The most robust and comprehensive training for building product companies to overcome the lack of good quality candidates

Learn techniques that have been proven for 20 years to attract, source, interview, and sell–so top candidates happily join your team & grow your business

Normally $2500 Presale available only $1997

If you’re responsible for building a high-performing and profitable team in the building products, LBM, or kitchen and bath spaces, this is the resource you need to overcome hiring obstacles and build a team to achieve your goals.

It’s time to hire, so you post a job ad. Then you wait. Maybe you even say a few prayers (the post and pray method). A few applications trickle through… slowly.

But none of them are even remotely qualified for the position. In fact, even if you receive a hundred applications–you still don’t have anyone to interview. Now you’re stuck with no options.

You’ve done your part! You’ve probably even read all the articles on hiring–in fact, you’ve probably read mine!

It’s easy to believe that there’s no one good out there.

And you’re not alone.

There are 5 million more jobs than people available to work, according to the U.S. Department of Labor.

Competition for talent has never been more fierce

It’s difficult to attract & keep employees when there are more choices than ever — it’s easy for them to leave your company

The annual growth rate of the workforce is only 0.03% — and its expected to stay flat for the next 20 years. This problem is not going away.

Over 25% of the LBM workforce is nearing retirement (the danger zone)

The lack of good applicants is a major struggle–and it’s not going to get better.

Everyone who has hired enough times has settled for a less-than-ideal candidate. But the reality is that when you settle–either by hiring the wrong person OR by not hiring at all–you waste time, energy, and money.

When you settle for “the best” that apply:

You spend more time and energy training them and getting them up to speed — instead of hiring qualified applicants who hit the ground running

You have to adjust your expectations to align with their abilities

They require more hand-holding and management, draining your top employees' time and resources — instead of adding to your bottom line

It can take months for them to be productive and generate profits

You’re always going to wonder if you should have kept looking

They can damage team morale by putting extra pressure on your top team members

And if you just wait to see if anyone better applies…

The job may stay open for months–getting only low-quality, irrelevant applications

Your team carries the extra workload while you put hiring on the backburner
Sure, it’s cheaper than hiring an under-performer, but it massively increases the risk of burning out your core team members. They might say they’re willing to keep doing the work–but it drains their patience.

When hiring takes too long, that’s when you’re met with unexpected and unwelcome resignations.

Building product businesses can only thrive with the right people.

Your business’s success is completely tied to what you can deliver, your ability to provide great customer service, and being able to get the right products to the right place at the right time.

Studies show that high performers are an average of 400% more productive than average performers. And in more complex positions–like management–high performers can be up to 800% more productive than average.

That means that a $1 million sales territory can turn into a $5 million territory.

That means you could produce and deliver products 5x more efficiently — by replacing just one average employee with a profit center who can start adding to your bottom line immediately.

That’s the difference between finding, attracting, and hiring high performers vs. settling for the best mediocre application.

The framework to hire employees that increase your profits, efficiency, and capacity.

Normally $2500 Presale available only $1997

No matter how great your systems are, no matter how much automation you use, you need the right people.

No other business decision can deliver the ROI that hiring can.

Look around your operation–it’s easy to see the difference between employees who come and go, and key team members who have been with you for years or decades. Those veteran employees have so much “know-how knowledge” that some of them know more about the business operations than you do.

You may think you still have 5-7 years with them–but life is going to happen.


of the building product workforce is within 7 years of retirement (also known as the danger zone)

All it takes is a family member’s illness, grandchildren that are states away, or a convincing wife who is ready to move to the sunshine–and you could be receiving a letter of resignation any day.

You may have already learned this lesson during the pandemic–people you thought you had 3 more years with gave you less than 30 days of notice before leaving.

With an aging workforce, you must be prepared to lose key team members with little to no warning.

No matter how great your systems are, no matter how much automation you use, you need the right people.

Although the candidate pool is slim–there are good employees out there. You just don’t know how to find and engage them.

Until you know how to solve scarcity, you’ll have a settling problem.

Let’s end the scarcity cycle.

With the right tools and information, you can confidently understand how to find and attract qualified candidates for your roles.

includes everything you need to know to hire better.

that includes a few key concepts like:


Learning the exact steps to start getting more applications and better applications on your job posts, so that you can actually choose the top candidate instead of settling


Posting a job ad and praying for results isn’t the only option. You can follow specific steps to find top quality candidates, even if they didn’t apply. You’ve never been one to sit back and wait for success to come to you–why should hiring be any different?


Having a clear interview format to not only evaluate each potential employee, but simultaneously selling your company, allowing you to stop being ghosted and get the yes from the most qualified talent available

Hire Power gives you the hiring answers you need right now. Copy and paste the time-tested techniques in Hire Power and build world-class best practices for your entire hiring process — or simply reference it to get the pieces and immediate answers you need.



I wanted to thank you for your wonderful training and helping me to think of recruiting in a little different way. I have to admit, I’m a 25 yr + HR veteran and recruiting has not been my favorite part of the job. I envy your enthusiasm for that task!


Barton Steel


I have had the pleasure of both knowing Rikka personally and working with her for several years, and have watched her endeavor to transform the way that we as an industry think about hiring. Rikka is truly a visionary in her field, and believes that the psychology and strategy of hiring are not exclusive of one another.

Dena Cordova Jack

Vice President of Organizational Development at Kodiak Building Partners


Just wanted to give you an update to let you know just how helpful Hire Power has been for me. I have been a recruiting fool lately, and my efforts have not gone unrewarded. By implementing a lot of the strategies that you have taught us (along with some good old fashioned dogged determination and stick-to-itiveness), we have managed to hire 16 new employees in the last two weeks. That is insane for us and it literally could not come at a better time. So I just wanted to say thank you for all that you do, and to let you know that the President and I regularly sing your praises.

Jen Mahaffy

Talent Acquisition, Medallion Industries


“You don’t know what you don’t know.” This was the thought that came to mind when I read my first article by Rikka Brandon. I thought I had above-average skills when it came to interviewing and hiring, but I quickly learned that I still had a lot to learn.

Rikka takes a comprehensive approach that starts with an in-depth analysis of the needs to establish a clear definition to best position the opportunity for a more efficient and effective candidate list. From there, the recruiting, interviewing, hiring, and onboarding process is a choreographed unity to achieve a common goal and provide the greatest benefits to all parties involved. Rikka’s passion and commitment for growing and building the lumber and building materials industry is second to none, and her energy identifies and inspires the top talent. She has the versatility to teach best practices for every step of the procedure or her services are for hire. Rikka’s talents and expertise go above and beyond just interviewing and hiring, and she teaches the great benefits of a well-established recruiting and hiring plan.”

Brett Thorne

Operations Officer at Thorne Lumber Company

what is Hire Power?

Learn how to hire right

the first time.

What would you do in the next 12 months with your ideal team? You could add locations, product lines, or divisions–multiplying your revenue and profits.

Hire Power is the toolbox to overcome scarcity, stop settling, and prevent setbacks by hiring well.

Learn how to use simple psychology and strategies to attract the right talent–and get strong candidates to happily join your team.

Normally $2500 Presale available only $1997

What levers you need to push to get more qualified candidates
How to differentiate average from high-performers so you can hire with confidence
The exact steps to conduct an interview that prevents candidates from ghosting you
Stop wasting time interviewing and screening unqualified applicants
Position yourself as an Employer of Choice in your market
Get “headhunter” results without the fee



as a step by step guide

to building a recruiting and hiring process that you can use on repeat for every job, from customer service to the warehouse to branch managers. You or your team can copy and paste the exact framework to build an effective hiring system.

As a grab-and-go toolbox

for when you need specific answers. Have an interview scheduled this afternoon? Just log in and check what Rikka has to say about conducting interviews.

If you're experiencing:

Feeling stuck after posting a job and getting crickets

Settling for the “best” that applied because you need to fill the position

Too much reliance on a few key team members
Surprising resignations from top top employees
Consistently dealing with under-performing employees
Potential candidates turning down your job offers
Dread over the hiring process because of the lack of good applicants
Not having enough time to figure out a solution for your hiring challenges


Normally $2500 Presale available only $1997

The 8 modules of Hire Power include:

course overview

click each module to learn more

#1 Clarity & Reality
  • Increase your hiring success rate and find people who are looking for a career and not a job by using The Clarity Code Framework to get clear on what you need and why.
  • Realistically assess your current team, finances, and best hiring options
  • Use the Job Description Template to assemble your job description in less than 60 minutes even if you’ve never written one before.
#1 attraction
  • Use The Ideal Hire Worksheet to create your ideal hire profile so that you know exactly how and where to show up to attract your ideal hire.
  • Use The Keyword Brainstorming Process to compile your Master Keyword List to increase the ranking of your job ad and broaden your search.
  • Follow The Six Step Job Ad Framework and use The Job Ad Template to write a Job Ad that engages and excites your ideal applicants.
#3 sourcing
  • Understand what is sourcing and how to use this strategy to find better quality hires.
  • Use our process to identify 60 – 100 High Potential Targets to reach out to about your position and understand why you need to reach out to more people in order to find your perfect ideal hire.
#4 outreach
  • Now that you’ve found the people with the right experience, copy and paste proven templates and scripts to reach out to them and get them interested in your organization and opportunity.
  • SELL Interview Method – Sell the opportunity, Educate them about the realities, Listen to their answers (to qualify them), and Learn their hot buttons – this is how you extend offers that get accepted.
  • Determine the right pre-employment assessments to get an insight into your candidate’s strengths and areas of improvement.
  • Use the Skill Testing Matrix to decide which skills you need to test for and why.
  • Follow our Money Conversation Script to talk to your candidates
  • Use our Offer Letter Template to create an offer letter that includes everything the candidate needs to know and inspires them to take action and get back to you with a response
  • Learn how to negotiate so that it’s a win-win for both you and the candidate.
  • Decide if you should ask the candidate for references and what to do instead that’s more effective and accurate
  • Understand the process for running background checks and drug screening checks

what you get

8 modules with clearly defined resources to answer every question you have
Quick access guides, templates, scripts, and resources
Easy to follow video trainings and written guides



plus bonus resources like:

The Ideal Hire Worksheet

Team Assessment

Hiring Options eBook

Skill Testing Matrix

Money Conversation Scripts



Rikka Brandon started Recruiting in the building products industry in 2001. Since then she's made over 600 placements with a less than 1% replacement rate. She's the Founder and Chief Executive Recruiter of Building Gurus, an executive search and recruitment consulting firm that works exclusively in the Building Products Industry.

She's advised hundreds of building product companies ranging from mom and pops to the Fortune 100. However, her personal favorite has always been the privately held and often family owned business.

Rikka's the go-to girl for growth-minded Building Products Owners and Executives who want to hire the right people to take their manufacturing, distribution, or retail business to the next level.

Normally $2500 Presale available only $1997



Will this work for me if I don't have an HR team?
YES. The Hire Power course was designed after working with hundreds of building product company owners, so we’ve included video material, written material, printable resources, and ready-to-use templates. It is also designed with a Recruiting Index/Audit, so you can quickly look up your current problems and immediately access the resources and education you need to address them.

In fact, we recommend that owners of building product businesses use this course even if they already have an HR lead.

How is the Hire Power Course delivered?
The course is fully on-demand, and you’ll receive instant access to the full library of course modules, videos, and printed resources.
I'm already pretty good at hiring. Is Hire Power just for beginners?
If your business is fully staffed, you get plenty of quality applicants for your job openings, and all of your employees are high performers, then Hire Power Unleashed is not for you. But if you have dreams of adding locations, new product lines, and growing your business to new heights, this course will take you there. This is the place to build best-in-class recruiting and hiring practices, turn your business into a talent magnet, and find the people you need to achieve the growth you desire.
What does Hire Power cost?
Hire Power costs $2,500 to purchase and includes all of the modules, tools, and bonuses listed above.

Even for an $18 per hour employee, the overall cost of every bad hire is $11,272. If this course helps you make even one good hire, you’ve already generated a return.

I'm so busy, can I delegate all of this to someone else?

Hire Power was designed with the owner, hiring managers, HR professionals, and for any person inside your organization that is interested in learning about recruiting, interviewing, and hiring.   Hiring is most effective when it's a blend of strategy from the owner/leader and tactical execution handled by a hiring manager or support person.   Should you wish to purchase more than one seat, reach out to to see if any discounts may be available.

However, we strongly recommend that Leaders access the course themselves, even if they have other team members in charge of the hiring process. The tactics of hiring a team can be outsourced, but learning how to attract, hire, and keep good employees is key to your success.  You can't outsource learning.  

Overcome the scarcity cycle, stop settling, & hire with confidence.

Normally $2500 Presale available only $1997

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