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THE BUILDERS ACADEMY
BUILD BEYOND THE CHAOS.
THE PROVEN PATHWAY TO SCALE YOUR CONSTRUCTION COMPANY
INTRODUCTION
This 4-level academy guides construction business owners through the critical stages of growth, aligning with the "Scale" phase of the GO First Framework. Each level addresses specific revenue milestones, challenges, and operational needs, focusing on maturing the 6 Key Elements of the business by implementing relevant best practices.

Table of contents

Table of contents

HOW TO USE THIS ROADMAP
  • IDENTIFY YOUR STAGE: Match your revenue and business profile to the stage below.
  • ANALYZE THE RECOMMENDATIONS: Optimize your business for the right People, Platforms, and Process.
  • FOCUS ON KEY ACTIVITIES: Address your Biggest Constraints and follow the Key Activities.
  • PEEK AT THE NEXT STAGE: Understand where you're headed without skipping essential steps.
  • CHECK YOUR READINESS: Use the checklist at the end of each stage.
  • REVISIT REGULARLY: Update your approach as your business evolves.

THE FRAMEWORK™

Purpose-Built for Builders YOUR Strategic Roadmap to Predictable Profits. We guide builders from operational chaos to predictable profitability using our proven, structured approach ​Assess​ Diagnose Your Business.Create Your Strategic Roadmap. SET THE FOUNDATION BUILD Install Your Foundation for Scalability (The 6-Week MAP™) THE 6-WEEK MAP™ SCALE Sustain Momentum. Optimize Performance BUILDERS ACADEMY™

STAGE 01
SOLOPRENEUR
  • Revenue Range: $0–$500K
  • Avg. Project Size: $150k – $250k
  • Focus: Core Business Operations & Achieving Initial Profitability
  • This is the entry point, often characterized by chaos and the owner wearing every hat. The business operates reactively. The primary goal is to survive, establish basic processes, understand job costs, and achieve consistent, albeit small, profits. It's about getting off the tools full-time and building the absolute minimum structure needed to function as a business, not just a job for the owner.
kEY challenges
  • Constant Firefighting: Trapped in urgent, day-to-day tasks with no time for strategic thinking ("on the hamster wheel").
  • Cash Flow Uncertainty: Inconsistent revenue and poor tracking lead to unpredictable bank balances and stress.
  • Underpricing & Profit Leaks: Lack of accurate estimating and job costing leads to working hard for little or no profit.
  • No Repeatable Systems: Every job feels like starting from scratch; inconsistency in delivery and quality.
  • Finding Reliable Help: Difficulty attracting and keeping even basic labor or subcontractors.
  • Total Owner Dependence: If the owner is sick or takes a vacation, the business grinds to a halt.
  • Isolation: Feeling alone with the weight of the business on their shoulders.
best practices
1
1
LeadFlow
  • People: Cultivate your network. Get referrals and testimonials. Be professional and responsive.
  • Platforms: Use a professional voicemail and business email. Respond quickly (within 24 hours). Ensure contact info is easy to find.
  • Process: Implement a simple, consistent lead capture system. Note the lead source. Follow up consistently.
2
2
Sales Operations
  • People: Learn basic job costing. Avoid competing on price alone. Be transparent about scope.
  • Platforms: Use a consistent estimating template with materials, labor, overhead, and profit.
  • Process: Use a checklist for site visits. Provide written quotes with clear scope and terms.
3
3
Project Management
  • People: Communicate proactively with clients. Set realistic timelines. Supervise work.
  • Platforms: Maintain a task list. Track material orders. Use photos to document progress.
  • Process: Use a pre-start checklist. Communicate schedule changes. Conduct final walkthrough.
4
4
Client Retention & Success
  • People: Build trust, listen, follow through.
  • Platforms: Send thank-you, check-in later.
  • Process: Ask for testimonials, reviews, referrals.
5
5
Hiring & Team Development
  • People: Vet subs, set clear expectations.
  • Platforms: Maintain sub contact list.
  • Process: Use written agreements, pay promptly.
6
6
Strategy & Goal Setting
  • People: Dedicate weekly time for review, identify profitable job types, adopt owner mindset.
  • Platforms: Separate business/personal finances, use basic accounting (software/spreadsheet), review P&L monthly.
  • Process: Set simple measurable goals (revenue, jobs), track basic cash flow, include small contingency (5-10%).
academy content
  • Defining your niche and ideal client
  • Basic lead generation strategies (referrals, local networking)
  • Essential tools for estimating and project management (templates, free software options)
  • Simple systems for tracking finances and project timelines
  • Basic contract and proposal templates
  • Client communication best practices
  • Checklists for initial client meetings
  • Templates for basic estimates and invoices
  • Guidance on setting up a free or low-cost project management tool
  • Worksheet for defining ideal client and USP
Checklist | Have you mastered Level 1…
  • (Hiring/Team Indicator) Key operational hire (PM/Foreman) successfully managing projects autonomously for >6 months.
  • (Sales Ops Metric) Sales closing rate on qualified leads consistently meets or exceeds target (e.g., >35%).
  • (Project Mgmt Indicator) Dedicated PM software implemented and used effectively by the team for scheduling, communication, documentation, and basic job costing.
  • (Hiring/Team Indicator) Key administrative hire (Office Mgr/Admin) successfully managing support functions autonomously for >6 months.
  • (Strategy/Finance Indicator) Formal annual planning process results in documented company goals understood by key team members.
  • (Strategy/Finance Metric) Regularly reviewing key financial statements AND tracking/discussing >3 core company KPIs monthly (e.g., Revenue Growth, Avg. Project Profitability, Overhead Rate).
  • (Sales Ops Indicator) Core Sales Process documented, tracked via CRM stages, and consistently followed by anyone involved in sales.
  • (Project Mgmt Metric) Average approved change order value is managed and understood (e.g., consistently <10% of original contract value).
  • (Client Success Metric) Client satisfaction scores (from surveys/NPS) consistently meet or exceed company target (e.g., >4.5/5 or NPS > 50).
  • (LeadFlow Metric) Basic Cost Per Lead (CPL) is tracked, providing insight into marketing channel effectiveness.
STAGE 02
StartuP
  • Revenue Range: $500K–$1.5M
  • Avg. Project Size: $150k – $250k
  • Focus: Building Efficient Systems and Processes
The business may have some basic systems or team members in place, perhaps some management layers. However, it lacks true scalability and remains largely dependent on the owner's presence and decision-making. Profitability might be inconsistent, and the owner often still feels tied to the daily grind. This level focuses on moving beyond the solopreneur stage by implementing systems for sales, project management, and basic marketing.
Key challenges
  • Developing Systems but Still Incomplete: Systems are in place but not fully developed or consistently applied.
  • Persistent Challenges with Profitability: Difficulty achieving consistent and healthy profit margins.
  • Ongoing Issues with Team Development: Challenges in hiring, training, and delegating effectively.
  • Time Constraints and Owner Involvement: Owner is still heavily involved in daily operations.
  • Limited Scalability: Constraints in systems, profitability, and team limit growth.
  • Transitioning Sales to Operations: Issues in transitioning clients from sales to operations.
best practices
1
1
LeadFlow
  • People: Train admin on lead qualification, define follow-up roles, track marketing results.
  • Platforms: Use CRM consistently (tracking/pipeline), use website forms reliably, review basic web analytics.
  • Process: Document lead intake/qualification process, set/meet response time goals, review lead source effectiveness.
2
2
Sales Operations
  • People: Document sales process steps, owner reviews key estimates, train team on value-selling.
  • Platforms: Use CRM pipeline/reminders, use estimating software templates, use professional proposal templates.
  • Process: Standardize proposals (detailed scope/terms), implement formal sales-to-production handoff, track key sales metrics.
3
3
Project Management
  • People: Define Owner vs. PM roles clearly, empower PM for daily site ops, hold regular Owner/PM reviews.
  • Platforms: Use PM software core features (schedule, tasks, logs, comms), ensure field uses mobile app, centralize project documents.
  • Process: Use basic SOPs/checklists (critical phases), enforce written/signed change order process, standardize sub communication (via PM tool).
4
4
Client Retention & Success
  • People: Define communication responsibilities (Admin vs. PM), ensure consistent messaging, maintain responsiveness.
  • Platforms: Use CRM for interaction history/follow-ups, use simple surveys for feedback, monitor online reviews.
  • Process: Implement proactive client update schedule, establish clear issue resolution process, use feedback for process improvement.
5
5
Hiring & Team Development
  • People: Develop clear job descriptions first, involve team in relevant interviews, assess culture fit & skills.
  • Platforms: Write compelling job ads, post on relevant boards, use ATS/systematic tracking, check references thoroughly.
  • Process: Use onboarding checklist, conduct 30/60/90-day check-ins, provide regular constructive feedback
6
6
Strategy & Goal Setting
  • People: Involve key hires in goal setting (buy-in), communicate goals team-wide, owner leads strategy.
  • Platforms: Review key financial reports monthly (P&L, BS, CF), use PM software reporting (profitability), track 2-3 core KPIs.
  • Process: Hold annual planning meeting, set quarterly objectives, review goal progress regularly, budget standard contingency (10-15%).
academy content
  • CRM implementation and sales pipeline management
  • Creating a sales process and proposal system
  • Developing basic SOPs for project workflows
  • Improving project scheduling and subcontractor management
  • Financial management best practices (budgeting, cash flow)
  • Client communication and managing expectations
  • CRM setup guide (free or low-cost CRM)
  • Proposal template with key clauses
  • SOP checklist for a specific project phase
  • Subcontractor agreement template
  • Client communication email templates
Checklist | Have you mastered Level 2…
  • (Hiring/Team Indicator) Functional leadership team (Ops, Sales, Finance/Admin leads) established, holding regular meetings, and managing their departments effectively.
  • (Strategy/Finance Metric) Consistently achieving target Net Profit Margins (e.g., >10%) before owner distributions.
  • (Project Mgmt/Ops Indicator) Core systems (CRM, PM, Accounting) are optimized and integrated, enabling efficient data flow and reliable reporting.
  • (Strategy Indicator) Data-driven decision-making using KPIs/dashboards is standard practice for the leadership team.
  • (Hiring/Team Metric) Employee retention rate for key roles meets or exceeds target (e.g., >85% annually).
  • (LeadFlow/Sales Ops Metric) Lead volume and sales conversion rates are predictable enough for accurate (>90%) short-term revenue forecasting.
  • (Project Mgmt Metric) Projects consistently delivered on-time and on-budget (e.g., average variance <5%) due to optimized processes and risk management.
  • (Client Success Metric) Client Lifetime Value (CLV) is tracked, and strategies demonstrably increase repeat/referral business rates year-over-year.
  • (Sales Ops Metric) Average sales cycle length (from qualified lead to signed contract) is tracked and shows improvement/optimization.
  • (Strategy/Team Indicator) Owner's time allocation is primarily strategic (>80%), with minimal involvement in daily operational issues.
STAGE 03
SCALED
  • Revenue Range: $1.5M–$5M
  • Avg. Project Size: $275k+
  • Focus: Optimizing for Scalability and Profitability
This level is characterized by the implementation of robust systems, processes, and a capable team that allows the business to grow without a proportionate increase in the owner's direct operational involvement. The owner can transition to working on the business (strategy, leadership) rather than in it. This level is about refining operations, leveraging technology, and building a strong team to support significant growth.
Key Challenges
  • Complex Operations: Difficulty managing multiple projects and teams.
  • Talent Acquisition: Challenges in attracting and retaining skilled employees.
  • Cash Flow & Margins: Risk of margin erosion with increased volume.
  • Owner as Bottleneck: Owner still heavily involved in operations.
best practices
1
1
LeadFlow
  • People: Empower marketing lead, foster Marketing-Sales alignment, define/track marketing KPIs.
  • Platforms: Use marketing automation effectively, use SEO tools strategically, ensure data hygiene, integrate Marketing/CRM.
  • Process: Use A/B testing, analyze campaign ROI for optimization, execute content calendar, data-driven decisions.
2
2
Sales Operations
  • People: Implement sales training, define roles/comp clearly, Sales Mgr coaches & manages pipeline.
  • Platforms: Use CRM dashboards/forecasting, integrate Estimating/PM/Accounting, use digital proposal tools.
  • Process: Implement formal sales methodology, conduct structured pipeline reviews, formal estimate review process, streamline handoff.
3
3
Project Management
  • People: Create PM career paths, Ops Mgr oversees execution/standards, facilitate PM knowledge sharing.
  • Platforms: Fully utilize integrated PM suite features, ensure accurate data flow (PM/Acct/CRM), use reporting for analysis.
  • Process: Maintain central/updated SOP library, implement formal QC program, use risk management techniques, conduct post-project reviews (lessons learned).
4
4
Client Retention & Success
  • People: Ensure proactive communication, empower efficient issue resolution, link client satisfaction to team performance.
  • Platforms: Use CRM automation (check-ins), manage online reputation actively (tools), analyze feedback trends for improvement.
  • Process: Formal client onboarding, conduct client health checks, establish clear issue escalation paths, leverage happy clients (referrals/case studies).
5
5
Hiring & Team Development
  • People: Train managers on interviewing, use structured interviews/scorecards, HR ensures compliance, build talent pipeline proactively.
  • Platforms: Utilize ATS reporting/features, implement LMS or training library, use formal performance review tools.
  • Process: Comprehensive onboarding program, regular performance review cycle (goals/dev), actively foster culture, basic succession planning.
6
6
Strategy & Goal Setting
  • People: Foster leadership team collaboration/debate, align departmental/company goals, cascade goals effectively.
  • Platforms: Use key financial/operational dashboards, leverage BI tools for insights, ensure data accuracy/consistency.
  • Process: Implement quarterly strategic review rhythm, use SMART KPIs to drive decisions, develop budget collaboratively, formal risk assessment.
academy content
  • Advanced lead generation and marketing strategies (SEO, digital advertising)
  • Data analysis and KPI tracking for decision-making
  • Team building and organizational structure
  • Financial planning and forecasting
  • Risk management and legal considerations
  • Leadership Development
  • Culture Building
  • Technology integration for efficiency
  • KPI tracking template
  • Guide to hiring key personnel
  • Overview of legal considerations in contracts
  • Technology assessment checklist
Checklist | Have you mastered Level 3…
  • (Sales Ops/Finance Metric) Consistently achieving target Gross Profit Margin (e.g., >30%) on average across projects.
  • (LeadFlow Indicator) Basic, repeatable lead generation process established yielding a somewhat predictable number of qualified leads per month.
  • (Strategy/Finance Indicator) Reliable financial tracking in place (Separated accounts, regular bookkeeping, owner reviews basic P&L/Cash Flow monthly).
  • (Sales Ops Indicator) Using written proposals/contracts with clear scope & terms for >90% of accepted jobs.
  • (Project Mgmt Indicator) Basic job costing implemented; actual vs. estimated costs reviewed for all significant jobs upon completion.
  • (Client Success Metric) Actively collecting client feedback; >80% of feedback is positive (or meets defined satisfaction target).
  • (Hiring/Team Indicator) Identified and regularly utilizing a core group of reliable subcontractors and/or first 1-2 reliable employees.
  • (Strategy/Finance Metric) Business consistently generates positive monthly cash flow sufficient for operations and owner needs.
  • (Project Mgmt Metric) Projects are completed within 15% of the initially promised timeline on average.
  • (LeadFlow Metric) Average lead response time is consistently under 24 business hours.
STAGE 04
SELLABLE
  • Revenue Range: $5M+
  • Avg. Project Size: $275k – $1M+
  • Focus: Long-Term Growth, Innovation, and Legacy
This represents the apex of the framework. The business operates effectively and profitably, largely independent of the owner's daily presence. It has achieved a high degree of systemization and leadership depth, making it a valuable, transferable asset.
Key challenges
  • Maintaining Operational Excellence and Profitability Without Owner Dependence: Ensuring consistent performance without the owner.
  • Keeping the Business Continuously Attractive to Potential Buyers: Demonstrating ongoing value and attractiveness.
  • Adapting to Evolving Market Conditions and Competition: Staying agile and innovative.
  • Successfully Navigating the Sale Process: Managing the complexities of selling the business.
  • Ensuring a Seamless Transition of Ownership: Facilitating a smooth handover.
  • Avoiding Value Erosion: Maintaining focus on quality and systems during the exit process.
best practices
1
1
LeadFlow
  • People: Structure marketing dept (specialists), foster continuous learning, align Marketing tightly with business goals.
  • Platforms: Use enterprise Marketing/CRM suites, experiment strategically with AI, ensure data governance, integrate with BI.
  • Process: Implement sophisticated strategies (ABM), develop advanced lead scoring, build brand authority, optimize via deep analysis.
2
2
Sales Operations
  • People: Implement specialized sales roles, Sales Ops drives efficiency/tech/data, provide advanced sales coaching.
  • Platforms: Use advanced CRM analytics/AI (forecasting), implement Sales Enablement platforms, consider CPQ, ensure enterprise data flow.
  • Process: Use predictive analytics (pipeline), dynamic territory/quota mgmt, formal KAM programs, refine process via win/loss analysis.
3
3
Project Management
  • People: Develop executive Ops leadership, invest in specialists (Safety, Quality, VDC), foster continuous improvement culture.
  • Platforms: Maximize ROI on enterprise software, leverage BIM fully, use analytics/BI for predictive insights, explore emerging tech.
  • Process: Implement mature Lean practices, use predictive analytics (schedule/budget), robust enterprise risk management, optimize prefabrication/modular.
4
4
Client Retention & Success
  • People: Structure CS dept strategically, define CS metrics (retention/health), empower CS as internal advocates.
  • Platforms: Use CSM platforms effectively, employ sentiment analysis, integrate for 360 client view (CS/CRM/Support).
  • Process: Proactive value delivery focus, conduct Executive Business Reviews (EBRs), develop advocacy/loyalty programs, use VoC to drive strategy.
5
5
Hiring & Team Development
  • People: Strategic workforce planning, robust leadership dev/succession plans, HR as strategic partner, build strong employer brand.
  • Platforms: Use integrated HRIS, advanced ATS/LMS features, use engagement platforms, leverage people analytics.
  • Process: Data-driven talent acquisition, use competency models, foster internal mobility/learning, sophisticated total rewards, manage engagement/culture.
6
6
Strategy & Goal Setting
  • People: Establish clear corporate governance, utilize Board/Advisors effectively, ensure rigorous exec/board decisions, CEO focus: vision/strategy.
  • Platforms: Use advanced BI integrated across enterprise, use sophisticated financial modeling (scenarios/M&A), ensure data integrity/security.
  • Process: Long-range strategic planning (3-5+ yrs), disciplined evaluation of major initiatives (M&A), foster strategic agility, manage capital structure, maintain clear exit/legacy plan.
academy content
  • Strategic planning and vision
  • Financial strategies for wealth building
  • Leadership development and succession planning
  • Innovation and technology adoption
  • Brand building and market leadership
  • Exit strategies and business valuation
  • Strategic planning template
  • Guide to building a leadership team
  • Checklist for assessing business value
  • Resources for exploring exit options
Checklist | Have you mastered Level 4…
  • (Strategy Indicator) Business operates profitably and effectively with owner involvement limited to strategic oversight (e.g., quarterly board meetings).
  • (Hiring/Team Indicator) Strong, autonomous leadership team manages all key functions with documented succession plans actively managed for critical roles.
  • (Project Mgmt/Ops Indicator) Highly optimized, documented systems enable consistent, scalable operations demonstrably independent of the owner.
  • (Strategy/Finance Metric) Clean, audited (or auditable) financials show 3-5 years of consistent, strong profitability (e.g., EBITDA margin >15% or top quartile for industry).
  • (LeadFlow/Sales Ops Indicator) Strong brand reputation and defensible market position established, verifiable through market share or client feedback.
  • (Strategy Indicator) Clear, documented owner exit strategy or long-term legacy plan finalized, legally reviewed, and understood by key stakeholders.
  • (Strategy/Finance Metric) Business valuation (formal or informal) meets or exceeds target range based on objective analysis and market comps.
  • (Hiring/Team Metric) High employee engagement scores (e.g., >75% favorable) and low regrettable turnover (<10% annually) among key staff.
  • (Client Success Metric) High client retention rate (>90% for key clients) and >50% of annual revenue reliably comes from repeat/referral business.
  • (Project Mgmt/Ops Metric) Key operational efficiency metrics (e.g., project cycle times, safety incident rates) are benchmarked and demonstrate best-in-class performance.
THE FRAMEWORK™
Purpose-Built for Builders
YOUR Strategic Roadmap to Predictable Profits.
We guide builders from operational chaos to predictable profitability using our proven, structured approach
1
​Assess​
Diagnose Your Business.
Create Your Strategic Roadmap.
2
Install Your Foundation for Scalability (The 6-Week MAP™)
3
Sustain Momentum.
Optimize Performance
Since 2021, GO First® has helped 312+ builders leverage AI and automation to create predictable sales pipelines and escape the feast-or-famine cycle.
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