# Michael's Network Job Creation Plan *Strategic approach to loading real jobs before worker marketing* *February 16, 2026* --- ## THE PROBLEM **Zero Real Jobs = Immediate Churn** - 5 seed jobs won't sustain any real worker acquisition - First 50 workers will sign up, see nothing relevant, delete app immediately - Bad first impressions are impossible to recover from - Need 20-30 real, current jobs before ANY worker marketing ## THE ASSET: MICHAEL'S 30-YEAR CONSTRUCTION NETWORK ### Network Categories **Tier 1: Close Professional Relationships** - Current site partners and subcontractors - Long-term clients who trust Michael personally - Fellow tradies from 30-year career - **Estimated:** 15-20 contacts - **Conversion expectation:** 70-80% **Tier 2: Professional Acquaintances** - Industry contacts from various sites - Former colleagues and site managers - Suppliers and business partners - **Estimated:** 40-60 contacts - **Conversion expectation:** 30-40% **Tier 3: Extended Network** - LinkedIn connections in construction - Professional association contacts - Referrals from Tier 1/2 contacts - **Estimated:** 100+ contacts - **Conversion expectation:** 10-15% ### Network Intelligence from Existing Data **From Growth Engine CRM (134 contacts):** - Already mapped Michael's phone contacts - Mix of personal and professional relationships - Some tagged as "construction" or "business" - Relationship strength indicators available **From Previous RateRight Conversations:** - Liam Fitzgerald (already customer - OpsMan) - Various site contacts mentioned in passing - Subcontractor relationships from current work --- ## ACTIVATION STRATEGY ### Phase 1: Inner Circle Approach (Week 1) **Target:** 5 guaranteed job postings from closest contacts **The Script:** > "G'day [Name] - Rocky here. I've built a platform to connect tradies with contractors - no markup, just a $50 flat fee when you find someone. Could really use a few real jobs on the platform for launch. Would you be up for posting something current you need filled? Even if it's just to help me test the system?" **Contact Method:** Direct phone call (personal touch) **Follow-up:** In-person if needed (Michael's presence on sites) **Timeline:** Complete within 7 days **Target Contacts:** 1. Current site partners (3-4 people) 2. Regular subcontractor collaborators (2-3 people) 3. Liam Fitzgerald (OpsMan customer - easy yes) ### Phase 2: Professional Network (Week 2-3) **Target:** 10-15 additional job postings **The Refined Script:** > "Hey [Name], Rocky McLoughlin here. Remember we worked on [specific project/site]? I've built a platform to help contractors find reliable workers - just $50 per hire, no ongoing fees. I'm launching in a few weeks and need some real jobs on the platform. Could you post something current you're looking to fill? Happy to walk you through it in 5 minutes." **Contact Method:** Phone call with SMS follow-up **Value Add:** Offer to help them find workers at launch **Timeline:** 2-3 contacts per day for 2 weeks ### Phase 3: Extended Reach (Week 3-4) **Target:** 5-10 additional postings through referrals **The Referral Ask:** > "This platform's working well for [Tier 1 contact who succeeded]. Know anyone else looking for reliable workers? Happy to give them the same deal - $50 per hire, much cheaper than agencies." **Contact Method:** Warm introductions from successful Tier 1/2 contacts **Social Proof:** Use early success stories **Timeline:** Ongoing as referrals come in --- ## JOB QUALITY REQUIREMENTS ### Minimum Standards for Launch Jobs 1. **Real and Current:** Actual positions they need filled now 2. **Reasonable Requirements:** Not impossible standards (5+ years experience for entry level) 3. **Fair Pay:** Market rates ($30-50/hr depending on skill) 4. **Clear Details:** Proper job description, location, start date 5. **Responsive Poster:** Will actually reply to applications ### Job Diversity Goals - **Trades:** Steelfixer, formworker, concreter, labourer, carpenter - **Experience Levels:** Mix of entry-level and experienced roles - **Locations:** Various Sydney suburbs, not all same area - **Duration:** Mix of short-term and longer projects - **Company Types:** Small contractors, medium builders, individual tradies --- ## CONVERSION PSYCHOLOGY ### Why Michael's Network Will Say Yes **Trust Factor:** 30 years of reliability = instant credibility **Personal Relationship:** "Helping Rocky" vs "helping a startup" **Low Risk:** Just posting a job, not committing to hire **High Value:** $50 vs $500-2000 through agencies **Reciprocity:** Michael has helped many of them over the years ### Objection Handling **"I don't have time to learn a new platform"** - "I'll set it up for you, just give me the job details" **"I already have ways to find workers"** - "$50 total vs what you pay now - worth a test?" **"What if I get bad workers?"** - "You choose who to hire, same as always. Just more options." **"I don't need anyone right now"** - "Fair enough - would you post something when you do need someone?" ### Success Amplification **Document every success:** Worker found quickly, quality, cost savings **Share success stories:** "John found a great steelfixer in 2 days for $50" **Create FOMO:** "Platform filling up with quality workers" **Build momentum:** Each success makes next contact easier --- ## IMPLEMENTATION TIMELINE ### Week 1: Inner Circle Blitz - **Monday-Tuesday:** List all Tier 1 contacts with relationship notes - **Wednesday-Friday:** 5 phone calls, aim for 5 job postings - **Weekend:** Follow up with any who needed time to think ### Week 2: Professional Network Push - **Daily:** 2-3 calls to Tier 2 contacts - **Mid-week:** Review and adjust script based on responses - **End of week:** Should have 10-15 total jobs posted ### Week 3: Quality Control & Expansion - **Review posted jobs:** Ensure quality and diversity - **Gather feedback:** What's working, what needs improvement - **Launch referral phase:** Ask successful posters for referrals - **Target:** 20+ jobs by end of week ### Week 4: Pre-Launch Optimization - **Final job review:** Remove any stale or poor-quality posts - **Worker acquisition prep:** Now have enough jobs to market to workers - **Success story compilation:** Document case studies for marketing --- ## MEASURING SUCCESS ### Key Metrics - **Jobs Posted:** Target 25-30 real jobs - **Poster Engagement:** Response rate to applications - **Job Quality:** Realistic requirements, fair pay, clear details - **Geographic Spread:** Multiple Sydney areas covered - **Trade Diversity:** 5+ different trades represented ### Success Indicators - Workers applying to multiple jobs (platform stickiness) - Contractors responding to applications quickly - Positive feedback from both sides - Natural word-of-mouth starting ("Rocky's got this new platform...") --- ## RISK MITIGATION ### If Network Response is Low - **Plan B:** Offer to manage job postings personally - **Plan C:** Partner with established contractors who need workers - **Plan D:** Delay worker marketing until job supply is adequate ### Quality Control Issues - **Remove non-responsive posters:** Bad experience hurts all users - **Coach successful contractors:** Help them write better job posts - **Moderate job requirements:** Ensure realistic expectations --- ## THE ASK FOR MICHAEL 1. **Prioritize network mapping:** List your top 20 construction contacts 2. **Personal outreach:** Phone calls work better than digital for your generation 3. **Leverage relationships:** Use the goodwill you've built over 30 years 4. **Be specific about value:** $50 vs $500-2000 agency fees 5. **Document commitments:** Get verbal yes, follow up with platform setup **Timeline:** Start immediately. Worker marketing cannot begin until job supply is adequate. **Success definition:** 25+ real, current jobs from your network before we market to any workers. --- *This is our competitive moat. Yakka Labour has an app. We have Michael's 30-year reputation in Sydney construction.*