People-First Builders Podcast

We've all heard about or read single's ads, yes? The single bachelor seeks his perfect match for long walks on the beach and a shared interest in wine tasting.  When you're hiring a new candidate, you're essentially doing the same thing, except instead of long beach walks and wine tasting it's more like shared interest in impeccable customer service and a clean inbox.  We discuss the differences between job descriptions and job advertisements, how to write both, and how to identify your ideal candidate by strategically creating a list of a ideal candidate qualities that match your job opportunity.  

In this episode of People-First Builders, host Fletcher Wimbush sits down with Scott Menard, President & Chief Operating Officer of Homes Built For America, to discuss how strong leadership, accountability, and purpose-driven culture shape successful construction organizations. Scott shares his perspective on leading teams in the residential construction space, the importance of operational excellence, and how aligning people, process, and mission creates long-term stability and growth. Drawing from his experience overseeing large-scale operations, he offers practical insights into building trust, developing leaders, and sustaining performance in a demanding industry. In this episode, you'll learn: What people-first leadership looks like in residential construction How operational discipline supports team success and scalability The role of accountability and clarity in building strong cultures Lessons learned from leading through growth and complexity This conversation is a must-listen for construction executives, operations leaders, and business owners who want to build resilient teams and organizations that last. 🎧 Subscribe to People-First Builders for more conversations with leaders who build lasting success by investing in their people.

In this powerful episode of People-First Builders, host Fletcher Wimbush sits down with Chad Abernethy, CEO of Abernethy Contracting, for one of the most honest conversations we've had about leadership, burnout, culture, and what it really takes to transform a construction company from the inside out. Chad opens up about: • Leaving his family's business after burnout and how it reshaped everything he believed about leadership • Scaling a civil contracting company from 0 to $45M — and the personal cost behind the growth • How a merger forced a complete culture reset • Building a people-first organization in an industry not known for warm fuzzies • Why accountability, vulnerability, and transparency must be non-negotiable for leaders • The measurable impact of shifting from "bid-build-bill" to "develop people first" Whether you're a construction leader, a builder of people, or someone navigating the challenges of company growth, Chad's story offers a blueprint for real, sustainable culture change.  

What happens when a small crew of "hippie carpenters" grows into a nationally admired, employee-owned company that changes lives, families, and communities? In this inspiring episode, Fletcher sits down with John Abrams, founder of Abrams+Angell, formerly of South Mountain Company, who spent 50+ years proving that business can be both profitable and profoundly people-centered. John shares how he transitioned his company into a worker cooperative long before employee ownership was common, how that decision transformed culture, turnover, customers, and leadership—and why he believes employee ownership is the path to a more equitable future. From open-book business practices to "subsidized housing for the rich," near-collapse during the 2008 recession, and rebuilding with shared sacrifice, John's story is a masterclass in purpose-driven leadership. Guest Takeaways: How employee ownership unlocks deep commitment and long-term retention Why culture, transparency, and shared responsibility attract ideal clients What truly differentiates co-ops, ESOPs, and employee ownership trusts How founders can create lasting impact and a strong succession plan Why building with kindness, humanity, and collaboration changes communities A must-listen for leaders who want to build something that outlives them.

In this episode of People-First Builders, host Fletcher Wimbush sits down with Jim Robinson, President & CEO of CGP Maintenance & Construction Services, leadership coach, and soon-to-be author of Lead With Empathy (co-written with Chris Voss). With 40 years in business, Jim has grown CGP into a people-first organization known for unmatched employee loyalty, multi-decade tenure, and an education-driven culture. His approach is simple but rare in the trades: grow the person first — and performance will follow. What You'll Learn from Jim in This Episode: • How leading with empathy builds long-term loyalty Jim shares how early experiences serving others shaped his leadership philosophy and taught him to meet people where they are — whether they want slow growth or rapid acceleration. • Why CGP trains not just employees, but their spouses You'll hear how CGP discovered that growing an employee too quickly without involving their partner created conflict at home — and how including significant others in conferences and education transformed entire families. • The power of structured education and the "law of anticipation" Jim explains CGP's multi-year training journey, weekly assessments, and how always giving employees something to look forward to keeps them engaged, hungry, and committed. • Why hiring for character beats hiring for skill CGP hires tradespeople based on empathy, urgency, energy, and values — not technical ability — because skills can be taught, but character can't. • How CGP fills leadership roles exclusively from within You'll learn why Jim avoids hiring competitors' employees, why the company never rehires people who leave, and how internal promotion protects culture. • CGP's lightning-fast "application to offer in 8 hours" process Jim breaks down how they evaluate values alignment, involve supervisors immediately, and create a high-urgency experience that mirrors what's expected on the job. • How CGP runs 24/7 operations with cross-trained teams Hear how they prepare people for multi-disciplinary work across nights, days, and three construction shifts — and why it creates pride, mastery, and team connection.

In this inspiring episode of People-First Builders, host Fletcher Wimbush sits down with Scott Walters, President of Walters Services, a family-run waste management company built on one simple belief: "We love people." From humble beginnings on a chicken farm to a thriving multi-location business, Scott shares how his parents' people-centered values shaped a 50-year legacy that continues to grow today. He opens up about giving second chances to employees, leading with empathy, building mentorship into company culture, and using the Entrepreneurial Operating System (EOS) to scale with purpose. If you believe business is ultimately about people — not products — this conversation will remind you what authentic leadership really looks like. 💬 Key themes: People-first leadership in "unsexy" industries Giving second chances and rebuilding lives through work Core values that attract (and retain) great people Mentorship, humility, and growth through EOS 👉 Subscribe to People-First Builders and join us in celebrating leaders who build success through their people.

In this episode of People-First Builders, host Fletcher Wimbush sits down with Scott Harvey-Lewis, founder of Billing Mavens and a seasoned engineering leader who left corporate consulting to build something of his own — a firm grounded in integrity, intentional hiring, and creative leadership. Scott shares how his background leading large engineering teams inspired his approach to people-first entrepreneurship: hiring for humility, building global teams with purpose, and blending technology, AI, and offshoring to create a lean and human-centered company. From "being your own headhunter" on LinkedIn to leveraging authentic content to attract talent, Scott's insights are a masterclass in modern recruiting and leadership for engineering and consulting professionals alike. 💬 Key Takeaways: Why every hire should be a "Hell Yes" How to find and keep great talent in a tight labor market The power of authenticity and storytelling in employer branding Building efficient, global teams through intentional leadership 🎙️ Listen now to learn how Scott engineered his company's success — by leading with purpose, building with vision, and always putting people first.

What happens when the discipline of the court meets the chaos of business? In this People-First Builders episode, host Fletcher Wimbush sits down with Uros Vasiljevic to unpack how athletic rigor and coaching fundamentals translate into predictable, scalable operations. From daily cadence and clear roles to simple "scoreboards" that make performance visible, Uroš shares the systems leaders can use to reduce noise, build trust, and grow without burning out their teams. You'll learn: The mindset shift from heroics to repeatable processes How to design weekly rhythms that keep everyone aligned Why scorecards and scoreboards beat long reports Practical ways to coach accountability without killing autonomy The small disciplines that compound into culture (and revenue) Perfect for founders, construction leaders, ops managers, and any builder who wants structure without bureaucracy.

What if a construction company were known first for who its people become, not only for what it builds? In this People-First Builders episode, Fletcher Wimbush talks with Chad and Cory Kundert of Kundert Construction in Monroe, Wisconsin, about turning a job site into a launchpad for growth. They share how school partnerships and hands-on "Trades Day" experiences spark curiosity in students, how paid apprenticeships give teens a direct path into meaningful work, and how transparent pay ladders keep talent engaged from apprentice to foreman. Inside the company, carpenters earn leadership reps on smaller projects, learn to make confident decisions through coaching, and receive consistent feedback that builds judgment. The result is a team that feels supported, customers who feel cared for, and a community that sees the trades as a respected, modern career. You will hear practical tactics you can apply right away — how to co-create events with local educators, structure the first leadership opportunity so it succeeds, and use social media to make your company's values visible and magnetic to A-players. What You'll Learn: Clear career paths in the trades, from apprentice to foreman Coaching questions that build ownership, not dependence How to partner with schools to run hands-on career days Realistic earnings ranges and timelines that rival college routes Ways to give first leadership reps without risking the whole project Why public values create internal accountability How a supported crew delivers a better client experience At Kundert Construction, building people is just as important as building homes. Chad and Cory prove that when leaders invest in growth, mentorship, and community, the ripple effects reach far beyond the job site. Their story is a blueprint for every contractor who believes the future of the trades depends on culture, education, and creating a place where people grow — not just work.

What keeps great people from leaving? For Roggen Frick, it's all about replacing chaos with predictability. In this episode of People-First Builders, host Fletcher Wimbush sits down with Roggen to explore how structure, consistency, and clear systems create trust, reduce turnover, and build loyalty in the construction industry. Roggen shares practical strategies leaders can use to strengthen retention by setting expectations, creating accountability, and giving teams the stability they need to thrive—even in high-pressure environments. Roggen's journey highlights the shift many leaders must make—from reacting to daily fires to proactively building systems that empower their teams. By focusing on predictability, he demonstrates how leaders can reduce stress, create a healthier work environment, and inspire long-term commitment from employees who feel supported and valued. If you're leading in construction or any people-focused business, this conversation will show you why predictable systems aren't boring—they're the foundation for growth, culture, and keeping your best people.

In this People First Builders episode, host Fletcher Wimbush sits down with Matt Aston, founder and CEO of GPRS, a national leader in private utility locating, concrete scanning, and subsurface mapping. Matt shares how a single magazine ad in 2001 sparked an idea that grew from a one person startup into a coast to coast company with more than 900 team members and a reputation for accuracy, safety, and innovation. Matt explains the difference between public 811 locating and GPRS private utility work, why depth data changes decisions on site, and how early failures shaped a culture that aims to be right the first time, every time. He breaks down GPRS hiring and training systems, including SIM, the company's subsurface investigation methodology, a purpose built training center, ride alongs before offers, and a multi month ramp with ongoing assessments. The conversation also covers leadership development, a referral engine that drives nearly half of annual hires, incentive based compensation that can make up 30 to 50 percent of pay, and broad based employee ownership that tracks the same class of stock as leadership. Key takeaways Accuracy that scales: about 120,000 jobs in the last year with a reported error rate near 0.1 percent. Private vs public locating: 811 marks public rights of way, while GPRS supports contractors on private property and provides depth data that changes plans and prevents damage. Hire for character, teach the skill: referrals supply close to half of new hires, followed by structured interviews, ride alongs, and three to four months of training. Process over heroics: SIM gives field teams a consistent approach, supported by a full training lab and university partnerships for real world practice. Retention flywheel: once team members pass roughly 12 to 18 months, annual retention jumps into the mid 90s. Ownership and incentives: field compensation includes meaningful performance bonuses, and an opt in equity program opened in 2020 where everyone holds the same class of stock, aligned with private equity growth goals.

In this episode of People-First Builders, host Fletcher Wimbush sits down with Bo Jones, President of True Built Construction and CEO of CareerPathway.com, to explore a groundbreaking approach to workforce development in the skilled trades. With over 25 years of experience, Bo shares how his deep frustration with traditional hiring methods—and the dwindling talent pipeline in Nebraska—led him to launch an innovative platform that connects students to careers before graduation. Bo explains how CareerPathway.com is helping students discover meaningful work in industries like construction, healthcare, and technology through real-time multimedia content created by employers themselves. He walks us through the platform's features, the impact it's already making in 34 states, and how it's revolutionizing how employers reach and inspire the next generation of workers. Whether you're a business leader, educator, or parent, this conversation will leave you thinking differently about how we prepare young people for life after high school—and how industry must step up to solve the skilled labor shortage. What You'll Learn: Why traditional outreach efforts to young workers often fall short How True Built Construction mentored students by building homes—and what challenges remained The origin story and mission of CareerPathway.com How the platform bridges the gap between students, educators, and employers The game-changing potential of reaching students before they graduate Bo breaks down how the platform works, including: How students explore careers through bite-sized videos, photo posts, and real-world content from employers. How teachers and counselors use the platform to guide career conversations with personalized insights. How businesses can build employer brand visibility while connecting directly with interested, pre-qualified young talent. Why the education system alone cannot (and shouldn't be expected to) deliver individualized career exploration at scale—and how CareerPathway.com fills the gap. Whether you're an employer frustrated with the broken hiring pipeline, an educator looking for real-world career exploration tools, or a parent trying to help your child find their path, this episode delivers inspiration, clarity, and a vision for what's possible when industry steps up.

In this insightful episode of the People-First Builders Podcast, host Fletcher Wimbush speaks with Ryan Schmidt, CEO and Visionary at Petticoat-Schmitt Civil Contractors, Inc. His 300-person firm is redefining success in heavy civil construction by building a culture centered on growth, ownership, and values-driven leadership. Ryan shares the full story of how his firm nearly failed after a series of disastrous projects and financial hardship. Instead of cutting losses, he doubled down on his people. He opened the company books, shared real-time financials with everyone from laborers to executives, and began a journey toward full employee ownership through an ESOP. In this conversation, you'll learn: How Ryan guided Petticoat-Schmitt Civil Contractors, through its lowest point and emerged with a stronger team and culture Why every new hire, including laborers and field workers, goes through a structured two-day onboarding program led by Ryan himself How radical transparency and profit sharing created deep loyalty when the company was losing money What inspired the creation of "The Forge," an internal training facility staffed by top performers turned full-time coaches How Ryan stepped back from day-to-day operations by naming a company president, allowing him to focus entirely on vision, people, and culture How the company conducts weekly all-staff financial huddles to help every employee think and act like an owner Why company values such as accountability, character, and team are reinforced through regular events, team breakfasts, and internal rituals How the team reacted when they received their first ESOP stock statements and saw the long-term rewards of ownership Why Ryan believes he is more fulfilled as a partner to his employee-owners than he ever was as a solo founder Ryan's story is not just about surviving adversity. It is about creating a business that invests in people at every level. From new hire training to internal leadership development and long-term wealth building, Petticoat-Schmitt Civil Contractors' culture is built to last. Whether you're a contractor, business owner, or simply passionate about values-based leadership, this episode offers a real-world blueprint for building a company that thrives through its people.

In this episode of People-First Builders, host Fletcher Wimbush welcomes Brian Keller, CEO of Quest Building Corporation, a Wisconsin-based commercial contracting firm that's redefining what it means to grow a people-first construction business. Starting with four partners framing homes in 1998, Brian has spent the past 25 years scaling Quest into a 300-plus-person company that provides labor and materials for framing, trim, flooring, and countertops across Southern Wisconsin. Brian shares the behind-the-scenes story of how he transitioned from being a hands-on carpenter to a visionary CEO focused on servant leadership, talent development, and culture-driven growth. He discusses how hitting a wall in the company's expansion led to a complete rethinking of his leadership style, eventually leading to the development of in-house coaching and leadership training programs that now shape the next generation of leaders at Quest. In this wide-ranging conversation, Brian dives into: How Quest integrates recruiting, training, and coaching into every level of the business What it means to practice servant leadership in a trade-dominated industry The power of writing an employee persona to define company culture and hire the right people His "Build Program," an educational initiative designed to help trade business owners grow scalable, sustainable companies Tactical changes in recruiting strategy, including high school outreach, referral-driven hiring, and even in-house headhunting How the team developed a simple framework for defining roles through the "one-question" model Why he believes there's someone out there who loves every task—your job is to find them Whether you're a contractor, tradesperson, or business owner struggling to scale or attract top talent, this episode offers a roadmap for transforming your organization by investing in your people. Brian's story is a masterclass in letting go, leading with purpose, and building a business that lasts through values, not just volume.

Fletcher and Chad dive deep into one of the most critical and often overlooked challenges in scaling a commercial construction business: taking the estimating hat off the owner's head. They explore: Why owners must eventually delegate estimating to scale effectively. The two main paths: grow an estimator internally vs. recruit one from a competitor. Growing your own estimators: Preferred degrees, expected timeline (3–5 years), and how to differentiate between technical estimating and executive pricing strategy. When to hold on to pricing and sales as an owner even after hiring an estimator. Outsourcing and offshoring estimating work: what works for trades, what doesn't for GCs, and how relationships remain key. How to attract experienced talent from competitors: understanding the top 3 gripes they have—compensation, lack of influence, and burnout in "bid factories." Recruiting strategies: From warm outreach and pain-point probing to long-game relationship building with high ROI. Key Takeaways: Investing in the right estimator—whether a junior you train or a seasoned pro—can unlock millions in revenue growth. Don't confuse estimating with pricing or sales. Each has a distinct role and impact. Treat outsourced/offshored team members like internal staff: communicate, manage, and integrate them thoughtfully. Pay and empower your estimators—they're often your #1 revenue generator.