The outbound rebuild that got him 15X more replies

Thank you so much for having me. Is it Mikulas? Am I pronouncing that right? Mikulas.

Perfect. So I'm the type of guy who can sit still. I don't sit still. So since day one, I've always tried to, you know, I'm opening businesses, another business, another business. I have a mold remediation company, I have a management company, meaning a property management company. and then it came to a point where I opened up a company that helps other people start companies because everyone kept asking me, hey, look, what do you do? You start a business, you need an LC, you need a website, you need branding, you need what do you do? So I'm like, there we go, we have another company. So I opened up another business. And the business was called Started Up. it's still called Started Up. And we helped everyone do websites, branding, LLCs, anything you need to start a new company. Now, I was paying web designers 70 bucks an hour, 80 bucks an hour, graphic designers $40, $50 an hour. And then I was introduced to the concept of hiring people offshore. I always thought it's a scam, hiring people for $7 an hour, $8 an hour. Come on, does that really exist? And that's when I was introduced to that concept. And at that point, I'm like, you know, let's try it out. I hired a graphic designer. I'm like, no way. If it was $5 an hour, I was getting somebody who was better than my local people and working better, answering my messages like before I even finished hyping, they answered my message. A half minute later, I got an answer. They were so good that I got hooked onto the idea. I hired web designers overseas, admin assistants, secretaries, everything was offshore offshore. And it was really, really working. There were issues. Okay, now there were there were definitely issues that we ran into. So their accent was too strong, you know, their cultures were misaligned, data wasn't protected. you know, the there's just a lot of issues that we kept running into. So we said, you know, I love this concept. We could do it and we could do it just so much better. So that's when I founded Slash Staffing. We like we've been doing this for three and a half years. We started rough catering to everyone, any small business, and then we realized that we're very much, you know, doing healthcare. Like 65% of what we were doing was anyone in the healthcare space. They were loving what we were doing. We realized that healthcare is where it's at. So we went older than healthcare. At this point we have a HIPAA compliance team. We have a everyone is HIPAA certified and HIPAA trained and annual certifications. And I've been loving it.

So I so I di I am not the HIPAA compliance officer. You're probably seeing that because you saw it on my LinkedIn post, but I was just reposting my employees post. So our CO, Ben Jury, he's our compliance officer. And I reposted his post. So you probably saw on LinkedIn that it looked like I was a compliance officer, but I'm not the compliance officer.

Great question. And it's it's one of the most important things for people to know that when you're hiring somebody offshore, you're not hiring a robot. You're not hiring a you're hiring a real person that needs a human connection, that needs to feel part of your company. So I'm very happy you brought this up. So what we do is first of all, meetings. We're meet when I meet I feel like I know you. You know what I mean? We're talking here on Zoom and it's it the the fact that we have Google Meet, Zoom, whatever it is, Teams. It You're literally able to meet somebody and really get to know them as if you're working side by side with them in an office. Now it's very, very important to be in touch with them. And again, they're not robots, they're regular people that you know you need to deal with like a regular employee, like a regular regular human. So in regards to getting to know them, making them feel like part of a company, absolutely. We give them bonuses, we give them raffles, we give them, you know, even health insurance after they work with us for three months. And we want them to feel like part of a team. Now when regarding managing them, there's so people have a concern like how do I know if they're working? How do I know if my employees are working? They're overseas. Are they just drinking coffee all day? Are they out? So We offer a system that you could that tracks your computer full time. So at any point, our clients can log in and see what their employees are doing at that point. The employees know about this, they understand that of course they're working offshore and we just have to make sure they're working. And again, if someone takes a half-hour break, of course, we want them to take a break because they come that you know come back fresh. But you're taking you you basically have access to their computer. So At any point you can go in and see, hey, are they working or they're not working? So there's no concerns about like do they actually do anything. You can see exactly what they do. And of course you'll see the output. You'll see are things getting done. Are they answering you right away? So there's no concern when it comes to that. But again, regarding managing a team, you need to make sure that they feel like they're part of your team. Otherwise, they're gonna feel distant, you're gonna feel distant, you're not gonna feel any connection, and it's just not gonna work as well.

So I don't think healthcare benefits the most from offshore staffing. I think that healthcare benefits the most from offshore staffing with Slash Staffing. Because any industry could benefit from Slash Staffing. But we are specifically designed and we were built for healthcare because we have a HIPAA team. We have the data protection. Every one of our employees that work for healthcare companies have a dedicated virtual remote desktop computer. So no files get downloaded onto their computer. What happens if an employee gets fired from one day to the next? What happens if they leave? You have a bunch of Patient information on their computer. So we don't have we don't that doesn't happen with us. We're set up, we're built for healthcare, which means we have dedicated remote desktop. Everything is done in the cloud. They don't even have access to print files, they're not allowed to download files. everything is just built around healthcare. So automatically, healthcare companies are attracted to us and they become, you know, our ideal client.

Very much. So AI could come to bite us, but it helps us even more than it bites us because right when I started the company, most of what we were doing were very, very low class jobs. When I say low class jobs, I don't mean to say low class, but I'm saying low paying jobs. Data entry, copy pasting, all that stuff that you know, things that most people hire for. At this point, AI could almost you know could do that, which means we should be hiring less people. People should have a less, you know, s a lower. People should people shouldn't have as much of a need for overseas staffing if AI could do these tasks that we had used to have to hire someone overseas. But at this point, because we're doing healthcare, we you know we have much more high-paying jobs, jobs that are, you know, you would pay somebody $70, $80, $120,000 a year over here. we have offshore. So whether the payroll specialists, accounts payable, anything when it comes to insurance, credentialing, anything that can be done from a computer, we could staff. And we use AI to help us in many, many ways. Of course, besides for the basic, you know, writing up job descriptions and you know helping us let us know what's a hot lead, what's not a hot lead, and all that things. You know, we have a bunch of ratings. But one of the most, I'll say, impressive things we do with AI is recruitment. So we have an entire Stage one of recruitment, which is fully built on AI, which means you apply through our system, AI scans your resume, scans the job description, sees if you're a match. If you're a match, this AI will get onto an interview with you, asks you questions, and again rate you based on the way your interview went. Once you pass stage one, that's when our recruitment team made out of people, made out of real humans, gets gets involved. And if you pass pass, you know, above a certain score, they'll then interview you and you know really dive deeper into the job, into the role to make sure that you're gonna be a good fit. But that stage one process is able to interview millions of people at once. So we are able to speed up our process tremendously. and that's you know, people know us as being able to staff candidates and fill positions within 24 hours, which I don't know of any other staffing company that does that. but one of the main reasons we're able to do that, besides for all our systems and processes and automations and things that we really have down pat, and besides for having a candidate pool of thousands and thousands and thousands of candidates that are on the bench ready, waiting to work. This AI recruitment department helps us and expedites us by weeks and months.

We're our current team I believe is sixteen people. So that includes a marketing team, that includes a sales team, that includes the secretary office, accounting and payroll, and then you know, the leadership team as well as account management.

So, you know how when we get onto this Zoom call, it asks you which mic you want to use. And you say you want to use your Mac Mac Pro mic, built-in mic, your headset, whatever it tells you use. So this is a software that gets downloaded onto their computer. And when they're speaking on the phone, or speaking on any Zoom call, or speaking on anything that goes through the computer or through their phone, you're choosing this software's microphone and that processes. under two hundred milliseconds, so you can't hear a difference. Like you won't even for all you know I'm using it now, but I'm not. but basically it processes their accent and it changes their accent in real time. I always say this, but it does not change their English. So if they don't have a good English, it won't change their English. But obviously it's our job to make sure you get somebody with a great English. and all of our employees do have a good English. but again, it's processing their accent and changing their accent in real time under 200 milliseconds, and the human here are just scanning the difference. Very cool.

I think the biggest mistake they can make is hiring too late. Now, the bigger, the bigger healthcare companies obviously learn from their mistakes already, and they they actually they have a pretty damn bad. But you see the newer healthcare companies, the ones that are startups, and the ones that are only, you know, figuring out their business now, they usually their biggest mistake is hiring way after they really needed somebody. So they don't have time to train someone. They don't have time to Train the person properly so the person is not doing as good of a job and then they're not as happy. But yeah, most of my clients are bigger healthcare companies. I'm not gonna say the biggest, but you know, right in the middle. people that are around for years, have fifty plus employees, and they're attracted to us because our system is designed for them. And they're happier obviously, because they know when to hire and they have a proper training system and Again, part of these part of the problem and issue with startups is again they're hiring too late because they're trying to save a buck. Then they don't have systems and processes fully in place yet. And if you if you just tell your employee, just run my business, run my company, it's not gonna work. That is not gonna work. You need to have the this is what you need to do, when this happens, when A happens, you do B, when B happens, you do C. And when you have systems and processes, you hire on time, you hire before you actually need them, right? Before you're desperately need them. That's when you're gonna see the most success and what's gonna work amazing.

So much of this is advice or this is just what I do. When I build systems and processes, and again I've done this for five or six of my own companies, what I do is I build a system, not that it should last until I have three employees, but if if if this turns into a company that has a hundred employees and thousands and thousands of clients, which we all hope is gonna happen to our company. The system should not break. So I build a system that is growable. I know that's not a word, but I'm gonna use it anyways. A system that can grow with you as you grow. Otherwise, you're not gonna you're gonna have to keep changing your systems, changing your processes. And of course, you're always gonna have to change your process. As your team grows, yes, processes will change. But the systems, the fundamentals, shouldn't have to be changed, you know, shouldn't change every time you add tank fonts or add two employees. So if you're doing everything on Google Calendar, it's great, but At the end of the day, if you're running a company, you know, I'm talking about let's say scheduling. Let's say you're scheduling everything on Google Calendar or everything is done on, you know, just adding events there instead of having a real system that automatically reminds you about this and add that's just a silly example, but you want to build systems with softwares that are meant for your business and and things that can grow with you as you grow and as your client base grows.

That's a great question, and you asked it in the perfect time. Because if you would have asked this question to me a month ago, I would have said, everything is working, like okay, pretty good. But for the past few months, I've been personally building something myself that I'm gonna call it magic. Really magic, and I'm and and and I'm happy to share what I did so that everyone can learn. So I'll I'll try to make it as quick as possible, even though I'm so passionate about it that I could talk about it for an hour. So we used to do cold emails, cold LinkedIn messages, even cold calling. Of course, inbound is amazing. Inbound is amazing. Any any marketing you do, ads, you know, whether it's social media ads, LinkedIn ads, ads are if people are inbound, that's amazing. But I'm talking about specifically for the outbound. When it comes to outbound, we just Let's say you go into whatever with Apollo, Seamless.ai, whatever it is, you get a list, and let's say we're reaching out to healthcare companies, and you just put 2,000 leads in into either Dripify or instantly, and it just starts messaging them. The reply rate is so low, and the conversion rate conversion rate is even lower that it almost felt like we're just wasting money, wasting time, and it's probably not even covering our expenses of the few hundred dollars of the software. It just wasn't making sense. I for the past few months have been working on building something and I'll try to give you a very quick overview of what it does. Instead of just emailing or emailing or or sending people messages on LinkedIn like to anyone, we have a system that scrapes the web. It looks let's say let's we're focusing now we're doing a drug rehab campaign. We we work a lot with addiction rehab centers that just random, we end up working with them. So let's say we're working for drug rehab centers. We're gonna be searching the internet. the system, everything is automated, but what I built was a a system that searches for thousands and thousands of drug rehab centers. Now Within those centers, automatic within that within this list, you're automatically gonna have companies that are not really drug rehab centers. They may be a software company that caters to drug rehab centers. So the system will automatically detect what's a real drug rehab company and what's not, and it removes the ones that are not. Then it scrapes the internet for any open jobs that this company may have. And it then checks. So let's say it's it sees that Company A, which is the drug rehab, has 20 open jobs live, whether it's on LinkedIn, whether it's on Indeed. And it well, most of those 20 jobs are not relevant for Slash Staffing because if they're looking for a therapist, I can't provide you with a therapist. We only do back end office work, office work that can be done from the computer. So it then lets us know how many jobs are relevant for Slash Staffing. Then it tells us what's the best fit job. What is the hottest job that we could fill for them? What would make the most sense of them? Fine. It lets us know what's the most fit job. Then scrapes the internet for any big news that could be going on with this company. So, this company is just expanded, opened up a new location. Boom. That's another opportunity for us to, you know, for them to potentially need new staff, new office support. So it automatically builds a message custom for them. based on exact things that are happening within their company now. So it's not just saying, hi, first name. We offer offshore staffing and would you want to get onto a 15-minute discovery call? That doesn't work. What it does, it builds it basically builds a message. It says, hi drug rehab A. I noticed you're expanding and you have you know a job sitting open for 60 days now for apparel specialist. Is it okay if I send you two sample candidates that you could review? Sure, sample candidates for free, send it over, right? And then the system will automatically generate these candidates. It'll brand the PDF based on the client's branding. And they they get a PDF that looks like it was custom-made for them. They open it, they say, wow, this looks really cool. What would such a thing actually cost? So the system would tell them, yeah, you're probably looking at between seven and nine dollars an hour when they have their indeed posting for $90,000 a year. Boom, they have instant savings of about $72,000 a year. I just I didn't do the math, but I'm just shooting numbers out there. And sure, could I hear more? Sure, let's get on discovery call. So now all of a sudden you're really targeting people that really could use your service instead of just let's message everyone. You're just using up all your credits, using up your emails, no one's answering. And this has been magic for us. I I never saw something that I did that instantly saw such amazing results. And I'm very proud of it because I built myself. Obviously, I used a lot of softwares to help me, you know, like I'm not a software developer. I don't I don't do coding, I don't know coding. But with today's technology, you could literally talk to it and tell it what you wanted to build. And I'm just pumped. Very passionate about that. Sorry, I said it was gonna be short, it wasn't so short, but it's hypnosis of it.

Yes, but i like I said, this this is a very new thing. So my stats change weekly. So I don't I can't give you numbers that are like for sure, you know, but what I could tell you is that at fifteen X what I used to do. So within within the first week. Fifteen X what I used to do. So when I was just randomly sending messages on Dripify, the the reply rates and conversion rates were about fifteen times better.

Hmm. So I I think future is just really I we we're continuously perfecting what we're doing. I mean, I w I my vision would be in five years from now to be the go-to healthcare offshore staffing and to be the healthcare offshore staffing partner for you know small, medium, and large healthcare companies. I think that One of the biggest lessons that I learned was trying to do everything always. And I think it's very, very important to be focused. Choose your niche, become the go-to for that niche, which in this case would be healthcare. I think if you try to do everything, then you're not you're not like catering to anyone specifically. So it's very watered down. Everything your whole your your processes work for everybody or but everybody not a hundred percent. It works for everybody seventy percent. I'd rather be amazing and 100% for my ICP and have them love me and refer other people and continuously come back, which is obviously what's happening, but we would want to see that on a much, much, much larger scale.

first of all, I always like you could email me personally at sam Slash Staffing dot com. You could find me on LinkedIn, find me on Instagram. but you could definitely anybody has any questions, like I'm I'm more than happy to you know, to help and to give advice if you want to hear from me. And of course if anybody has any questions about offshore staffing, could it work, could it not work, could it work for specific roles, specific positions, more than happy to you know, we'll be the first ones to tell you if it's if if it won't work. we're not here to do we're not here to just take people's money because they're offering it. It's only if we're actually gonna be able to bring value and we'll be very much down by that and my whole sal sales team hears that from me every single day. So very, very important that we live by that. So yeah, you could you you'll be able to, you know, again, you can send me a message on LinkedIn, Instagram, email, and we'll be able, you know, we'll be able to we'll reply as soon as possible.

Thank you, Micholas.