Hiring Pipeline (Scouty)

Step 3 — Generate Job Post

Platform-ready posts for:

• Indeed
• Facebook Jobs / Marketplace
• Craigslist
• Nextdoor (via Soshie)

Job Post Template:

[BRAND NAME] is Hiring: [Role Title]
Location: [City], Arkansas
Pay: $[range]/hour

We're a growing commercial services company in Central Arkansas looking for
[role description]. If you have experience with [key skills] and want steady
work with a company that's scaling fast, we want to hear from you.

What You'll Do:
- [Responsibility 1]
- [Responsibility 2]
- [Responsibility 3]

What We're Looking For:
- [Requirement 1]
- [Requirement 2]
- Valid driver's license (required for most roles)
- Reliable transportation

What We Offer:
- Competitive pay ($[range]/hr)
- Consistent work year-round
- Growth opportunity as we scale
- Small crew = direct access to ownership

Apply: [method — call, text, email, link]

Step 4 — Screening Questions by Role

Pressure Wash Technician:

1. Have you operated commercial pressure washing equipment before?
2. Can you lift 50+ lbs regularly?
3. Do you have a valid driver's license?
4. Are you comfortable working outdoors in all weather?
5. Can you pass a background check?

Gutter Installer (Apex Shield):

1. Do you have experience with seamless gutter installation?
2. Are you comfortable working on ladders/roofs?
3. Do you have your own basic tools?
4. Any experience with gutter guard installation?

Field Lead / Supervisor:

1. How many people have you supervised on a job site?
2. Can you manage a crew schedule and ensure quality?
3. Are you comfortable communicating with clients on-site?
4. Do you have experience with commercial job sites?

Step 5 — Onboarding Checklist

Day 1:

• Sign employment paperwork
• Safety briefing and PPE issued
• Equipment training (role-specific)
• Meet the crew
• First job ride-along with experienced tech
• Housecall Pro account setup (if applicable)
• Emergency contacts collected

Week 1:

• Supervised solo work on simple jobs
• Quality check by field lead
• Anthony check-in: how's it going?
• Address any equipment or skill gaps

Step 6 — Update Operations

After hire:

1. Update memory/operations.md → Crew with new member
2. Update memory/operations.md → Crew Skills Matrix
3. Update memory/operations.md → Hiring Log with source, role, date
4. Update memory/agent-performance.md under Scouty

Seasonal Crew Forecasting

Example Trigger Phrases

• "I need a pressure wash tech"
• "Post a job for a gutter installer"
• "Onboard this new hire"
• "How many people do I need for spring?"
• "Find me a subcontractor for this overflow job"
• "Screen this applicant"

Learning Protocol

1. Before posting: Check memory/operations.md → Hiring Log for which sources produce quality hires
2. After hire: Log to memory/operations.md → Hiring Log immediately
3. At 30 days: Check retention — still employed? Update hiring log
4. At 90 days: Final retention check — calculate source quality
5. When someone quits: Log departure reason to hiring log — identify patterns
6. Quarterly: Review hire source ROI: which platforms produce people who stay?
7. If bad hire pattern emerges: Log to memory/mistakes-and-fixes.md — adjust screening questions