How to Hire Better, Retain Longer, and Scale Faster: A Conversation with Andrew Hanky

When most business owners think about hiring, they think about job boards, resumes, and maybe crossing their fingers for a good fit. But if you’re trying to grow from $1 million to $10 million or even $30 million you quickly realize that’s not enough.

This isn’t about just hiring technicians. It’s about building a team that can carry your vision, execute at a high level, and scale your company fast.

That’s where Andrew Hanky comes in.

Andrew is the Senior Managing Partner at BRIX Recruiting Partners, a headhunting firm focused on the home services and home improvement space. Not resume sifters. Not Indeed junkies. They’re matchmakers for top-tier talent.

In our recent conversation, Andrew and I unpacked what it really takes to scale with the right people. Here’s what stood out.

Stop Thinking About Hiring as a Job Post

The best people aren’t on job boards. They’re already working. They’re doing well. And they’re not actively looking yet.

Andrew’s team at BRIX takes a proactive approach. Think of them like an inside sales team, but for talent. They’re on the phones daily, tapping people on the shoulder, initiating conversations, and building relationships with future hires.

If you’re relying on job boards to fill leadership roles, you’re already behind.

What Roles Are Most Critical from $1M–$10M?

Every company’s different, but the roles that usually unlock growth at this stage are:

• Project Managers
• Operations Leaders
• Sales Managers
• General Managers

To figure out who to hire next, ask yourself: Where am I spending time I don’t want to? Then hire for that. Free yourself up to focus on growth, not just operations.

Crafting a Game Plan for Top-Level Hires

If you want someone great, you can’t just post and pray.

You need to tell your story on your website, your social media, your email list. Build a Careers page that showcases your culture, your leadership, your vision. Include videos, testimonials, and a peek behind the curtain.

Because great candidates are looking at your brand like a customer would. And if your culture looks exciting and your vision feels clear, they’ll raise their hand even if they’re not actively job hunting.

How to Attract Talent Without Being Weird

If you’re reaching out cold to someone in a leadership role at another company, don’t go straight to the pitch.

Start with connection.

Hey, I see you’re in the space. I’d love to connect with other leaders in our industry. That’s often all it takes to open the door. You’re not selling the role you’re building the relationship.

If something opens up later, the groundwork is already laid.

Build Your Compensation Plan Around Vision

When hiring leaders, the conversation around pay is more than just a number.

Let’s say you’re paying $120K now, but at $10M in revenue, that role should be worth $250K. Map out the path. Show them how they’ll grow with the company and how their compensation will scale accordingly.

If they can’t see how to get to that $250K, they won’t leave their current job because they’re taking 100% of the risk.

Retaining Top Performers

It’s not just about hiring great people it’s about keeping them.

Here’s what works:

1. 1:1 Conversations: Not just metrics. Talk about goals, challenges, and what they care about.
2. Training & Development: Invest in their growth with events, courses, or mentorship.
3. Tailored Recognition: Everyone’s motivated differently. Some want praise. Others want autonomy. Know your people.
4. Deeper Community: Go beyond work with team events that include families and build real relationships.

Retention isn’t magic. It’s intentional.

Should You Use a Recruiter or Go In-House?

There are a few ways to build your hiring muscle:

• Hire a recruiter: Great for filling consistent technician or CSR roles.
• Use a headhunter: More expensive, but worth it for key leadership roles that move the business forward fast.
• Bring someone internal: Hire a talent acquisition lead to own your hiring, onboarding, and internal growth pipeline.

The key is thinking about the ROI. If you pay $20K to find someone who drives $3M in revenue, that’s a steal.

The Bottom Line

If you’re serious about growth, hiring is not a back-burner task. It’s a strategic function that needs real time, energy, and investment.

Don’t just build a team. Build the right team leaders who believe in your vision, contribute to your culture, and make your life easier.