Systems, Not Seminars | Repeatable, Scalable, Sustainable.

Most owners in the trades care deeply about their crews. They lose sleep when somebody gets hurt. They feel sick when a paycheck gets messed up. Then they hide all of it, and the crew never knows. In this solo episode I explain why caring gets treated as soft in the trades, and why that silence costs you the exact people you want to keep. This one is for owners who run crews, not for HR departments.

You'll hear:

• Why owners stay silent about how much they care, and what comes out of their mouths instead.
• Why a bigger paycheck rents loyalty for a while and never earns it.
• What 20 service managers told me when I asked where their loyalty came from.
• Why high standards and caring about people live together, not in opposition.
• The Monday move: tell one employee what they did well this week and why it mattered to the business.

Full show notes: https://ryanenglin.com/podcast/caring-about-your-employees-is-a-business-advantage-not-a-soft-skill

Grab my book "Hire Better People Faster" and start hiring the people you never want to fire.

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An owner told me his hiring is fine now. Applications are up and his seats are full. Then he showed me his numbers. Easy hiring hides a leak, and every business is leaking. This one is for owners of trades, construction, and field service companies who fill seats fast and still work sleepless nights and long weekends.

You'll hear:
- Why a filled seat doesn't mean you have the right person.
- The costs you never write a check for: callbacks, doubled job timelines, managers back in tool belts, and morale draining off your crews.
- What happens when you hire someone to handle hiring and put a person between you and the leak.
- Why an easy market trains you to hire reactively, and why that breaks the day the market tightens again.
- Why fill rate is a vanity number and tenure tells the truth.
- The Monday move: pull tenure for everyone hired in the last 18 months, including the people who left, then compare it against the 18 months before that.

Full show notes: https://ryanenglin.com/podcast/hiring-got-easier-your-business-got-worse-here-is-why

Take the Bottleneck Test at corematters.com and find out where your business stalls.

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They seemed fine last week. They weren't. They decided six months ago and you found out Tuesday. In this solo episode, I break down why your best people quit without warning, and why the warning signs were there the whole time. This one is for owners of frontline-heavy companies who just lost someone they thought was locked in for life.

- Why people quit twice, once in their heart and once when they hand you the notice
- The controller who left over two words her owner never said, and what her exit interview revealed
- Why a quiet, agreeable A player is a checked-out A player, not a converted one
- Why the three-dollar raise is the justification, never the reason
- The real cost of replacing somebody, and why it runs far past your Indeed spend

Your Monday Move: Name your one irreplaceable person besides yourself. Then ask yourself when you last had a real conversation with them that had nothing to do with work. If you can't remember, that's your signal.

Find your bottleneck in three minutes. Take the Bottleneck Test at: SystemsNotSeminars.com

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"We don't have people problems." I hear it on almost every first call, and two minutes later I get the list. The superintendent nobody wants to confront. The guy who left for fifty cents more. The crew we keep recycling. In this solo episode I unpack why owners say that sentence, what it hides, and why admitting a people problem feels like admitting a leadership problem. This one is for owners who run crews and keep explaining the same issues away.

- Why the phrase "we don't have people problems" always comes with a list attached
- Why nobody announces a roof that isn't leaking, and what that tells you about denial
- The hiring versus retention math, and why recycling the same guys keeps you stuck
- How field supervisors who avoid tough conversations turn tolerance into the new normal
- Why good systems handed to good people beat great people with no system, and why systems are the part you can actually fix

Full show notes: https://ryanenglin.com/podcast/we-don-t-have-people-problems-and-what-it-really-means

Take the Bottleneck Test at corematters.com and find out where your business leaks.

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If you found this episode insightful, please subscribe, share, and leave a review. Your support goes a long way in helping us bring more impactful discussions your way.

A buddy of mine texted me about an oil leak. He was talking about cars. He was actually describing your business, and every other business in your industry.

Here's what he sent me. He said people hear what I do and their gut reaction is "thankfully, we don't have people problems." Then he painted the picture. Imagine your car leaks oil. Your neighbor's car leaks oil. Every car on the block leaks oil. Everybody has a pan or a piece of cardboard or a bowl shoved under the engine to catch the drips. Nobody calls a mechanic. Nobody calls it a problem. It's just how life works on that street.

Then a friend pulls up in a car that doesn't leak. Suddenly the whole neighborhood has a problem. But only once they see it.

I read that text and thought: this is every business I have ever walked into. This is every owner I have ever sat across from.

The way it's always been isn't always the best way

Turnover is accepted as normal by many frontline companies. You see it in refilling the same seat every eight months, the Indeed ad that never comes, the owner working Saturdays because every estimate, every customer complaint, and every people problem crosses his desk.

But none of it is normal. All of it is expensive.

You have gotten so used to catching the drips that you stopped seeing the leak. Somebody at a trade association meeting told you everybody deals with this. Your competitor down the road said the same thing. Your dad said it. So you accepted it as normal and moved on with your day.

I can say "this is not normal" until I am blue in the face and it will not land. Words don't move owners. Proof does. That's the entire reason this show exists.

Nobody wants another guru with a great idea

There are thousands of people out there telling you how it ought to look. They get you hyped up. They hand you a concept. They fill a ballroom for a weekend and disappear on Monday.

Almost none of them get their hands dirty with you.

Ask one of them "how do I actually make that happen in my shop, with my people, next week" and you get crickets. Or you get "just go have the conversation." I have never been trained on how to have that conversation either. Nobody taught me how to handle the pushback, the resistance, the rebuttal, the guy who gets defensive and shuts down. That gap is where owners quit and go back to accepting these problems as normal.

This show goes the other direction. Practical. Tactical. Things you implement right away, with the people you already have, at the size you already are.

The guy with the clean driveway started exactly where you are

I know what you're thinking. You know that guy. He just sold to private equity for half a billion dollars, and now he stands on stage talking about supporting your people through thick and thin and paying them even when there's no work. You look at him and think, I am not that guy.

He wasn't that guy either. At some point in his career he stood right where you stand. He put small pieces in place, one at a time, and he got there.

He isn't smarter than you. He didn't get lucky. He made the right decisions at the right time. He stopped playing the victim. He stopped blaming the economy, the marketplace, and kids these days. He pulled his boots up and did the hard work.

I have sat in that guy's office. Every so often I will bring one of them on this show. Not often, because I care more about getting our hands dirty together than about admiring somebody else's finished house.

The nag in your gut means you are ahead of your competition

When something eats at you and every person around you insists it's fine, the nag is the signal. That gut feeling that says there has to be a better way puts you ahead of the owners who accepted the oil leak as the cost of ownership.

And you will hear me challenge a lot of thinking here. Starting with this one: there is no labor shortage. Some of you want to shut this off right now. It's still true. We don't have a kids-don't-want-to-work problem. We have a nobody-wants-to-work-for-you problem. I have made that case in longer conversations elsewhere, and I will make it again here. Disengagement alone rips real money off the bottom line every single year, which I broke down in this conversation on how low engagement drains revenue.

I don't pull punches. I also don't point fingers and walk away. It's not your fault nobody trained you. It's not your fault the whole neighborhood convinced you the leak is normal. And it is fixable.

Your Monday move: write it down

Every episode ends with homework. I call it the Monday move. Instead of walking in Monday morning, staring at your inbox, and putting out fires, you do one thing that means fewer fires Friday and fewer fires next Monday.

Here's this week's move. Write down every recurring problem you stopped calling a problem. Every place you "slid a pan under" and told yourself everybody deals with it.

Do not fix anything. I mean that. Start pulling on threads at random and you create new problems. Take inventory first. If you don't know where you stand, you have no shot at knowing where to go.

Two tools I built help you count honestly. The W2 test: compare headcount on payroll December 31st to the number of W2s you issued that year. That gap is a pan you have been ignoring. And the hats worksheet: list every single thing you do, then mark what drains you. Most owners find their biggest leak is themselves. That's the Core Fit Blueprint starting point, and it starts with seeing clearly.

Make the list. Bring it Monday.

Want to know how much of the leak runs through your own desk? Take the Bottleneck Test at corematters.com.

New episodes every Wednesday.

Support the Podcast:

If you found this episode insightful, please subscribe, share, and leave a review. Your support goes a long way in helping us bring more impactful discussions your way.

What does it take to grow a trades business inside a franchise system without losing your edge? In this episode of Titans of the Trades, Ryan Englin sits down with Andrew Olesnavich, VP of Emerging Brands at Premium Service Brands. Andrew supports emerging service brands across the trades, helping owners gain traction, build strong teams, and reach breakout growth.

If you’re a trades business owner who wants stronger systems, better leadership, and sustainable business growth, this conversation is for you. Andrew shares what holds entrepreneurs back as they move from operator to true business owner. He explains why so many owners think they “know better,” how that mindset limits growth, and what to do instead.

They also discuss why brand awareness doesn’t happen automatically, even with a franchise name behind you, how to get involved in your local community to drive organic leads, the biggest people mistake owners make in their first 90 days, why culture is your only true competitive advantage in the trades, and how monthly financial reviews can empower your team and improve performance. If you’re serious about growing your trades business, improving hiring, and building a culture that drives referrals, this episode delivers practical insights you can apply immediately.

Key Takeaways

• 00:04 – Why emerging franchise brands face the same growth challenges as independent trades businesses.
• 03:56 – The biggest mindset shift owners must make when operating inside a system.
• 08:31 – Why “I know better” is one of the most common growth killers in the trades.
• 09:26 – The marketing myth that hurts new service businesses the most.
• 10:52 – Why one week of training isn’t enough to build a high-performing field team.
• 14:17 – “Culture is by design or by default” and what that means for your business.
• 16:13 – A simple act of kindness that turned into multiple booked jobs and long-term brand equity.
• 19:44 – A grassroots marketing tactic owners can implement this week.
• 26:18 – Why reviewing financials monthly is non-negotiable for trades business growth.
• 26:47 – How sharing KPIs with your team can increase ownership and performance.

Connect With Andrew:

Website: https://www.premiumservicebrands.com/

LinkedIn: https://www.linkedin.com/in/andrew-olesnavich-9527776/

Support the Podcast:

If you found this episode insightful, please subscribe, share, and leave a review. Your support goes a long way in helping us bring more impactful discussions your way.

What does it take to build a dominant restoration company in today’s market?

In this episode of Titans of the Trades, Ryan Englin sits down with Sebastian Williams, Partner at Sasser Restoration. Sebastian didn’t grow up in the industry. He started in high-level consulting in New York City before making a bold move into the trades. From two vans and a handful of employees to a multi-state operation, Sasser has tripled in size by focusing on one simple principle.

Hire the best people. Train them well. Retain them.

But this isn’t theory. It’s a blueprint. Sebastian shares how process, technology, and leadership discipline helped Sasser Restoration scale across North Carolina, Texas, and California. He also explains the mistakes they made early on, especially when moving too fast with technology, and how they built buy-in from field teams who weren’t comfortable with digital tools.

If you’re a business owner, contractor, or trades executive who wants to:

• Improve your hiring process.
• Reduce turnover in your company.
• Build a culture that actually drives performance.
• Implement technology without alienating your team.
• Create confident field leaders who don’t need constant supervision.

This episode will give you practical insight you can apply right away.

Sebastian breaks down how to connect core values to performance reviews, how to create accountability without micromanagement, and why training and “scrimmaging” your team may be the missing piece in your business growth strategy.

If you want to build a company that dominates its market, this conversation is a must-listen.

Key Takeaways

• 00:01 – Why a former NYC consultant walked away from corporate life to build a business from scratch.
• 03:37 – Starting with two vans, wearing every hat, and why getting “mud on your boots” matters.
• 05:28 – The biggest mistake new leaders make when bringing technology into a company.
• 08:14 – Why tech resistance in the trades isn’t about attitude, it’s about confidence.
• 12:20 – How inventory tracking and process upgrades saved money and increased team buy-in.
• 15:48 – “That’s their job” vs. building a team-first culture.
• 18:41 – Why disaster response businesses must master process before the emergency call comes in.
• 19:42 – The power of training and “scrimmaging” your field teams before real-world chaos hits.
• 26:54 – Sasser’s bold goal to double its well-trained team members and why growth starts with people, not revenue. 

Connect With Sebastian:

Website: https://sasser247.com/

LinkedIn: https://www.linkedin.com/in/sebastiancainwilliams/

Support the Podcast:

If you found this episode insightful, please subscribe, share, and leave a review. Your support goes a long way in helping us bring more impactful discussions your way.

If you own a construction company, you already know safety isn’t optional. It’s required. By OSHA. By your general contractors. By your insurance carrier. And by your own standards as a leader who wants every employee to go home safe.

But here’s the real question.

Is your construction safety program actually protecting your company?

In this episode of Titans of the Trades, Ryan Englin sits down with Eric Wick, Founder of Safety Team Technologies, to break down what most contractors are missing when it comes to construction safety training, OSHA compliance, and workers’ comp risk.

Eric started his career as an insurance broker. He saw firsthand what happens when construction companies treat safety like a binder on a shelf instead of a living system. Workers’ comp premiums skyrocket. Attorneys get involved. OSHA inspections turn into citations. And owners are left exposed.

That’s why he built a digital construction safety training platform that helps contractors:

• Automate OSHA-required safety training.
• Track and document compliance.
• Reduce workers’ compensation premiums.
• Protect against serious and willful misconduct claims.
• Deliver training in both English and Spanish.
• Gamify safety to improve engagement in the field.

If you’re tired of chasing down paper attendance sheets, relying on pencil-whipped toolbox talks, or wondering whether your IIPP would hold up in court, this episode is for you.

Construction safety isn’t about checking a box. It’s about building a culture that protects your people and your bottom line.

Key Takeaways

• 00:01 – Why construction safety training is more than a compliance checkbox and how it impacts your bottom line.
• 01:14 – How Eric used his insurance background to identify major gaps in contractor safety programs.
• 04:09 – The real reason most construction companies struggle to implement OSHA safety training consistently.
• 05:32 – How digital construction safety training replaces lost paperwork and unreliable tailgate talks.
• 06:48 – Why gamification and quizzes improve safety culture and employee accountability.
• 08:25 – The “triple threat” contractors face: workers’ comp spikes, lawsuits, and serious legal exposure.
• 10:32 – Why your IIPP binder collecting dust could cost you everything.
• 12:01 – How documented safety training can help reduce workers’ comp premiums at renewal.
• 18:23 – Simple ways to use leaderboards and incentives to strengthen your construction safety culture.

Connect With Eric:

Website: https://oursafetyteam.com/

LinkedIn: https://www.linkedin.com/in/eric-wick-90491132a/

Support the Podcast:

If you found this episode insightful, please subscribe, share, and leave a review. Your support goes a long way in helping us bring more impactful discussions your way.

What does it take to build a construction company where people want to stay, grow, and lead?

In this episode of Titans of the Trades, Ryan Englin sits down with Omar Rawji, President and CEO of Prism Construction, a second-generation construction firm delivering complex projects across Canada. Omar shares how Prism has built a strong culture rooted in humility, ownership, and care, and why those values guide every hiring, firing, and leadership decision.

You’ll hear how Prism approaches structured onboarding that lasts months, not days, why mentorship has to be intentional to work, and how leaders can hold people accountable without operating from fear or scarcity. Omar also breaks down what real leadership looks like in construction today and why emotional intelligence matters more than technical skill when developing future leaders.

If you’re struggling with retention, leadership development, or onboarding in construction, this episode will challenge how you think about people, culture, and long-term growth.

Episode Takeaways 

• 00:01 – Why culture and onboarding matter more than ever in construction.
• 02:39 – Omar’s journey as a second-generation construction leader.
• 05:36 – How to interview for humility, ownership, and care.
• 07:30 – Why accountability builds trust instead of pushing people away.
• 10:17 – The role of emotional intelligence in construction leadership.
• 12:25 – Why mentorship is critical as the workforce continues to age.
• 14:12 – What a structured onboarding plan really looks like in construction.
• 18:54 – How Prism prepares onboarding before day one even starts.
• 22:40 – What’s next for Prism Construction and why employee growth matters.

Connect With Omar:

Website: https://prismconstruction.ca/

LinkedIn: https://www.linkedin.com/in/omar-a-rawji/

Support the Podcast:

If you found this episode insightful, please subscribe, share, and leave a review. Your support goes a long way in helping us bring more impactful discussions your way.

Construction recruiting is changing fast, and “post a job ad and hope” isn’t a strategy. In this episode of Titans of the Trades, Ryan sits down with JJ Owen from the Skilled Careers Coalition to break down what’s actually working to attract Gen Z into skilled trades careers.

JJ explains the “connection gap” that sits underneath the labor shortage, and why authentic storytelling matters more than another “earn while you learn” ad. You’ll hear how Skills Jam uses social platforms like TikTok and YouTube to put real student and jobsite stories in front of the next generation, and how contractors of any size can follow a simple playbook to start building trust, awareness, and a future pipeline.

If you’re serious about construction recruiting, this conversation will challenge your assumptions, and it’ll give you practical steps you can implement without becoming a full-time content creator.

In this episode, you’ll learn:

• Why construction recruiting is a marketing problem first, and a labor problem second.
• How to stop competing with college and instead make trades careers aspirational.
• The role parents play in shaping what kids believe is “a good career.”
• What kinds of videos actually work on TikTok and YouTube for skilled trades recruiting.
• A simple contractor playbook for telling better stories and building a long-term pipeline.

Key Takeaways

• 00:00 — Why construction recruiting gets easier when you stop chasing “experienced only,” and start building interest early.
• 01:15 — JJ’s mission: set the story straight that skilled trades are skilled careers, and the opportunity is real.
• 03:07 — Why comparing the trades to college backfires, and what to highlight instead for construction recruiting.
• 05:26 — The “third rail” pathway: trades need a megaphone like college and the military already have.
• 07:05 — Parents shape curiosity early, and what you say at home can accidentally eliminate careers for your kids.
• 09:39 — The “going pro” mindset: why kids chase sports dreams, but rarely get encouraged to go pro in the trades.
• 15:09 — The Skills Jam story that hits hard: “bad news bears” students winning titles and landing life-changing jobs.
• 16:49 — TikTok that actually drives action: how Skills Jam moved ~500K people to partner sites in Q4 2025.
• 19:02 — A practical contractor playbook: build the profile foundation, find a Gen Z storyteller, and show the work.

Connect With JJ:

Website: https://skilledcareers.org/

Website: https://skillsjam.com/

LinkedIn: https://www.linkedin.com/in/jjowen4/

Field Guide: https://skills-jam.kit.com/76e8362b15

Support the Podcast:

If you found this episode insightful, please subscribe, share, and leave a review. Your support goes a long way in helping us bring more impactful discussions your way.