A Spaid engineer captures your top performers’ diagnostic logic, pricing decisions, and close techniques during ride-alongs — then builds an onboarding system that compresses ramp time by 50% without a training manager.
Most operators focus on finding techs. The bigger problem is what happens after you hire them. A tech running at 60% of veteran performance for 8 months isn’t just a training problem — it’s a $20K–$40K drag on your P&L per hire. That’s fixable.
New techs operate at 60–70% of veteran GM and callback performance for 6–12 months. At $20K–$40K in slow-ramp cost per hire, a shop hiring 8–10 techs/year is bleeding $160K–$400K annually in below-target performance before the new hire reaches full productivity.
$20K–$40K in slow-ramp cost per new hireYour best tech knows which parts to bring on which calls. How to price the second option. How to handle the customer who wants to think about it. None of that is written down anywhere. The new hire figures it out through trial and error — at your customers’ expense.
6–12 months average ramp time to veteran performanceMost structured onboarding depends on one person who also has 40 other responsibilities. When that person is out, onboarding degrades. When they leave, it collapses. Knowledge delivery can’t depend on a person being available.
3–4 month onboarding degradation when training lead changesOff-the-shelf training content addresses industry-generic skills. Your new tech needs to know how your best performers run your specific job types in your specific market. That’s a different thing.
Top-performer knowledge captured in days 1–5. Ramp metrics monitored from week 1.
Built from ride-alongs with your best tech — documents every diagnostic decision, pricing logic, objection response, and close technique by job type. Converts uncodified expertise into structured onboarding content. New techs learn how your best performer actually runs a job, not a generic industry standard.
New techs see the same job-specific context as veterans — recommended parts, address history, callback risk flag, customer LTV, prior pricing at this address. Reduces the dependency on asking the veteran what to bring. Delivered via existing FSM job card, no new app.
Tracks GM per job trend, callback rate, and quote variance for each new tech from Week 1. Surfaces divergence from the ramp curve before it compounds. You see in Week 6 if a tech is tracking below target — not at the 6-month review.
Top-CSR scripting and objection handling codified and embedded into new CSR onboarding. Booking rate variance among new reps narrows significantly in the first 60 days. Same 50% ramp compression as field tech onboarding.
Our Full-Operation Audit (Days 1–30) maps every revenue leak — field and back of house. If we don't identify at least $200,000 in recoverable annual revenue, we refund Phase 1 in full. You keep all audit deliverables.
After kickoff, we ask for about 30 minutes a week of your ops leader's time.
We'll start with a recent export or sample call data from your FSM and call system, show you the biggest leaks, and scope the engagement. Full access happens only if you proceed to the audit.