1. Choose the work
Write down recurring tasks, systems and what a good week looks like. “Follow up with every new lead and book qualified appointments” is clearer than “help with sales.” Estimate hours and availability.
Different specialties may need different people. Browse the role directory.
2. Define the handoff
- Tasks: What will they own?
- Tools: Which systems and scripts?
- Hours: When must they be available?
- Success: What will you review weekly?
- Owner: Who gives feedback?
Boogie recruits, screens and supports staffing. Your business provides its training, access, priorities and feedback.
3. Interview for real work
Ask candidates to walk through a realistic situation. For an appointment setter, discuss a missed lead, the next call and how to record the outcome. You interview and approve a Boogie hire.
If an agency disappointed you before, identify whether the issue was fit, onboarding, communication, visibility or continuity. Bring that into the hiring brief.
4. Review the first month
Start with access and a few repeatable tasks. Review work closely in week one, then expand responsibility. Check in weekly on completed work, quality, blockers and next priorities.