[00:00:03] Speaker A: Welcome to Big Ticket Pros, the podcast for agencies, coaches and high end service providers who know what it takes to thrive in competitive markets. I'm your host Ana Gonzalez and you can find me on social media at annabellprime. Our guests share insider tips, strategies and sometimes cautionary tales to help you close bigger deals and scale your business faster. Big Ticket Pros is sponsored by Conversational Funnels, the new way to close deals in 2025 that that does not rely on any of the of the old traditional methods everyone hates. We use this method to book 121 qualified sales calls in 10 days without any ad spend, outreach or endless social posting. Download the free step by step blueprint that shows exactly how we did
[email protected] that's conversationalfunnels.com Today's guest is Michael McNeil.
Actually Michael Neal.
Dr. Michael Neal is the founder and chief executive officer of BuildMyTeam. He is a practicing optometrist in private practice in rural Hawley, Pennsylvania. He founded Build My Team to solve his own hiring struggles in his practice by modeling how companies like Disney and the Four Seasons hire. The process worked so well he expanded it to help friends and now build my team services clients clients in 10 different healthcare professions in over 40 states and Canada.
In his downtime, he's a dad to two great sons, runs marathons with his wife and came in second in a 61 mile ultra race.
Michael, welcome to Big Ticket Bros.
[00:01:38] Speaker B: So thanks. Thanks so much for having me.
[00:01:40] Speaker A: Anna, thanks so much for being here. What is the best piece of advice you would give to someone just starting starting out in your industry?
[00:01:47] Speaker B: Well, I think right off the bat in the we'll talk from the hiring industry, not the healthcare industry, but from hiring for small businesses. I would say the best piece of advice I could give is not to use resumes for hiring. Not to focus on the resumes but instead focus on the candidates natural strengths and talents.
[00:02:10] Speaker A: You know that is super interesting.
I have heard of a lot of people being very worried about the resume and being and other people being like yeah, send me your resume. But I think or what I seem to be very effective is to look at the person character. Are they a good person?
What are their core values? Do they align with your core values? I think that can bring a lot of value. What do you think? What are your thoughts about that?
[00:02:46] Speaker B: Well, we take it a step further.
What our our process is is that we write the job description for our clients. We publish it to over 20 different job boards. And so we create a funnel with a massive amount of people that are pouring into the top.
Most of them are eliminated. In fact, almost all of them are. And it's all done in our automated software that will determine if they're a fit for your business based simply with a thumbs up.
That's all done using strengths and talents. So let's say for example, you need somebody for a position in a secretarial role.
Well, we're looking at things like are they, can they multitask? Can they handle high stress environments? There aren't a lot of secretarial positions, especially with bigger businesses that aren't high stress environments. Can they are the type of person who likes to talk to people. How do they communicate? We're measuring all kinds of stuff in addition to the natural strengths and talents. And when you have somebody in a position that they are asked to show up each day, be themselves, be them, their authentic selves and they learn super quickly. They, they're terrific people. They, it works out extremely well for your business. They perform and they perform better than you could possibly imagine somebody doing the job.
[00:04:07] Speaker A: That's really interesting. So how, how do you measure, if I, I understand that you use a software to do this, how do you measure all of those qualities in the new hires with this software?
[00:04:19] Speaker B: Well, it's about a 10 minute process that the candidates can do as soon as they apply for the job. They get a text on their cell phone with within five seconds of applying. So if it's in the middle of the night or whenever they're doing, and we have people do this 24 7, what we're doing is about a 10 minute process, as I said, that measures their strengths and talents. And this is a measurable, I mean these things are measurable in terms of what they're good at.
They're just naturally who they are and where they excel.
So when we measure those, you imagine you, you can apply that to a position and then you put that person into a position where they're asked to be themselves all day long versus try hiring from a resume. You have no idea what the person's good at. What's on paper in front of you? Is that a list of jobs that they have been so terrible at they're no longer doing them? Right.
[00:05:12] Speaker A: Probably. I never thought about that that way.
[00:05:14] Speaker B: Yeah.
[00:05:19] Speaker A: Maybe I have thought about, oh, this person said that they know how to do this, but that's just on paper. This is what they say.
[00:05:26] Speaker B: Yeah.
[00:05:27] Speaker A: Is this actually true?
[00:05:28] Speaker B: Right. And they're going to tell you Whatever you need to hear. Because you're the one holding the money, you're the one with the position. And in an interview, they're simply trying to, to win.
[00:05:45] Speaker A: Well, yes, that makes sense. And you know, I've met, I have worked remotely with a lot of people and some of them, my experience has been whenever they don't fit, for instance, what we're looking for, okay, please do this and the task, and maybe they don't know how to do it, but since they don't want to lose their job, they say, yes, I'll do it. And it is counterproductive for everybody.
[00:06:15] Speaker B: Yeah, most certainly. And that's what we see when the person is a bad fit for the position.
[00:06:26] Speaker A: I, I do you measure this with, with. Okay, so I understand.
Or what I took away from this is that you send a link and these people are themselves for 24 hours. And then you're measuring that for, for the whole 24 hours. How, how does it work?
[00:06:42] Speaker B: No, no, no, no, no, no. It's, it's a link sent to their cell phone and it takes them about 10 minutes to fill out this information.
And then our software will take the reviews. Our software processes all the information and then gives a thumbs up on the back end. And the next step on the, if they get a thumbs up through the process, we know that they can do the job with about 97% accuracy.
And what we do then is we send them a video interview. What the video interview does is it doesn't matter what they look like. If they're, they're pink, purple, none of that stuff matters. What we're looking for is to see how they would represent your business.
Some businesses want to be represented one way, some want to be represented another way. We're looking for all of those types of intangible information. And when, when the person goes through that process, some of them are removed as, as final candidates. But the ones that make it all the way through, they are superstars. You're talking about a players. Those are the folks that are sent to our clients to interview in person. Some clients don't even interview them. They just hire them and move forward.
The ones that are really used to our process do that.
[00:07:56] Speaker A: Yeah, that is pretty interesting.
[00:07:59] Speaker B: It's pretty neat. Yeah, it's completely predictable, reliable, and it removes the stress, it removes the indecision from the client side of things.
You know, should you move forward on this person, should you not? Well, we already know they can do the job. So it, it makes, it removes it from the gambling arena. You know, 50, 50 or worse odds to something. You can say, yes, we're going to be able to invest in this person, we're going to be able to really push this, this person and get a tremendous amount of value out of them in a short period of time.
[00:08:32] Speaker A: You mentioned two words that I think are very important. It's predictable and it's reliable.
And I think that a lot of people hold on, hold up to hiring new people because they don't know what they're going to get.
[00:08:44] Speaker B: Right. And for example, one of the things we're measuring is their speed of learning.
So we know that these people learn incredibly quickly. They don't need experience, they can come in, learn the job in days, a week or two. I mean it's very, very quick because of the level of performance that they're capable of. So you're also not having to untrain somebody with experience. You're not having to have the awkward conversations. And we don't do it that way. I know you did it at this previous job that way. We don't do it like this. None of that stuff matters. These are folks who are coming in, they're eager to learn, they're raring to go and most importantly, what you're asking of them on a daily basis, they can do that exceptionally well, exceptionally easily and they perform.
[00:09:26] Speaker A: That seems fantastic.
[00:09:28] Speaker B: Yeah. This really does remove the risk.
It minimizes the expense. Our service is not expensive, it's extremely affordable and it really allows a small business owner to just focus on what they do best best. Instead of death by a thousand paper cuts, printing resumes over and over, or even worse, you don't get very many job applicants at all. And then you're, you're making a decision based upon people that you, you don't like any of them.
[00:09:54] Speaker A: Oh wow, that's amazing. So Michael, tell us about who you serve and how people can reach out to you.
[00:10:02] Speaker B: Any small business looking for administrative, clerical positions, starter positions, management.
We work with all those businesses. We started out in HealthC. We're now in all different forms of healthcare, all kinds of small businesses and that's really where our niche is. We're not hiring CEOs or executives, we're not hiring doctors. We focus on the, the entry level positions and bringing in outstanding people for that those positions in an affordable way.
[00:10:32] Speaker A: Great. How can people find you?
[00:10:34] Speaker B: Easy. Go to www.buildmyteam.com and take a look at the website.
Can schedule a free consultation to talk to our team members that, that we can do an outstanding job. For you and and move forward that way.
[00:10:50] Speaker A: Amazing. So we're going to wrap it up here. Thank you, Michael, for joining us and sharing some wisdom about thriving in a competitive industry. You can learn more about what Michael does by visiting buildmyteam.com if you are an agency coach, professional services provider, or otherwise expensive stuff, we'd love to have you in a future episode. You can apply at bigticketpros. Com. And once again, if you want to learn about the new way, we're booking dozens of qualified calls per week with no ad spend, download our free blueprint at conversationalfunnels. Com. That's all for now. Go get that big ticket punched. See you later.
[00:11:26] Speaker B: Thank you.
