You could, and you already tried. Your network, Indeed, LinkedIn, VAs, a buddy who said he could sell. The applicants were weak, so the standard slipped, and you hired somebody who doesn't suck instead of somebody who closes.

Hiring closers is a full time job and you already have one. The reason it keeps failing isn't effort, it's that there's no process behind it.

Then you don't pay the back half, and the replacement comes out of my time instead of your budget. The guarantee is written on contracts closed, not hours worked or resumes sent.

That's the trap. Your rep isn't broken, he's average, and average is expensive when leads cost $50 to $300 apiece. A rep at 1-in-25 versus a rep at 1-in-6 is the same spend producing three or four times the contracts.

You don't have a production problem. You have a ceiling problem.

$4,000 up front and $4,000 after your rep writes 5 qualified contracts, or $7,000 paid in full. Average assignment fee across trained operations is $29,788, so one deal covers this several times.

No catch, different product. A headhunter sells you a search. They post, screen, hand you three names, and invoice you. Whether that person closes or quits in six weeks is not their problem, because they already got paid.

Sourcing is about a third of the work here. The rest is testing, ramp SOPs, and daily live training for 30 days. They can't offer a performance guarantee because they have never trained a closer in their life.

Your placed rep writes 5 contracts in his first month or the second payment never leaves your account. That's why split pay exists. One refund has ever been issued here, for $1,000.

What's expected on your side gets said out loud on the call: real lead flow going to the rep, and your team actually running the process he's trained on.

Comp gets built around your operation on the onboarding call, because it depends on your lead volume and your average fee. A-player closers go where the money is real. Pay a rep like a rep and you keep him.

Interviews get gamed. Testing doesn't. Competency and resilience both get tested before you meet anybody, which is why finalists come to you instead of applicants. You still make the final call on fit.

He gets replaced. Your risk is one slow month. Mine is running the whole placement again for free.

These are American closers placed into your business, working your CRM under your rules, with call recordings reviewed daily during ramp. You see the calls, so you see everything.

Yes. The deep dive on day one exists to pull your scripts, your offer structures, and your standards into his training. He's trained to close your way, sharper.

Placed in 7 days, ramp SOPs built to hit KPI within 30. Industry norm is roughly 90 days. Fastest placements have written a contract inside the first 24 hours. Not a promise, just what has happened.

Every rep runs the same scorecard: 2 minute speed to lead, 3 offers a day minimum, 20% offer to lock, $20,000 minimum average assignment fee. Numbers get reviewed with you, not reported to you.

Depends on your operation and your market, and it gets decided on the call. Say up front if in person is a hard requirement.

That's the point, and most owners say it out loud on the call. You being the best closer in the building is the exact reason the business can't grow past you.

He's your rep on your payroll, running your process, hitting the scorecard. Ongoing management and training is available if you want it. Nothing gets bundled in without you asking.

Then a closer isn't your bottleneck. An A-player with no leads quits, and you're out the placement and the momentum. Fix lead flow first and come back.

Fair, and here's the honest read. Needing to think usually means you aren't confident this produces the result, because the need for the result was never in question.

So say what's missing. Bring the specific concern on the call and it gets answered, instead of the decision sliding another quarter and nothing changing but the date.