What’s up big dawgs 👋

Welcome back to Rich Off Trash — where we turn busted couches, dirty mattresses, and overfilled dumpsters into real money.

Today we’re talking about a real milestone in your junk removal or dumpster rental business:

When should you start hiring… and how do you avoid bringing on someone who makes your life harder instead of easier?

This is the fork in the road.

The moment where you either:

  • Stay a self-employed laborer forever
    or

  • Start building a real business.

Let’s break it down the right way.

1. When Is It Actually Time To Hire?

You don’t hire because it sounds cool to say,
“Yeah, I got guys that work for me.”

That’s ego. Ego burns cash.

You hire when three things line up.

1️⃣ You Have Steady Work — Not Random Spurts

Not one crazy week.
Not one big estate cleanout.

I’m talking steady:

  • The phone rings every week

  • You’re booking days in advance

  • You’re pushing jobs out because you physically can’t do more

If you’re consistently turning down money because you don’t have capacity, that’s a signal.

If it’s random chaos? That’s not hiring season. That’s just business volatility.

2️⃣ You Know Your Numbers Cold

If you don’t know:

  • What you average per job

  • Your weekly revenue

  • Your dump fees

  • Fuel costs

  • Fixed costs

  • Net profit

…you’re guessing.

And guessing with payroll is dangerous.

Payroll hits every week whether you had a slow week or not.

Hiring without knowing margins is how guys go from “doing decent” to “why is my bank account empty?”

3️⃣ You’re the Bottleneck

This one’s real.

You waited too long if:

  • You’re loading junk all day

  • Then doing quotes at night

  • Answering DMs at 10pm

  • Missing calls because you’re driving

  • Starting to hate the work you used to love

If the business only moves when you move, you don’t own a company.
You own a job.

When these three line up:
✔ steady work
✔ know your numbers
✔ you’re maxed out

It’s time.

2. Don’t Hire Before You Have Flow

This is where a lot of small operators screw up.

They get one big job.

Or one insane week.

And panic hire.

Then:

  • The rush slows

  • The employee stands around

  • Payroll eats profit

  • Resentment builds

Now you’re mad at them… when really you jumped too early.

Rule of thumb:

You should consistently be able to fill 3–4 full days a week with help.

And hiring someone should free you up to:

  • Book more jobs

  • Market more

  • Quote more

  • Start another truck

  • Build relationships

If hiring doesn’t create more revenue opportunity, you’re not scaling — you’re just splitting your check.

3. What Are You Actually Hiring For?

Clarity prevents frustration.

If you don’t define the role, they won’t know what the role is either.

Helper / Loader

  • Lifting, loading, dragging

  • Sweeping

  • Basic support

  • Usually no driving at first

Great first hire for junk removal.

Driver / Lead Tech

  • Drives the truck

  • Talks to customers

  • Takes payment

  • Sends photos

  • Handles job details

This requires more responsibility and professionalism.

Dumpster Delivery Driver

  • Backs into tight driveways

  • Handles property safely

  • Communicates clearly

  • Shows up on time

If you don’t clearly define the position, don’t get mad when they don’t magically perform it.

4. The Real Difference Between Good and Bad Employees

Let’s keep it street-level.

❌ A Bad Employee

  • Late, with excuses

  • Attitude when corrected

  • Hides when it’s heavy

  • On their phone more than the trash pile

  • Talks crap about customers

  • Makes you nervous leaving them alone

They cost you:

  • Time

  • Reviews

  • Energy

  • Reputation

  • Sanity

One bad hire can undo months of hard-earned trust.

✅ A Good Employee

  • Shows up on time

  • Asks “What’s next?”

  • Respects customers

  • Listens and improves

  • Takes care of your truck

  • Protects your name

They make you money because:

  • Jobs move faster

  • Customers trust your crew

  • You can book more

  • You can think strategically

Good employees aren’t perfect.
They just care and try.

That’s the difference.

5. C, B, and A Players

This is where most operators get it wrong.

C Employee – Bare Minimum

  • Shows up sometimes

  • Works hard only if watched

  • No pride

  • Needs babysitting

Short-term help at best.

You can’t build around C players.

B Employee – Solid Backbone

  • Consistent

  • Works hard

  • Reliable

  • Can handle jobs with instructions

A team full of B players can run your business.

You treat them well, pay fair, and they stick.

A- Player – Future Leader

Rare.

They:

  • Show up early

  • Think ahead

  • Care about customer experience

  • Protect your brand

  • Solve problems

  • Can run a crew

This is who you:

  • Raise up

  • Trust with keys

  • Potentially grow into management

You won’t find many.

But when you do — protect them.

6. How To Choose The Right Candidate (Without Going Corporate)

You don’t need HR.

You need clarity and a backbone.

Step 1: Be Honest in the Job Post

Say it’s:

  • Physical

  • Dirty

  • Hot

  • Cold

  • Long days

Require:

  • Reliable transportation

  • Heavy lifting ability

  • Customer respect

Transparency filters weak applicants.

Step 2: Short, Direct Interview

Ask:

  • “You ever worked outside in 95 degrees?”

  • “What do you do when you’re tired and we still have two loads left?”

  • “Are you comfortable talking to customers?”

  • “Where do you want to be in a year?”

You’re listening for:

  • Work ethic

  • Honesty

  • Attitude

  • Ownership

Step 3: Trial Day

This is huge.

Bring them on for a paid trial.

Tell them straight:

❝

“Today’s a trial. If it works for both of us, we’ll move forward.”

Watch:

  • Do they hustle?

  • Do they complain?

  • Do they respect customers?

  • Do they listen?

People reveal themselves fast when the work is real.

Step 4: Set Clear Rules Day One

  • Start time means start time

  • Phones away unless work-related

  • No disappearing

  • Respect truck, tools, customers

Clear lines create clear culture.

The ones who push back?
Let them go.

7. What YOU Should Be Doing After You Hire

This is the part most miss.

Once you hire someone decent:

Stop doing everything.

Let them:

  • Load

  • Sweep

  • Strap

  • Stage

You:

  • Quote

  • Upsell

  • Build partnerships

  • Market

  • Answer calls fast

  • Improve systems

If hiring didn’t shift you toward growth work, you’re still trapped.

Hiring isn’t about less effort.

It’s about reallocating effort.

8. Fire Fast When Necessary

You’re building something real.

Fire fast when you see:

  • Repeated lateness

  • Disrespect

  • Blame shifting

  • Sketchy behavior

  • Making your life harder

One bad hire can cost:

  • Reviews

  • Repeat business

  • Momentum

You’re not a charity.

Protect the business.

Final Thoughts

Hiring is one of the biggest transitions in junk and dumpsters.

Don’t rush it out of ego.

Don’t delay it out of fear.

Build a crew of solid B players.
Protect your rare A players.

That’s how you move from:

“Guy with a truck”

to

“Owner of a real operation.”

You’re not just hiring help.

You’re building leverage.

And leverage is how you get rich off trash. 💰🗑️

Get out there and make it happen big dawgs.

Duplicate what works.
Don’t reinvent the wheel.
Run it like a real business.

You really can get RICH OFF TRASH — if you treat it like one.

Let’s get it 🫡

— Justin ✌️ & Tony 🏁

P.S. If you’re slammed, missing calls, and still doing everything yourself… that’s not a grind badge. That’s a bottleneck. Build a crew. Protect your A-players. And move from self-employed to owner.

Have questions? Hit reply and let us know.

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