Episode 8: Hiring - Crafting your ad to Attract A Players

In this episode of the Huge Insider Podcast, host Sid Graef teams up with Kyle Ray from Geek Window Cleaning in Austin, Texas, to dig deeper into hiring best practices. Their conversation focuses on crafting a compelling job ad that attracts top-tier talent, ensuring applicants fit your company culture, and implementing an effective screening process. By using tools like ChatGPT for ad creation and including small details (like an “Easter egg”) in the job listing, Kyle shows how to filter and find standout employees. From creating thorough candidate “personas” to developing interview q

Sid Graef (Host):
Okay, so what did you learn today from Kyle about hiring and how he manages his process? Better question is, more importantly, what are you gonna do with it? Is this something that you can take and implement in your business today to make it better so you can hire more A players?

That’s the goal—to each week and every time, multiple times a week, give information straight from the mouth of an expert—someone who is actually putting it in practice. This is not theory. Take it and do it, so you can have a better, more profitable business.

So here’s your next step: Everything that was covered in the show today is in the show notes, but most importantly, download the action guide. It’s located at thehugeinsider.com. You just go there, download it, and make sure that you are subscribed to our free weekly newsletter. It’s also called The Huge Insider. The same thing goes there—we’ve got actionable tips and strategies that will help you build a better business right now, and it is free.

Other resources that we have for you: we’ve got our Facebook group and community, and that’s the place where, when you join, you can share ideas and collaborate with other people who are in the field in their business, working hard to make it better. You can help each other.

And every summer, of course, we have the Huge Convention. This is the ultimate event for home service business owners. This year, we’re in Nashville from August 20th to the 22nd. Tickets are really, really inexpensive, so grab yours at thehugeconvention.com before prices go up. Prices do go up on April 1st, by the way. But this event is where real breakthroughs happen, and it’s the place for networking, education, and the biggest trade show in the industry for our industries.

If you’ve already crossed the threshold and hit the million-dollar mark in your business, and you’ve got five employees or more, check out the Huge Mastermind. This is a place for the fast track to a freedom business. You can get more information in the show notes on that one.

In the future, if you’ve got a success story, or you’ve had a great learning experience—meaning you’ve tried something, fell flat on your face, had a painful learning experience, and got back up and built a better business because of it—we want to hear from you. Call us up at 804-600-HUGE (that’s 804-600-4843). Leave a message, tell us all about it. We might just feature you on an upcoming episode. We’d really love that.

That’s it for this week. Don’t just listen—take action. We want you to win and prosper. I’m Sid Graef, and I’m your host. This is the Huge Insider Podcast. We’ll see you next time.

uestions that invite real vulnerability, you’ll learn to recruit “A players” who mesh perfectly with your business values.

Show Notes

• Guest: Kyle Ray, Geek Window Cleaning (Austin, Texas)

  • No direct links provided in the transcript.

• Mentioned Tools & Resources:

  • ChatGPT or “Chad GPT”/DeepSea (AI platforms for generating job ads and interview processes)

  • “Hire Buss” (a final filter for hiring; no direct link provided)

  • The Huge Convention (annual event for home service business owners)

  • The Huge Insider newsletter signup

  • The Huge Insider podcast downloadable action guide

  • The Foundations platform trial offer

  • The Huge Mastermind info page

  • Facebook community

Sid Graef (Host):
Welcome back, my friend, to the Huge Insider podcast. It’s Sid Graef, and this is a midweek episode. We’re gonna carry on with this month’s topic, and that is hiring. We’re diving deeper and deeper into the hiring process—how to recruit, how to hire, how to place the ad, where to place the ad, how to craft an ad that weeds out the people that you don’t want working at your company, and how to make sure your company is a place where A players want to work.

This week—or today—we’re jumping back in with Kyle from Geek Window Cleaning in Austin, Texas, and we’re gonna go deeper into how they craft their ad to attract the right kind of person and his process for screening and interviewing. It’s pretty fascinating, and I hope you take notes, download the action guide, and take action. Make your business better. Please join me with Kyle Ray. You’re gonna dive back in.

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Kyle Ray (Guest):
Hey, Kyle here with Geek Window Cleaning, and I’m gonna give y’all our tips and tricks on how we market to attract top talent to our company using online job boards, since this month’s hot topic is hiring. So let’s dive in.

Yes. Before we get started, we are going to be using ChatGPT or DeepSea to help accomplish this faster. You can definitely do this on your own, but it will definitely be more of a struggle.

All right, so you’re gonna go to ChatGPT or DeepSea, and you’re gonna put this as a prompt—I’m just gonna read this verbatim. You’re gonna say:

“You’re a business consultant, and we’re [insert your industry, so window cleaning, pressure washing, whatever that is]. We’re a [pressure washing] company looking to win Inc.’s Top Workplace for [whatever region you’re in—Southwest, Northeast, whatever]. My current company culture looks like this…”

So put in whatever your company culture currently is or what you want it to be. “Then, what am I missing to win Top Workplace? Be as detailed as possible, break some boundaries, and create a movement.”

So that’s the first prompt you’re gonna put in. Then you’re gonna do the following:

“I’m going to tell you about my company. I don’t want feedback. Just learn it.”

You’re gonna insert everything about your company—your industry, your branding, your culture—just everything you can possibly think of so you can train this ChatGPT about your business. Then after you do that, you’re gonna put:

“These are the top 50 to 100 traits of my ideal candidate.”

And you’re gonna list them for whatever position you’re hiring for. This is hugely valuable: make sure you’re writing out 50 to 100 traits of what your ideal candidate is—do they like to play golf, do they like to go fishing, whatever. Whoever you want to come work for your company, you want to make sure they fit in with everyone else and enjoy the same things, because you want to be working with people that are similar or have similar interests. That will really help increase your company culture.

So after you put in those 50 to 100 traits, then you’re gonna say:

“Build out three to five employee personas that would identify with our company culture based on our ideal candidate traits. Now identify all the problems that these current personas face in their current workplace or previous positions.”

And then you’re gonna tell it:

“Look up the book ‘Building a StoryBrand’ and provide the key takeaways as they apply to my business and company culture.”

Then, using everything you know about our company culture, ideal candidate traits, their problems, and building a brand story key takeaways, create an Indeed-formatted job ad that will attract our tribe and build an empire.

That will give you your Indeed ad that will help attract the top people you want to come work for you.

As a bonus, you can ask ChatGPT then to build out your interview process, and then ask it to insert some highlights about the company and culture, as well as some deep-dive questions that separate us from the industry and invite vulnerability. This will help you with your interview process, and this is what we run.

Another thing that we do is we add a little Easter egg into the section “What we’re looking for in a candidate.” We will put “always wants more cowbell.” The people that actually read it and get the reference will laugh, and then they’ll want to apply because they want to work for a company that has a sense of humor—that’s part of our culture. And if they don’t get it, they tend to look it up, and then the same thing happens. Whenever we are interviewing, we ask if anyone caught it, and if they say they didn’t even see it or they don’t know what we’re talking about, that tells us they probably didn’t really read the job ad and just hit quick apply. We just take note of that, and we start asking other specific questions about the job ad that resonated with them and why they decided to apply and want to come work for us.

This will help you narrow down quickly to the A players that you actually want to invite to come and do an in-person interview. And then on the back end of that, we recently implemented Hire Buss as a final filter. We don’t really have too much experience with it, so I can’t really say too much, but so far what we’ve seen, it seems great and just helps us get a better picture of who we’re talking to. So, hope that helps and good luck hiring.