We've brought together a team of educators and home care experts to answer the burning questions that you and every home care owner will ask at some point.
Gabrielle Pumpian Chief Development Officer at Cheer Home Care; 3-time home care marketer
Marissa Snook President/CEO of corecubed care marketing
Connor Kunz VP @Careswitch, former head of education @ Home Care Pulse, scaled a service business 7 figures in 3 years
Debbie Miller Former pharma sales rep who built a $10M home care company and founded 52 Weeks Marketing
Debbie Miller Former pharma sales rep who built a $10M home care company and founded 52 Weeks Marketing
Connor Kunz VP @Careswitch, former head of education @ Home Care Pulse, scaled a service business 7 figures in 3 years
Gregg Mazza Founded a home care agency, almost ran out of capital after two years, figured things out and scaled past $5M
Erica Horner Home care sales consultant & project manager at corecubed
Erica Horner Home care sales consultant & project manager at corecubed
Brett Ringold Vice President of A Long-Term Companion & HCAOA board member
Jeremy Fuller Managing Director of Grow Home Care Marketing; website, SEO, and digital marketing expert
I could give the cop-out answer by saying it depends on the circumstances of every agency and I’d be right, but we’re not here for cop-out answers. :)
While it does depend on the circumstances of every agency, we interviewed Brett Ringold, an experienced agency administrator in Pennsylvania, to get the dirty details on exactly when and why he hired for each role, and what he’d do differently if he went back.
Brett is the VP at A Long Term Companion, an agency he runs alongside Michele Kilstein, his mother. They’ve been in business since 2010 and are handling over 6000 weekly billable hours.
Here’s how we’ll break this down:
A Long Term Companion (ALTC) has hired eight roles over the years:
Early on, it’s helpful to view these as distinct hats that you’ll wear. It’s understood that no startup home care agency will have eight staff members to individually fill each of these rolls, but it’s helpful to think of them independently as it’ll help you to focus on each one more intentionally.
Early on, your org chart will probably look less like an org chart and more like a Venn diagram that separates roles/duties between two or three people at max.
While the Venn Diagram of your agency’s responsibilities will obviously depend on the strengths that you and your employees bring to the table, here’s how A Long Term Companion split up the roles early on:
In my experience, this is a fairly logical/typical breakdown of roles with an agency that has two admin employees.
When A Long Term Companion hired each role and what prompted the hire
Here’s the general overview of their growth and hiring timeline:
One of the earliest roles to hire for is sales and marketing; Brett discusses hiring for sales and marketing essentially when two things happened: 1) they came across the right person whose skillset and local network fit their needs, and 2) they reached the point where Michele, who was filling the marketing role, was simply needed more urgently in other parts of the business.
A few related pieces that might help you plan future hiring decisions:
When to hire a marketer, according to the sales and marketing experts at corecubed (includes benchmark of revenue and billable hours)
In case you’re wondering, these screenshots come from Brett’s presentation on Careswitch’s Home Care Success Summit in November 2022.
Hope this was helpful!
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