering compelling job packages to top talent isn’t a cost – it’s a direct investment into the ongoing growth of your business.

Step Three: Proactively Source Talent Instead Of Waiting For Them To Come To You

Don’t go where everyone else is fishing – if you rely strictly on job boards, you’re competing with every other company to hook the best talent.

Plus, the best candidates (i.e. the ones who will drive revenue) are likely already employed. They’re not refreshing job listings… but I guarantee they are scrolling social media.

A Talent Tap goes beyond the job boards and makes nearly 100% of the talent pool accessible to your offers.

With this strategy, you’re not just posting jobs – you’re putting the right opportunity in front of the right people, before your competitors even get the chance.

Audience Size

Ideally, you want to aim for an audience size of 1M+ (750k – 1M is also acceptable).

However, less than 750k within a 30 mile radius means you need to branch outside of your local area, and opt for relocation ads.

Local Hiring

For local hiring, your ads need to stand out:

✔️ Use bold branding
✔️ Clearly show pay details (ads without pay listed don’t convert as well)
✔️ Aim for eye-catching design that stops the scroll and drives immediate action

Relocation Hiring

Highlight what makes your area worth moving for. Consider where potential hires are coming from and why they’d make the move. And be sure to tick the same boxes as above.

Relocation ads should look like this:

Step Four: Simplify The Application Process to Reduce Drop-Off

Top talent won’t jump through hoops to apply for your job. If your process is clunky, you’ll lose them.

Think of employment leads the same as customer leads: they need to be nurtured. Most won’t apply on first contact, so you need a funnel that keeps them engaged.

Here’s how we structure ours:

Careers Page

Match the branding of the ad so the experience feels seamless.
Capture their details (name, phone number, email) so you can follow up.
Include a video to boost engagement: people interact with video 66% more than text alone.
Reinforce your key selling points: company culture, values, and how you invest in employees.

Here’s an example of a careers page we helped a client build:

Follow-Up Text

Send an immediate follow-up text: include a picture of the ad. This grabs their attention and increases response rates.

Like this:

Email Reminders

Automate a 5-day email sequence with reminders to apply and key benefits of the role.

Application Page

Think of this as a sales letter: We’ve found through our software analytics that candidates revisit this page multiple times before applying. It MUST sell them on the opportunity.
Expand on your job package: Show them why they should leave their current job for yours.
Be mobile-friendly: Many candidates will apply from their phones.
Make resumes optional: Most people in home services don’t have a resume ready to upload – don’t let this be a barrier to entry. For us, about 80% of the time there’s no resume attached.

Your application page should look like this:

The key point with this funnel is you’re not just collecting applications. You’re guiding top talent through a frictionless process that keeps them engaged and ready to take action.

Step Five: Pre-Screen Candidates For A Strong Culture Fit BEFORE The Interview

A written application won’t tell you if someone is the right fit for your team. They could have the perfect skills on paper but completely clash with your company culture.

And while interviews help uncover these gaps, they take valuable time away from your business.

That’s why we use one-way automated video interviews to screen candidates before they reach the interview stage.

Why The Automated Video Interview Works

Pre-screening via video responses gives you the opportunity to:

✔️ See how they communicate and present themselves in a professional setting (without spending hours in interviews).
✔️ Catch red flags early. If they record their responses while driving? That’s a hard no.
✔️ Get an authentic version of the candidate. In a live interview, people mirror the interviewer. With video responses, there’s no one to mimic – they have to be themselves.

Use Personality Assessments To Identify The Right Fit

During the application process, our platform puts candidates through a couple of key assessments:

DISC Assessment: Reveals if their personality aligns with the role you need them to fill. Technicians and installers will require different traits than sales people, for example.

Working Genius Assessment: Shows what strengths they bring to the table and what gaps they can fill in your existing team.

Building these screening tests into the application process ensures that you’re not simply putting butts in seats – you’re putting hearts in trucks. THAT’S how you transform hiring from a cost center into a revenue driver.

Here are a few reasons why the Talent Tap works to attract the most qualified candidates in home services:

It brings in top talent, not job board leftovers: The best candidates aren’t job-searching – they’re already employed. The talent Tap targets them where they actually are (like social media) and gives them a reason to join your team.
It pre-screens candidates before you speak to them: Branding, job packaging, and automated video screening filter out poor fits upfront. This means you only spend time on serious, qualified applicants.
It makes hiring predictable instead of reactive: Rather than scrambling to fill empty roles, the talent Tap keeps a steady stream of pre-qualified talent ready to go. This eliminates lost revenue from empty trucks, and keeps you ahead of the game.

And over 300+ home services companies have reaped the benefits. Here’s a small sample of them:

Note: These are just a FRACTION of HUNDREDS of businesses who are using this method of hiring… we have 300+ customers who have hired over 5000+ top talents, so you get the point. The talentTap is mega-successful both for us and our clients.

But the best part about this is the predictability.

You don’t need to constantly post job ads, sift through hundreds of unqualified applications, or scramble to fill trucks at the last minute.

Once the Talent Tap is set up, it runs in the background, bringing in top talent on autopilot while you:

✔️ Step away from the day-to-day headaches
✔️ Focus on big-picture business growth without your team falling apart
✔️ Finally enjoy financial freedom and security

If you’d like to see how we can help you get this set up… so that you can consistently bring in top talent without the hiring headaches… you have two options:

Option 1

Take the step-by-step process laid out here and build your own Talent Tap.

There’s no “secret” to hiring great talent. We’ve just figured out a way to attract, filter, and hire A-players using a hiring system that acts as a revenue driver rather than a cost center.

Option 2

You can work with our team 1-on-1 to set up the entire Talent Tap and guide you through every step. Save time, reduce costly hiring mistakes, and start lining up the right people before you need them.

Together, we will:

✔️ Analyze your hiring needs and define your ideal candidate
✔️ Refine your job package to make it more attractive than your competitors
✔️ Set up targeted recruitment ads that reach the right talent – locally and beyond
✔️ Build your careers page to capture and educate the best candidates

We will also set you up with our patented Talent on Tap Platform.
The first platform ever built from the ground up for your revenue workforce.

✔️ Automated follow-up to nurture employment leads
✔️ Pre-built application page that can be customized to your company’s needs
✔️ Automated one-way video interviews so you only meet with top contenders
✔️ Access to personality and skills assessments to ensure a good fit
✔️ Back-end analytics to see review candidate progress and answers
✔️ Revenue dashboard to keep track of who’s driving your bottom line

Ready to stop playing resume roulette and
start building a pipeline of
revenue-accelerating A-players? Book a Talent
Tap Deep Dive below!

On this call we will:

What’s Working (And What’s Not) In Your Hiring Process: We’ll take a look at how you’re currently hiring, pinpoint what’s causing drop-offs and dud candidates, and identify quick wins to improve results.
How To Attract A-Players With The Right Job Offer And Ads: We’ll show you what top candidates are looking for, plus how to position your job package and ads to get more high-quality applicants.
The Simple, Automated System For Filling Your Pipeline: Learn how a talent Tap can reduce manual work, pre-screen candidates, and make sure you’re only spending time on the best fits for your business.