How to Hire and Outsource to Scale Your Ecommerce Business | Bryan Guerra | Skillshare

Playback Speed


  • 0.5x
  • 1x (Normal)
  • 1.25x
  • 1.5x
  • 2x

How to Hire and Outsource to Scale Your Ecommerce Business

teacher avatar Bryan Guerra, I Help People Start Home Businesses

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

9 Lessons (29m)
    • 1. How to Scale Your Ecommerce Business

      2:54
    • 2. Pay for Productivity and Track

      4:46
    • 3. Systems Over People

      2:38
    • 4. Employee Compensation

      3:40
    • 5. Incentives are Everything

      2:37
    • 6. Test for the Long Term

      1:56
    • 7. Trust but Verify

      1:11
    • 8. How to Track Productivity

      6:53
    • 9. Putting the Skill into Practice

      2:16
  • --
  • Beginner level
  • Intermediate level
  • Advanced level
  • All levels
  • Beg/Int level
  • Int/Adv level

Community Generated

The level is determined by a majority opinion of students who have reviewed this class. The teacher's recommendation is shown until at least 5 student responses are collected.

10

Students

--

Projects

About This Class

When most people start a business they start out relying mostly on sweat equity, which can certainly get you pretty far. 

Eventually though, you realize to get to new heights you’ll need to build a team.

One of the revelations I had that’s allowed me to scale my business was that it didn’t matter how hard I worked. It didn’t matter how smart I thought I was. It didn’t matter if I slept only 3 hours a night and worked 21 hour days all 7 days a week.

I was only one person. I still couldn't outwork multiple people.

 

In this course we’re going to cover how to scale your business by hiring and outsourcing.

 

This course is primarily based around hiring for an ecommerce business (because that's the business I know and operate), but the tips and lectures in this course can be applied to scaling a business of any kind.

 

The concepts we’ll discuss will be broken down into 7 specific lectures

  • Why you should pay for productivity and not time
  • Why you should focus on building systems and not only hiring people
  • How to compensate your employees and virtual assistants properly
  • How to properly incentivize your employees so they’re more productive
  • How to build a great team for the long term
  • Why it’s important to trust your employees, but also verify they’re deserving of that trust constantly
  • How to track productivity so you know the jobs your hiring for are getting done optimally

Meet Your Teacher

Teacher Profile Image

Bryan Guerra

I Help People Start Home Businesses

Teacher

Class Ratings

Expectations Met?
  • Exceeded!
    0%
  • Yes
    0%
  • Somewhat
    0%
  • Not really
    0%
Reviews Archive

In October 2018, we updated our review system to improve the way we collect feedback. Below are the reviews written before that update.

Why Join Skillshare?

Take award-winning Skillshare Original Classes

Each class has short lessons, hands-on projects

Your membership supports Skillshare teachers

Learn From Anywhere

Take classes on the go with the Skillshare app. Stream or download to watch on the plane, the subway, or wherever you learn best.

Transcripts

1. How to Scale Your Ecommerce Business: Welcome to how to hire an outsource to scale your e-commerce business. Now, when you start a business, generally speaking, you mostly start out with your own sweat equity, okay. And that can get you pretty, pretty far, pretty quickly. Okay, Don't get me wrong. But eventually, eventually realized that to get to new heights and to scale beyond them, you need to build a team. Okay? Now, one of the revelations that I had That's allow me to scale my business was that it didn't matter how hard I worked. Okay. It didn't matter how smart I thought I was right. It didn't matter if I only slept three hours a night. It didn't matter if I were 21 hour days, seven days a week. I still couldn't out work multiple people at once. Okay. And so here we are. Okay? In this course we're going to cover how to scale your e-commerce business by hiring and outsourcing, okay, and this course is primarily geared around hiring for an e-commerce business because that's the business that I know and operate personally, but make no mistake. The tips in here and the tips in these lectures can be applied to any business and scaling any business across the board. So if you've ever wanted to scale a business, or if you have started the business or your own site us already, but like maybe you fail to scale it or you've hit a plateau that you can't seem to crack. This course will help you get over the hump, okay? Now, in this course, it's good for beginners, it's good for intermediate, it's good for, good for expert level business owners alike. It's also good for those people who aspired to become an entrepreneur in the future because these skills are invaluable for all. Now it really briefly let me explain what this course will cover. The concepts that we'll discuss will be broken down into seven individual specific lectures. First, we'll cover why you should pay for productivity and not tagging, Okay, Then we'll cover why you should build in higher system's not people, okay, big distinction there as well. We'll also cover how to compensate your employees and virtual assistants properly. We'll cover how to properly incentivize your employees so that you can ensure that they're more productive and they actually enjoy the work that they're doing will cover how to build a great team for the long-term. Just kinda higher for jobs over and over again, we'll cover why it's important that you trust your employees going in and you provide them with that trust. But it's also equally important to continue to verify that they are indeed deserving of that trust. Okay. And finally, number 7, and we'll, we'll cover how to track their productivity so that the jobs that you hire four, are getting done well and in a top, in an optimal timeframe, okay? By the end of this course, you'll have tangible skills that you can use to hire your first employee to scale your business to new heights and beyond. So without further ado, let's hop into it. 2. Pay for Productivity and Track: So the first tip is one that I don't see a lot of people doing and that's paid for production. Don't pay hourly. Okay. The thing that I realized is, you know, I'd much rather it's easy for me to quantify like the ROI on a VAs time or a VAs listing if you're paying them for production and not necessarily paying them hourly. Ideally, it's, I understand the attractiveness of paying somebody hourly because you can pay somebody super cheap like four or five bucks an hour or something like that, you know. And then you're you're hiring them for a long period of time. But the production within that timeframe isn't all the way up here because they're getting paid hourly weather, they list five products or whether they list 50, okay? And so the incentive isn't necessarily there unless obviously you're paying them with an incentive basis as well. Okay. I personally like paying them for production and then verifying that they're doing it right, and verifying that they're doing it the way that I've built the system now because then I can pay for 20 listings within an hour. It's going listings within three hours, wherever whatever it is, and then the VA as long as they're doing it well and doing it within the system that I built in listing like I've taught them, is incentivized to do it as quickly as possible. And then I can get more listings out throughout the day, right. Rather than me paying them for like an eight hour window and then getting paid the same amount, whether they list 50 in that eight hour window or if they list 1 fifth, right, so very, very different. And so I'd recommend paying them per, per production a because it's going to incentivize them to get them done faster, then you can obviously outsource and scale your business a lot faster without, you know, whether it's listing or processing orders or whatever it is, right. And on top of that as well, you're, it's easy for you to quantify the ROI on that because you can basically look at it and be like, Okay, well, I'm paying my VA X amount of excess amount of day for them listing, you know, however many of their listing on bringing back at y amount and profit every single day. So I'm still net positive, you know? And then, then obviously you're looking at it like a like a business kinda like that. I did a terrible job of explaining that, but I still Hopefully you're kind of following that logic. Okay? So like I said, recommendation is paid for productivity, not time, or at least start to think about how you can integrate that into your business model if that's something that you think is attractive, okay, at least test it out and telling you it works a lot better. I've tried both. Now, if you do pay hourly, one of the issues that you'll run into as well as I did because one of the one of the things that I did when I started to try to pay hourly is you outsource to somebody that lives on the other in another time zone. And a lot of ways, unless you're in the US and you're hiring somebody like in South America or Central America or something like that where you're similar time zones. Typically you're going to hire somebody in like the Philippines or India or Pakistan, russia, or something like that, right? And so they're on a completely different time zones, so their day is in the middle of your night. And that's an advantage and a lot of ways because you can have eyes on your business and be doing things in your business when you're sleeping, right? So somebody else's up while you're sleeping in it. And that can be an advantage, although it's a disadvantage for you to verify their production because you're not there watching them, you're not there making sure that they're actually doing what they're saying while you're asleep, right? And so if you do decide to pay hourly, you're definitely going to want something that's going to be able to track the productivity of the employee that you hire. Whether it's, you know, even an employee in a normal company or if you're outsourcing to a VA that lives overseas that you actually never really meet in person, right? And so one of the things that I recommend is to use a productivity software. It will basically track how much clicks there they're doing per hour, I believe how much pages they're turning. It will show you all the data like this is these are the URLs that they visited. This is the percentage of the times that they were active on a computer versus idle and a number of other things. And then it basically feeds all that data into an algorithm to give them a rigged up, a productivity score, right? And so you can literally see like over the eight hours you're paying them and you want to average it out, right? Like I'm not saying be like a crazy person and be like you you only did X, Y, and Z In the past eight hours. Like when you wake up in the morning, you want to kind of track that over time and average it out. But one of the things that will show you is like if you're VA, super, super productive, or if you're VA is like super, super lazy, you can literally see those major differences because as you hire more and more people, you'll start to notice like, okay, this person's really productive. This person's not really productive and everything in between, right? So a productivity software is a no-brainer if you plan on scaling your business, because ultimately if you're hiring someone to do a job, you need to be making sure that they're getting that job done. Otherwise, what's the point of paying them to do anything, right? 3. Systems Over People: Now the next tip is to create an implementable systems, okay? Instead of hiring somebody and you know, basically trying to retrain them like a new person every single time would like a new, a new way to do it or you know, whatever it is. Instead just create an easily implementable system that you can then train somebody with that same exact system and it makes it that much easier, right? So for example, an easy example of this is like a listing system. So I've created tutorials that I literally give to every single new VA that a higher for a job and it builds up it builds out a system, right? Like, I don't give them the freedom to be like, I want you to just use your judgment and this and that because then that's going to change VA the VA, right? Instead what I do is I built a system. I'm like this is how you should list. This is what you're looking for in the image. This is what you need to mark the product up for. This is how I want you to do the description. This is how I want you to do the shipping. This is how I want you to do the tags and it's literally a checklist that they go through so that a five-year-old could do that. And then obviously, it doesn't necessarily you're not leaving it open to chance based on the ability of your VA, right? You're training them to implement a system which is very, very different than you just training up a VA to do something themselves right there, dude, they're implementing a system versus them just kind of making their own judgment calls, okay? And it's very, very different. And then not only that, which is an advantage on top of that, you're you're you're able to I mean, you don't ever want to replace somebody because it is even when building out systems like bad tutorials, it is a headache hiring somebody new, verifying that they are actually doing the work right. Because that takes time out of my business where I'm actually doing other stuff. So like you want to train people with long-term and have them stay with your company. And that's another reason that one of the tips we're gonna talk about is paying them a little bit more. But on top of that, even if, God forbid they were to leave you or you didn't find that they were a bad employee or whatever it is, right. Or they're not as consistent or reliable as you'd hoped, you can just as easily hire somebody new and then just train them to implement the system and it makes it a whole lot easier. I also makes your business a lot more predictable. Okay? So instead of training people and kinda giving them the create, the creative freedom, what you should do instead is create easily implementable systems and then train your VA to implement that system. Okay? Again, that means that they're more replaceable and then you can use that to implement or to improve your system as you see them go through it. You can then improve your system with the feedback that you get from your employee or your VA implementing that system. And then that helps you train better employees. And vice verse, right? It's like that snowball, that compound effect, that feedback loop. 4. Employee Compensation: Pay them more than you want to. Okay? And I actually stumbled across this accidentally. I mean, it makes sense and I've heard a lot of other business owners say this about hiring, but like, you know, nobody when they're first starting wants to pay more than they have to write. A lot of people are looking for like the cheapest option possible, because that gives you the most profit potential possible for the same job. And that makes total sense. I get that logic as a business owner makes a 100 percent sense, right? But I actually stumbled across this accidentally because the very first person that I hired, I completely locked out when they've been great. But the reason they've been so great is a because they're great and they're phenomenal employee and they're hardworking. They're, you know, they, they, they have a hunger to learn new things and I love that about them. They're a great employee, but also because I pay them significant amount more than I should write. I don't even know what it is, but it's gotta be like 304% more than they should be getting. And I didn't know that I did that accidentally the beginning because I didn't know necessarily what I should pay a VA because it's first via ever paid. Right. But because I paid them so much and because I paid them more and you don't have to pay them that much more, right? I'm going to tie this into like the other V is up higher here in a second. But what I realized is like that person is always willing to work there, always waiting and ready to work. They're always willing to learn and implement new systems. They're always looking for ways to care and improve my business. They treat it like it's their business and they're really going out of their way to do good work, make sure I know certain things. They're always reporting issues back to me instead of seeing like somewhere other VAs just kind of go through issues and like because they don't necessarily care as much. Whereas this person that I'm paying more treats it more like it's their own business because it is their livelihood and they're getting paid a lot more, right? And so you wanna think about that. I'm not saying you have to overpay significantly, but pay people a little bit more than you think is the job is worth or think that like somebody in that area of the world would earn or is worth, right? Because they're going to care about your business a lot more. If they're going to work a lot harder, they're going to be open to solving problems and, you know, moving through issues and finding good ways around them rather than just trying to look at it is like, okay, this is another outsource job on being hired for that I don't really care about because I can get hired like if I put myself in that mentality of like somebody overseas getting paid like four bucks an hour or five bucks now, right? Like, what's the difference? Why would I care about the person hiring me for $4 or $5 an hour when I can just as easily go out and get another four or $5 an hour job is what I'm saying. Right. Whereas if somebody is paying me like six or $7 an hour, it's gonna be kinda hard to replicate and go out and find somebody. It's gonna be harder at least. Well, I'm finding another job at that price point. So my incentive is to care more about this job and make sure that I do a good job, right. And so that's a no-brainer, but I'm telling you that's not just like a fury anecdotally, I've seen that in my business and the very first guy that I hired is still with me to this day. He's hands down my best employee. He works the hardest. He's constantly willing to learn. He's constantly bringing issues to me when he sees them. Not that I want like people who like he solves issues don't get me wrong like on his own, which I love because he's like a he is he I don't know what I'm trying to say specifically, but he's gray. I'm telling you just just just test at least paying somebody a little bit more. I also have other employees that I pay a little bit more, not like all the web, what that is. And they also work a lot harder than other VAs that I brought in and tested at lower price points. Okay. I'm telling you it's going to make a massive difference in your business. It's going to improve the quality of your business, whether it's the listings, whether it's the costumer service, the order processing, pay them a little bit more and you will see that reflected in your business, okay. 5. Incentives are Everything: The next thing is the incentivize them. Okay, So the way that you can incentivize them, you can do like a profit share based on the significance that your business brings in at the end of the month, you can you know, there's a lot of ways to work around that. You can pay them a bonus for hitting a certain model listings or, you know, bringing in a certain amount of money, right? Like so you can say like if my business nets, you know, X amount, then I'll pay you a $100 bonus at the end of the month or something like that, right. And that incentivizes them to care as well and to continue to work harder because they'll want to earn that bonus, right? It's a, it's a, it's an incentive-based contracts essentially, right? And you see this all over the place and it works very, very well when you're hiring. Hiring as well. Okay. And on top of that and one of the other ways that I do it is all, all incentivize them with arrays. So I'll start people off a little bit more, whether that's 456, $7 for whatever the job is, whatever it is, right? And basically what I'll say is, listen, I know that this is pretty solid right now. But if you help me scale my business and we can scale it, this is what I think we can get it to, right? This is what we're doing now potentially, this is what I think we can get it to. And if we get it's that whether that's this month or next month, then we'll consider talking about giving you a raise and maybe bumping off a dollar an hour, which is a significant amount over 40, 50, 60 hours a week or whatever they're working. And so that's another way that you can incentivize them. But whatever it is, work incentives into your VAs and hiring process, it's going to, it's going to make your employees care more. It's going to make them work harder, and it's gonna make their productivity skyrocket. Okay, there's three more here. So we want to really briefly, I want to touch on is foreign contractor forums. I didn't know about this until my account actually told me about it. But apparently in like this is not coming from me. I don't know anything about this stuff. I don't think I understand the basics of accounting and the basics of hiring, but realistically, I'm still very kind of, you know, green at it and I don't know that much. And so it was brought to my attention that if you're paying significant amounts of money to like overseas people and it's not done through like website at 50 or Upwork or anything like that are all my jobs dot pH, which you shouldn't really realistically be paying somebody long-term through those anyway, like doesn't make sense. If you're building out a long-term hiring relationship, you need to have them sign a foreign contractor form. Okay. And so you can look into that, talk to your account about it, but that's something that you're going to meet a report on your taxes, otherwise, like it's going to be a red flag. At least it was brought at least it was I was led to believe that will be a red flag if I'm sending tens of thousands of dollars overseas in the name of contract labor. Okay. So make sure that you get a foreign contractor form signed. You know, it's going to save you a headache in the long run. 6. Test for the Long Term: A lot of people, you know, they use sites like like my job's out pH or they use sites like Fiverr and they use sites like Upwork to hire and that can definitely work. And I recommend that you do that as well because it's an easy way to kind of test a bunch of different people. It's almost like dating, right? Like you get to kinda data bunch of employees and see who kinda fits it, who's the best. And then obviously you bring them on for the long-term relationship, right? So you get that benefit, but then, so that's what you're gonna do in the beginning, right? Like you want to use these, these job platforms to kinda test a bunch of people and see who's the best candidate. But then on top of that, like once you find out who's the best, you want to take them off the platform and build an actual relationship with them, okay? And so what I recommend that you do is once we take them off the platform, you can pay them directly with either I mean, I use either PayPal or Western Union. There's a lot of other payment processors out there that you can use those to work very, very well for me. And it really is a no-brainer at that point to kind of build that long-term relationship because then then when you're paying them directly, they're getting a higher percentage, right? So it costs you less because you're not paying the site fee. Whether that's all on jobs up pH whether that's five or whether that's Upwork, you're not paying the site fee, so it costs you less to get them to do the job. And on top of that, they net more so they make more, so they care about your business more. So they work harder, et cetera, because they are also not getting the cut insight feet, right? So it's a no-brainer at that point. Use those websites to test people in date for lack of a better word. But then once you find a good candidate, then bring them off the platform and pay them directly and then get them on a messaging app as well like WhatsApp for a lot of them use WhatsApp. I use WhatsApp. You can also use Facebook Messenger, although I have remix some issues with Facebook Messenger, like when Facebook goes down or my account gets suspended, I can't contact my VAs. So bring them off another platform, maybe even WhatsApp or e-mail if you want to do that or whatever it is for you. Okay. 7. Trust but Verify: Finally, the last one is to trust but verify. Okay? So for example, like, like with the productivity software, that's one that I've touched on before. You can check with productivity software or you can count the listings if you're having them do the listings, you can go back and look at the message is if you're having them do customer service, you can go back and check the orders if you're having them do order processing. Although chances are you don't really need to check the orders because you'll find out very, very quickly if they're messing up orders, if they're doing the order processing. So what I'm saying is trust your employees. You don't want to be like the overbearing, like micro-managing boss. That's like you need to do this, this and this, and like you're always critiquing them, you need to give them the space to make mistakes, learn from their mistakes, and you need to trust them, right? But at the same time, it's like Ronald Reagan said, like trust but verify, right? Like you need to give them the space to trust and you need to give them space and trust them. But at the same time, you then need to verify that they're actually getting the job done, getting it done right, and doing the work that you're paying them to do, right? You're hiring them for a job. And so that's what matters, okay? And there's many ways that you can trust but 0 or there's many ways that you can verify, but regardless of what it is, figure out a system that works for you and then go out and implement it. 8. How to Track Productivity: In this video, I'm going to cover really briefly how to make sure that your VAs and the people that you hire are actually productive in doing the jobs that you're hiring them for right? Now, there's two ways to basically approach it. The first is to pay someone based on productivity. And for example, one of the ways that I pay one of my VAs is based on listings, right. So I pay them for how many listings they actually get up within the parameters that I set, right? That's really easy because it's easy to kind of trap that KPI and be like, Okay, they did this amount of listings. I pay them extra list and S per listing. And I can trap all that backend data or I like I can track like, okay, they did 50 today or they did a 100 and so I owe them x, and for every time I pay them to do X, I do y on that day. So it's pretty profitable right now. Obviously, what they're wasting that day might not sell right then. And you might get sales from my past days that they maybe didn't list, but it's just an easy way to track. It's an easy way to make sure that they're doing the job you're paying them to do. And it keeps a really simple read. But what if you're doing like most people recommend and you're actually doing, you know, paying someone for their time, right? Whether it's $3 or $5 an hour, $15 an hour for someone in the US or whatever it is, how do you track that person? They're doing it remotely and they're not actually working in an office or with you directly. How do you make sure that they're actually doing the things that you're paying them to do, right? And so I've probably tried to hire four or five people now it's nothing crazy. The one who's actually kill them in the other person does like kinda sporadic work, but they do good work. And one of the people that I actually hired did good a good job a couple of times. But I kept running into issues where they were doing product research for me, for Amazon specifically. And one night they will do because obviously they live in a different country, so it's a different time zone zone, so I'd set it up for them. The one I did absolutely kill it and be like, Wow, that was worth the money that I paid for them. It seems like they did a good job, right. And the next night it would be like, Well, they didn't really doesn't seem like they really got any leaves. Like maybe it was just unlucky but like it really doesn't seem like they put the work in any leak even close to the results that I was asking you or expecting of them and they claim that they weren't X amount of time or they did ask my work. Right. And so I had to kinda figure out like, okay, if I'm paying this person per hour and they're not sitting there watching them because obviously that defeats the purpose of hiring for someone else's time. And I'm not sitting there and watching them to make sure that they're doing the work that they're say that they're doing and I need to just trust that they are. How can I verify that? So what I did is I went out and I found a software, it's called an inner gardens inner guard software. You can install it on your computer. It's very, very easy. I forget how much it cost them month, depending on like the computer that you actually have, it might be I forget the actual amount. I might want to check that. I want to say it's like 98 years something per computer. Right. So like if you have somebody signing into splashed up, which is the software that I recommend I've basically splashed off is less than remote in your computer so that they don't need a VPN, they don't need any of this software. If you're using specific software, they can remote into your computer and use all the stuff on your computer, your IP address, the software you've already paid for, et cetera, et cetera. So if you also install inner garden on there, what it basically does is it tracks their productivity using an algorithm based on the time that they're working, right? So you don't need to basically ask them like, oh, how many hours did you work today, right? Oh, you work five. I'll pay for five. But then you have no way of verifying and they actually worked for five hours or three hours or 20 hours or whatever, right. And so what inner guard basically does is I use it to compare what they said that they worked and their productivity in those hours, right? It uses an algorithm to track their clicks there, like their mouse movement and mouse patterns, how many pages they view, you know, per hour, et cetera, et cetera. So instructs all of those things and gives them a productivity score and basically feeds back to you the amount of hours they're actually productive and working. The amount of hours that they were all like partial hours, like maybe it's like 37 minutes that they were like, oh, you know, or like semi working two hours that they are fully productive and based on like the KPIs that you said, and like three hours that they really weren't doing anything and the computer was kind of just sitting there stagnant and like maybe they changed the pager duty, right? And so it's a really revolutionary, at least in my business software because I don't need to actually go ahead and verify myself and watched them to make sure that they're doing what they're saying they're doing. This software is tracking all that for me and basically feeding back a productivity score based on that person. And from that information I can verify whether they're not actually, you know, whether I can trust them, right. Whether or not they're actually working the hours or close to it. I'm not like a crazy Stigler, but for example, the one-person, this is why I got it said that they worked eight hours one night, which isn't a big deal, hon paying them $5 an hour, $4 now or whatever. It's not that much money, but it's the trust. It's like if you extrapolate that over time and they constantly say they're working this time, but they're not you're paying them for a job that they're not doing. Right. So I can track the trust based on like, if they say that there weren't getting five hours in the productivity score is only for like 3.5 or four. It's not that big of a deal. Right. But the one person told me that they were working eight hours and then they only show productivity for 45 minutes of those eight hours. And I was like, Whoa, something's not right here, so I can't verify and kept using the software to verify. And sure enough, they clearly weren't working what they said they're doing. And the results that they were obviously producing weren't good enough, right? It's easy to verify the trust obviously, if they're working the hours at the CIA, they're working. It's easy to show like based on a bunch of different people. If you hire a bunch of different people, who's the best, who's the most productive, who's obviously getting you the results that you're looking for would be the most important. But just kind of like a stopgap and a good way to verify your employees are actually doing what they say that they're doing and they're actually productive dormi hours that you're working or you're paying into work, right? So again, it's called an inner guard software. You can go ahead and end download. I think it's a free trial for like two weeks or ten to seven to ten days or something like that. You try it out for free. It's very, very good. I highly recommend it and you don't even need to go ahead and install it on your computer. You don't need to set it up if you just message support after you go through the free trial, they will literally remote interview Peter, send it all up for you and then you can verify and see how well it works over like seven to ten days or two weeks or whatever during the trial. And then obviously decide for yourself if you want to go ahead and pay for it in full. Highly recommend it. It's been revolutionary my business. And obviously like if you plan on scaling to any certain degree and you're hiring multiple employees, it's going to be revolutionary for you because then you'll know that when you're paying somebody for a task or for an hourly job or something, they're actually getting results for what you're paying them for. 9. Putting the Skill into Practice: So now that you know how to hire and outsource to scale your business, it's time to actually put these skills to use for your course project. I want you to take a full inventory of your business. What are the things that are absolutely crucial that you need to do, right? Meaning the ones that would be difficult right now, at least to outsource to other people. And what are the things that you believe that you can systematize and higher for literally pause the video, take about five to ten minutes to write these down and actually do this, okay, pause the video right now. This is important. It's important to get clear on everything that you can outsource so that you can free up your time as a business owner to focus on the big picture strategy and focus on new frontiers for your business. All right, so now that you've written those down, I want you to create a short video tutorial or a short set of written instructions at the very least, on how to perform one of these things right now. Only one right? Then I want you to head over to one of the websites that we've discussed and literally go out and hire somebody for it. Okay. Remember, you are building a system, okay, in the form of a tutorial or written instructions specifically that is easily learned and easily replicatable. And then you're training somebody how to use that system. Once you've learned how to hire one person to perform one of these tests in your business. Then it's easy to do it over and over and over again for any task in your business that you believe can be systematized and make sure to comment in the project area what your experience was hiring your first employee, right. What was it like? What did you struggle with? What did you do? Well, what was your experience overall, right. How did it turn out and did it result in time back in your pocket? And if so, how do you plan to use that additional time going forward to scale your business? You might get lucky like me and find somebody great immediately, trust me, there were plenty of frogs in there with some parentheses. Or maybe you hire somebody and find somebody good after a couple of tries. But the key here is now, now you have the skills to scale any business in outscore and outsource any task. Okay, So I really hope that you enjoyed this quick crash course, and I really hope that you've got a lot of value out of it. I'll see you in the next one.