# Every business is limited by the constraint. Here's how to find it. ## Метаданные - **Канал:** Alex Hormozi - **YouTube:** https://www.youtube.com/watch?v=QtE6kk0158o - **Дата:** 22.10.2021 - **Длительность:** 7:51 - **Просмотры:** 21,387 ## Описание Download your free scaling roadmap here: https://www.acquisition.com/roadmap-yta144 The easiest business I can help you start (free trial): https://www.skool.com/hormozi Business owners: Want to scale faster? We provide in-person advisory for companies doing at least $1M per year: https://www.acquisition.com/workshop-yta144 If you're new to my channel, my name is Alex Hormozi. I'm the founder and managing partner of Acquisition.com. It's a family office, which is just a formal way of saying we invest our own money into companies. Our 10 portfolio companies bring in over $250,000,000+ per year. Our ownership stake varies between 20% and 100% of them. Given this is a YT channel, and anyone can claim anything, I'll give you some stuff you can google to verify below. How I got here… 21: Graduated Vanderbilt in 3 years Magna Cum Laude, and took a fancy consulting job. 23 yrs old: Left my fancy consulting job to start a business (a gym). 24 yrs old: Opened 5 gym locations. 26 yrs old: Closed down 6th gym. Lost everything. 26 yrs old: Got back to launching gyms (launched 33). Then, lost everything for a 2nd time. 26 yrs old: In desperation, started licensing model as a hail mary. It worked. 27 yrs old: "Gym Launch" does $3M profit the next 6 months. Then $17M profit next 12 months. 28 yrs old: Started Prestige Labs. $20M the first year. 29 yrs old: Launched ALAN, a software company for agencies to work leads for customers. Scaled to $1.7mmo within 6 months. 31 yrs old: Sold 75% of UseAlan to a strategic buyer in an all stock deal. 31 yrs old: Sold 66% of Gym Launch & Prestige Labs at $46.2M valuation in all-cash deal to American Pacific Group. (you can google it) 31 yrs old: Started our family office Acquisition.com. We invest and scale companies using the $42M in distributions we had taken + the cash from the $46.2M exit. 32 yrs old: Started making free content showing how we grow companies to make real business education accessible to everyone (and) to attract business owners to invest or scale their businesses. 34 yrs old: I became co-owner of https://Skool.com, which is a platform for people to build communities online, making a living doing what they love, with people like them. 36 yrs old: I did a $106M book launch selling 3.6M copies of my $100M Money Models book, in 72 hours, breaking the Guinness world record for the fastest selling non-fiction book of all time. Today: Our portfolio now does $200M/yr between 10 companies. The largest doing $100M/yr the smallest doing $5M per year. Our ownership varies between 20% and 100% ownership of the companies. Many of them we invested in early and helped grow (which is how we make our money - not youtube videos). To all the gladiators in the arena, we're all in the middle of writing our own stories. The worse the monsters, the more epic the story. You either get an epic outcome or an epic story. Both mean you win. Keep crushing. May your desires be greater than your obstacles. Never quit, Alex DISCLOSURE Information shared here is for educational purposes only. Individuals and business owners should evaluate their own business strategies, and identify any potential risks. The information shared here is not a guarantee of success. Your results may vary. Copyright © 2025. ## Содержание ### [0:00](https://www.youtube.com/watch?v=QtE6kk0158o) i was sitting in my quarterly leadership meeting where everyone had flown into vegas for two days to talk about the next quarter and our goals for the company and i stood there and i was listening to what they were saying and i wanted to light my head on fire what transpired next was a problem-solving process that i want to share with you because it unlocked 10 million to 12 million dollars in annual revenue for us that we had not been able to unlock for two quarters because of one simple misdiagnosed problem and so the purpose of this video is to hopefully get you to one avoid making that mistake but two be able to use this framework so that you can solve the right problems in your business so if you guys don't know my name uh my name is austin mosey i own acquisition. com it's portfolio companies do about 85 million a year the reason i make these videos is because a lot of people are broke and i don't want to be one of them all right so inside of our quarterly meeting for two quarters in a row my sales manager set the goal that they wanted to add six more outbound reps two quarters in a row quarter came quarter left this is the third time that i've been hearing them make this goal and everyone was nodding their heads and writing them down and it seemed like everything was hunky dory and i stopped and i was like guys we've had this goal for two quarters why do we expect it to be any different this time to set the same goal and nothing's going to happen and for context the reason i said 10 to 12 million is because every outbound rep generates about 2 million a year in revenue for my business and so for me to have six more reps is about 12 million so i'm not just pulling that out of nowhere that's where it comes from back to the story i asked him i was like why weren't you able to do this it's like well you know we lost a couple reps this last quarter even though we hired some new ones and we pretty much have the same amount as we had before and i was like is that what happened the quarter before that too he's like well yeah i was like then how are you going to solve this problem it's like um i don't know and then it hit me i had been driving this guy and putting my pressure on this guy when he was not the constraint of the system let me explain in every system you have potential and you have constraints most entrepreneurs spend all their time trying to add potential to their business thinking that they are solving the constraint but we will always grow any system will grow up to its constraint and no further and so right now your business has a constraint you have to identify it and what makes macro speed happen is not the frenziness and the frenetic energy it's knowing which problems to solve in what order and the example i'm going to give you is showing you exactly why that didn't happen for one of my companies for this specific channel we were marketing on which is outbound had we identified this problem two quarters ago we would have added 10 million to our top line for this year which we won't have so instead we're going to get one quarter's worth of that so maybe add 2 million or 2 and a half million to top line when we should have added 10 or 12. because of this one problem and from the outside people are going to say oh well it was because of x y and z but they didn't diagnose the root problem do you know what it was i'll tell you so i then turned to my hr director and i said how many people are you sending the sales manager per week she was like well i sent him about uh one qualified candidate a week and i was like okay how many interviews does it take you to send one qualified candidate she said it takes five i was like okay manager how many of these final interviews does it take for you to get one person hired he was like four i was like so it takes us 20 people that we got to get through to get one new outbound rep he was like yeah it's like okay now given the churn that we had in the last quarter and two quarters because just fyi for everybody frontline positions in general tend to turn more than manager and leadership positions just this name of the game and i was like okay so what is our churn in that position it was like it's about 20 a quarter i was like okay i understood now simple math here if we have 10 people who are working outbound that's not the number but let's just say it's 10. and we lose 20 then it means we're losing two people a quarter if right now the process that you have gets us one new outbound rep per month and we're losing to a quarter that means we would net one new person per quarter that is going to be very short of our goal of six so what do we need to fix the actual hiring process in order to meet the goal and so what we did was we actually i asked the hr director i said why are we doing these one-on-one she's like well i thought we had to do that miscommunication right it's all it was a miscommunication so we don't need that for this position what she now did the solution to this problem was that she's setting up she's still running the ads she's still organizing the interviews but she set them all up for the sales manager to do group interviews and now he can do five group interviews for one hour per week and now he can pick one or two of those people and get them onboarded quickly and he can start hiring he will be able to hit his goal in that way and so the reason i tell the story is because i just missed out on a bunch of revenue that i should have been able to make because we were solving the wrong problem all of the focus was on the sales manager and who he was bringing in and how he was training them rather than because that wasn't the constraint of the system rather than what is the acquisition process for talent and so i'll give you a framework that i wrote down somewhere that i'll probably share in another video but it's something called the quad marketing ### [5:12](https://www.youtube.com/watch?v=QtE6kk0158o&t=312s) The Quad Marketing Calendar calendar most people have no marketing calendar smart people have one or two marketing calendars so the first marketing calendar and you can draw this you know what i'll do for you right now all right so the quad marketing calendar looks like this here ### [5:25](https://www.youtube.com/watch?v=QtE6kk0158o&t=325s) Quad Marketing Calendar you've got internal and you've got external so here you have employees and you've got prospects internally which is this way you should be marketing to your employees so that you tell them about the vision and about the mission about why you do what you do this has to happen all the time so that people continue to want to work for you internally to your prospects which are now customers over here you need to continue to market them to get them to buy again and again right we need to keep them to keep buying over here in external for prospects you need to get people to become customers so we're marketing externally most people understand this one this is the one that most people do most people don't do this one most people definitely and i'll tell you the one that people miss the most this one is that they don't have an acquisition process for getting new talent so just ### [6:19](https://www.youtube.com/watch?v=QtE6kk0158o&t=379s) Process for Getting New Talent like you run ads generate leads nurture leads set appointments sell fulfill you should be able to run ads for new employees you should be generating leads you should be working those setting interviews which are sales you make job offers just like you make normal offers and then the onboarding experience that you have for a customer is in parallel with an employee and then just like you continue to ascend and resell your customers you ascend and continue to manage your employees these are parallel processes that happen in every business and most people don't know about it and you heard about it here first at the world's best youtube channel in the world with the handsomest and most uh sickly now rona written uh youtuber out there and this is called the quad bargaining calendar and it was ### [7:21](https://www.youtube.com/watch?v=QtE6kk0158o&t=441s) The Quad Bargaining Calendar because we were missing this framework my hr director did not understand this framework that we lost out on 10 to 12 million revenue and i don't want you to do that all right and so the reason i made this video is so that you can recognize which of these four in the quad marketing calendar you are not using so that you can shore up that part of your business and ultimately scale it and make all of your wildest dreams intro all right my name's alex from rosie like i said on acquisition. com hope you enjoyed this video and guys i'll see you guys the next one keep being awesome bye --- *Источник: https://ekstraktznaniy.ru/video/16609*