HELP! Major hiring decision. Input needed.

[Austin Hughes]

I've been in business for 2 years, and have reached the point where I've consistently been remodeling at least 2 homes at any given time. My average is 3 homes being remodeled for rental or flip at any given time. That number has gone up some, and next year I expect to average around 5 projects at once.

I've got all the training, contracts, software, etc. that I've been personally using all along, and allowing my property manager to use as they managed construction projects for me. They ARE the right person for my company, but after trying and training and trying and training, I need a new project manager, so the property manager can focus on tenants and selling houses.

SO--I've found a great candidate that has references and a track record that just blew me away. He is the real deal, and has completely turned around branches of companies by himself in a leadership position. He is absolutely an "A Player" who would add value to my company. BUT I feel a tremendous pressure to keep the projects coming in so that he would be worth the guaranteed salary that it would take to get him on board at the company.

I love incentivizing based on performance, but he is all about a guaranteed salary. He has over-delivered with every company he's been with in the past, BUT I am trying to brainstorm what other high value things he could do if I'm paying a salary...

Ideas:     

• Manage construction projects for others
• Lead Gen for sellers
• Door Knocking Foreclosures

Ideas, advice, and all is appreciated.

[Josiah Cammer]

I have found in the past both as a employer and employee that a solid base with a quarterly bonus or commission tends get the most out of people. Finding the best balance between the two or all three is the key!