EP 39: Why The Kolbe Score Is Critical To Knowing What Person You Should Hire First (or next) w/ Trevor Mauch

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Why The Kolbe Score Is Critical To Knowing What Person You Should Hire First (or next) Employee

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Having a daily productivity sheet keeps me from highjacking my propensity to see squirrels at the start of my day and really focuses me in on the first task at hand.
Trevor Mauch


As your business grows… or as you realize that you can’t keep doing everything yourself, you’ll need to bring aboard great team members to help you reach your goals.

But how do you know when to hire, who to hire, and what role to put that “who” in?

Well in this episode, Trevor Mauch, Carrot CEO, walks through how he uses the Kolbe A Index to help identify, much like a puzzle, the gap that needs filling, the best personality type for the job, and the needed skill set that will fit with other team member’s abilities and disciplines.

Listen to our other episodes at www.CarrotCast.com


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In This CarrotCast Episode, We Cover…

Time spent on hiring is time well spent. – Robert Half Click to Tweet

3:55 – Why running a business with others is so much more enjoyable than running a business solo.
6:00 – What your first hire should look like if you’re a high quick start and low follow-through person.
8:40 – The Four Action Modes® of the Kolbe Test: 

  • Fact Finder
  • Follow Thru
  • Quick Start
  • Implementor

13:05 – Working within your strengths instead of trying to improve your weaknesses.
15:10 – Why it is so valuable to have a daily productivity worksheet.

Download Trevor’s Daily Productivity Worksheet

Download Adrian’s Daily Productivity Worksheet

18:40 – Why understanding the way people work is so important to building out your team.
19:40 – You need to know exactly what role needs to be filled and what Kolbe score that person needs to fit within.
22:00 – Overcoming the feeling that you never feel like things are being accomplished.
25:00 – What building your team looks like after you hire your first one or two employees.

But before you do, you need to:

  1. Create your core values. What you believe in.
  2. Be crazy clear on what skill sets your next employee needs to have before you hire them.
  3. Have a mental picture of how that person works.

35:10 – Trying to find the yin to your yang.
35:50 – The Kolbe Test brings to light the communication differences between team members. So, overall, you can work in a more cohesive environment.

Have questions about our hiring process or the Kolbe score? Hit us up in the comments section below!

Work from your strengths instead of your weaknesses Click to Tweet
Trevor Mauch

Trevor is the CEO of Carrot and knows a thing or two about inbound marketing and generating leads online in the real estate industry. As an investor himself, he's generated tens of thousands of real estate leads and is a leading expert in inbound marketing for investors and agents. In addition, his true passion is helping entrepreneurs grow businesses that truly help you live a life of purpose.

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3 responses to “EP 39: Why The Kolbe Score Is Critical To Knowing What Person You Should Hire First (or next) w/ Trevor Mauch

    1. Yo! Man, being 100% honest I’ve never had to hire a hard charging sales person yet so I can’t say from first hand experience what the Kolbe score should be. I think it also depends on if you want the person to lead other sales people… if they have to do prospecting themselves… or if they’re just getting leads and a list of numbers to call and calling them.

      So, if I was hiring a sales person who was leading a team of sales people… I’d want them to be decent on followthrough and some solid quickstart… but also be the type of person who researches a good bit when they make decisions. So prob something like a 4-7 on Fact Finder… 4-7 on Follow Through… 3-6 on QuickStart.

      If it’s just someone who is hustling as a sole sales person… where they need little over sight and get shit done… great sales people can be found that are on any part of the Kolbe range pretty much… it’s more in their communication style vs. work style… but if I was hiring that role I’d want them to be decently organized and big on followup… but enough vision to have big goals and be able to sell your prospects on that vision. So make sure they have higher than a 3 on follow through (lower than that will be a night mare) and ideally below a 7 on QuickStart but higher than a 3 on QS.

      Haha, all conjecture of course.

  1. Thanks for these hiring episodes Trevor, it’s an area that seems more like art than science!!! I can totally relate to the struggles

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