Idea for hiring employees without having a brick & mortar store...

[DocGreen]

So I'm finding that I almost need a second tech to keep up with the work that's coming in, but it's still not quite enough income to warrant a brick & mortar shop. If I were to hire a 2nd tech to help man the phones and handle service calls, where would he work? My shop is in the garage, which gives access to the rest of the house, so I'm not keen on having them come here every day.

But, I had an idea...

Instead of hiring a traditional employee, I could do it as a "work-from-home" type of gig. Find a qualified local tech who I trust, set them up with access to MHD, GFI, my server, and my PBX... give them a SIP phone and a laptop (desktop if they need), and have them basically function as a remote worker. Route incoming calls to both phones and any jobs he takes on, pay him a percentage.

Anyone doing something similar, or have any thoughts on the idea?

 

[mr m]

A couple of years after my signature graced my paycheck as opposed to a corporate rubber stamp I started to think about expanding. I too, work out of a home office.

I tried to hire part-time guys but neither of us was happy. They didn't get enough work and weren't available when the client needed them. I was seeking biz customers who wanted service contracts back then. If you are busy enough to keep them full time it can work but having employees is a full time job in itself. Be sure you want that responsibility and headache.

Having them work out of their homes is a great idea if you can keep them busy for 40 hours. Otherwise they will always be looking on.

Obviously, having employees can be very profitable seeing all the guys and the few girls here who do it but not for me. I don't earn enough being a one man band but it suits my lifestyle and after years of dancing in the corporate arena I just don't want too work that hard anymore.

I'm off to a call now so best of luck whatever you decide.

 

[Markverhyden]

I've known several business owners, like many of us, who started out flying solo and then are faced with the prospect of needing more hands to help out so they can grow. I'm actually working through that right now.

As mentioned there are several things to think/be concerned about. In some ways it's a catch-22 situation. But with proper planning, management, and a bit of luck you can cross that threshhold.

First thing to need to get a grasp on is the legal aspects of hiring someone as a W2, whether full time or part time. This is not to be laughed at, overlooked, or glossed over. With the implementation of ACA many states are passing new laws that have negative impacts on small businesses that want to hire. Namely they are on the hook large amounts of $$$ if the employee has to be let go. The good news is with true part timers there is little to worry about. But if someone was full time it's may be a different story.

In MA, for example, if you let a full timer go for what ever reason you could be on the hook for unemployment. That's because they treat the former employee as innocent and former employer as guilty. So as an employer, if the former employee files for unemployment, you will have to prove that the employee does not qualify for unemployment. Next has to do with the ACA itself. Again in MA you have to provide a full timer with insurance. Unlike the federal regulations which starts at something like 25 employees in MA it's every single person. And if you let them go you still have to offer them COBRA. And even with contractors you have to be careful. There are some who will try to claim a W2 relationship to get access to benefits and unedmployment

These are obviously not insurmountable. Just part of the planning process to understand the risks. But that may have some impact on how you go about acquiring talent.

Because of the risks I mentioned above I'm not looking at hiring anyone soon. So I'm keeping everything at arms length by using people I know that are contractors and have little risk of trying to claim a W2 relationship. Or I'm using online sources like Onforce and Field Nation for people I do not know as that maintains an arms length relationship.

I have no intention of giving any contractor access to my customer information etc. If the management part starts getting more complicated I'll just work at getting more contractors to address the onsite stuff. Once I get a cash flow position that I'm comfortable with I'll work at getting an admin/help desk type person. To keep that person busy I'll just go back to doing more calls.

Another thing to remember as a source is white label call centers. There is someone on here, tried to dig up the name but could not, that some have used.

 

[acscva]

I am very interested in this as I am getting pretty close to needing to hire my first employee here in Virginia.

With my previous location in upstate NY I had 10 employees but also had a 4000 sq ft retail showroom and service center.

It defiantly is a big difference working from my home office but enjoy it very much!

 

[tom11011]

So I'm finding that I almost need a second tech to keep up with the work that's coming in, but it's still not quite enough income to warrant a brick & mortar shop. If I were to hire a 2nd tech to help man the phones and handle service calls, where would he work? My shop is in the garage, which gives access to the rest of the house, so I'm not keen on having them come here every day.

But, I had an idea...

Instead of hiring a traditional employee, I could do it as a "work-from-home" type of gig. Find a qualified local tech who I trust, set them up with access to MHD, GFI, my server, and my PBX... give them a SIP phone and a laptop (desktop if they need), and have them basically function as a remote worker. Route incoming calls to both phones and any jobs he takes on, pay him a percentage.

Anyone doing something similar, or have any thoughts on the idea?

Your not clear in your premise if this person is an employee or contractor but I think since this would be the first person, you are probably leaning towards contractor.

This is generally the flaw in this type of plan-
Will you be telling him what hours he needs to keep?

If the answer is yes, then he is an employee and not a contractor.

 

[trevm999]

Another thing to remember as a source is white label call centers. There is someone on here, tried to dig up the name but could not, that some have used.

RS Tech Team, carcomp is the technibbler

 

[callthatgirl]

I've had some horrible employee experiences compared to contractors. I think it's me though who did some horrible hiring. I got lucky with a few but most I could have kicked myself afterwards.

Moving on, sounds like "contractor" is the best choice for you and if you want someone that is "in your town", yes....they will be doing sidework. Be ready for that. All of my contractors do side work.

I have a few contractors right now and I would highly suggest outsourcing right now, test it out, see how you like it. See if you can deal with not "doing it all' and letting the contractors do their job. Figure out processes and get things in order.

I use RSTechTeam, the tech bench option might be a good start for you to see how you like doing the outsourcing.

 

[Markverhyden]

RS Tech Team, carcomp is the technibbler

Thanks. Been meaning to put them in my contacts but kept on forgetting. Done now though.

 

[DocGreen]

Thanks for all the input guys!

I was definitely thinking contract employee rather than regular employee... I wouldn't necessarily set their hours for them, but I would prefer to find someone that would be available at the times I'm generally least available.z

I'm pretty sure I don't want to go with outsourcing calls... at least not now. I had talked to another Technibbler who provides that service, but for now I want to keep everything local. My customers like that everything is local, after all, and like knowing that the person they talk to on the phone will likely be the same person they talk to in person.

 

[tom11011]

I was definitely thinking contract employee rather than regular employee... I wouldn't necessarily set their hours for them, but I would prefer to find someone that would be available at the times I'm generally least available.

Do have a look at the rules that surround contractor vs. employee. You are not even really allowed to set the manner in which the contractor gets the job done. Setting hours is only one criteria.