Logan sits down with Sean Beliveau and Cassidy Jones of Slate Creek Builders to break down how they've built an award-winning remodeling team in a small college town—without relying on job boards, recruiters, or desperation hires.

Based in Blacksburg, Virginia, Slate Creek Builders has grown to a 14-person team delivering multi-million-dollar remodels in a market of just 35,000 people. In this conversation, they unpack how community reputation, always-on recruiting, strong systems, and a clearly defined org chart allow them to attract talent before they ever need it.

If you're struggling to hire, retain great people, or build a culture that recruits for you, this episode offers a real-world playbook—especially for remodelers operating in smaller or tighter markets.

🎯 Timestamps:

00:00 — Why Slate Creek attracts talent without actively recruiting
03:00 — Building a high-end remodeling business in a small market
06:30 — How community reputation fuels growth and referrals
10:45 — The pressure (and upside) of working in a small town
14:00 — Why most of Slate Creek's hires come from personal networks
17:00 — Always recruiting—even when you're not hiring
20:45 — Hiring a "unicorn" without a job opening
23:15 — Using org charts to justify new roles
27:30 — How systems give confidence to hire ahead of demand
31:15 — Dividing leadership: vision vs. execution
34:30 — Protecting work-life balance as a core cultural value
38:00 — Learning from bad hires (and why desperation hires fail)
42:00 — Turning a questionable hire into a long-term win
46:30 — Separating emotion from estimating and pricing
50:30 — What Slate Creek looks for in cultural fit
55:00 — Hiring for skilled roles vs. training from scratch
59:30 — Why people stay once they join the team
01:02:30 — The benefits of building a business in a tight-knit community

If you want employees lining up before you post a job, systems that support confident growth, and a culture people genuinely want to be part of—this episode shows what that looks like in practice.