Most people spend without realizing where their money goes. They tap their card, forget, and never calculate the total.

Budgeting exposes hidden patterns — Uber Eats, vaping, hobbies, small luxuries — that quietly drain hundreds each month.

Understanding expenses is the first step to knowing your true financial situation.

Profit & Loss Statement (P&L)

Balance Sheet

Cash Flow Statement

Navigate the Careerlister ATS platform confidently

Utilize the calendar feature to manage interviews and internal calls

Access and use candidate landing pages effectively

Send efficient and consistent communication using templates

Respond appropriately to candidate messages

Apply best practices to maintain a streamlined ATS process

Templates are accessible and editable via Administration > Communication Settings

Ensure date and time accuracy

Help filter in the right people—and filter out the wrong ones.

We start here because recruiting is the foundation of every successful office. Without a strong recruiting system, sales won’t happen and growth will stall. That’s why these first three weeks are dedicated to equipping you with the skills, tools, and mindset to consistently add high-quality candidates to our headcount.

This module isn’t just about learning how to recruit effectively yourself; it’s about preparing you to support and lead a recruiting team. The systems and best practices you’ll develop here will serve as the backbone of your organization for years to come.

The module runs from Weeks 1 - 3, and once complete, you’ll have the opportunity to meet with the Director of Recruiting at Inkeros to review your progress, answer questions, and help you sharpen your approach before moving forward.

Your journey to building a high-performing office starts here—with Recruiting.

Before jumping into action, start by pulling your recruiting funnel numbers from the past week. Compare your results to the benchmark metrics shared in the video you just watched.Throughout this exercise, you'll test your knowledge on where your office is falling short—and more importantly, what strategies you would use to improve overall results.

Throughout this exercise, you'll test your knowledge on where your office is falling short—and more importantly, what strategies you would use to improve overall results.

To guide your analysis, use the Recruiting Calculator. This calculator is dedicated to your office and already loaded with your averages from the past two months. By inputting your most recent numbers, you’ll be able to quickly identify what your strategy should be for the week.

Your calculator has been emailed to you separately from the course, so make sure you open it up and use it as your tool throughout this exercise.

Your office’s online presence impacts your recruiting results. Your digital footprint is often the first impression candidates get of your team, so it’s critical that it’s working for you, not against you.

In this exercise, we’ll audit your current office presence — looking at what’s already being done well and where there’s room to grow. From there, we’ll provide clear guidelines on how to strengthen your visibility, improve credibility, and ultimately increase the flow of resumes to your recruiters.

Writing a strong ad is one of the most powerful skills an OSP can have. A well-crafted ad not only helps you see what’s working, it attracts the right candidates and equips your recruiter with what they need most: resources, momentum, and options. The stronger your ad, the stronger your pipeline—and ultimately, the stronger your team.

In this exercise, we’ll audit your current office presence — looking at what’s already being done well and where there’s room to grow. From there, we’ll provide clear guidelines on how to strengthen your visibility, improve credibility, and ultimately increase the flow of resumes to your recruiters.

Writing a strong ad is one of the most powerful skills an OSP can have. A well-crafted ad not only helps you see what’s working, it attracts the right candidates and equips your recruiter with what they need most: resources, momentum, and options. The stronger your ad, the stronger your pipeline—and ultimately, the stronger your team.

Your goal is to become the ultimate talent scout—always on the lookout for candidates who can level up your office, grow headcount, and raise performance averages. In this exercise, we’ll test your understanding of A, B, and C candidates. Remember: being labeled a C doesn’t make someone a bad candidate. Many OSPs started as C’s and, through our training systems, developed into A-level performers. For some of these exercises, use these RESUMES as your

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Your goal is to become the ultimate talent scout—always on the lookout for candidates who can level up your office, grow headcount, and raise performance averages. In this exercise, we’ll test your understanding of A, B, and C candidates. Remember: being labeled a C doesn’t make someone a bad candidate. Many OSPs started as C’s and, through our training systems, developed into A-level performers. For some of these exercises, use these RESUMES as your

Now that you’ve learned the goal behind booking a candidate over the phone, it’s time to put that into practice. Below is the most commonly used recruiting script, along with objection handles to help you navigate real calls. Over the next few days, coordinate with your OSP to set aside time in-office to call candidates through your ATS. Your goal is to book 5–10 candidates, depending on how often you're in. Once you've wrapped up your calls, finish off the TOF module by logging your results and key takeaways. Let’s build your confidence at the top of the funnel!

Interviewing is a critical skill every high-performing OSP must master. Your goal isn't just to fill spots, it's to create demand. You want every candidate to want to work with you, while you confidently select the best fit from the pool.

Using the resumes from the “Identifying the Right Candidates” exercise, along with each candidate’s PI Index and PI Interview Guide, evaluate your shortlist and answer the following questions.

Understanding how to interview — and effectively disclose all key information during the prelim lays the foundation for a smooth and successful vibe check process.

To continuously improve, we must track how our reps are performing in vibe checks. Without visibility, we can’t identify where coaching is needed or pinpoint what gaps exist in our interviews. Tracking gives us the data to strengthen both individual performance and the overall candidate experience.

By the end of the interview process, every candidate should feel excited and motivated about working with your company. But if the wrong email is sent or expectations are misaligned, all that effort can quickly be undone.

In this section, we’ll review how to set clear, strong expectations and ensure candidates feel confident and prepared heading into their first day of training.

Rule of thumb: Save 6 months of living expenses before making large investments.

If your monthly expenses = $3,000 → Goal = $18,000 saved.

Emergency savings principle: General rule of thumb would be to not touch this account. Everything above it can go into investments or other activities.

Tax preparation: Track what’s expensable (car, gas, cell phone) vs. non-expensable. This helps to reduce tax surprises at year-end.

Personal vs. business expenses: Rent, recruiting, software, travel, bank fees.

Fixed vs. variable costs: Rent stays the same whether you have 5 reps or 15.

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Timing: First day after field (or early Day-2).

Format: Dinner, coffee, or breakfast—flexible.

Duration: 30–45 minutes.

Setting: Relaxed, personal location rather than an office meeting.

Encourage new reps to seek feedback from top performers, not from the loudest voices.

Explain that learning from high performers accelerates results.

Avoid venting at home; outside opinions often lead to wrong advice.

Direct reps to bring challenges to people who have done the role before.

Creates early personal connection and builds comfort outside the office.

Lets leaders share their story and set the tone for success.

Reinforces key mindset habits before the rep’s routines are set.