Hey everyone!
After like 1.5 years of switching areas and extensive learning, which are documented here on the forum, I have finally found a niche I want to stay in. That niche is Rope Access contractor.
Why did I pick it? Well, there are three main reasons:
1. I like it and know it thoroughly. I worked in this area for 6 years in my 20es and now it all returned in like days
2. The market here in Israel is insane! Lack of workers and HUGE demand. Therefore, very high salaries, contract costs etc.
3. I believe I have a nice set of leverages to exploit
So I came into the niche in July and since then I am stably earning about 7-8 thousand USD per month as an independent worker. Naturally, I want to expand. Finding jobs is a no-brainer, but the main obstacle is finding stuff and even more importantly - retaining them. Every company in the area is struggling to the point that they even are asking shop-owners to refer them to those who come to buy work equipment.
I thought of it for a month and I think I`ve came to a solution on how to solve this problem for my company and create a truely employee-oriented business. I want to present the solution here and will be happy to get suggestions and feedback. So here we go!
I live in Israel. The main language for almost all communication including business is Hebrew. But there are groups here, vary large ones, who speak little to no Hebrew. Usually people from those groups end up in the language ghetto where they work in some factory in their language with bilingual management. With the money in my niche - I can easily beat every other "low-skill" immigrant job here. And if I retain that management structure (having bilingual management on site) - I can have those people tied to me due to high barrier of switching to other company or independent carrier.
With the idea of hiring from the pool of manual laborers come the problem of work ethics. Hiring wrong person will be often. Therefore I will build a hiring ladder. People will come for a basic salary on a "helper position". They will be evaluated and they will know they are evaluated. Those with proper work ethics will get to be RA-techs with high salaries
One of the reasons why there is lack of workers in the niche is high entry cost for a candidate. Courses and equipment are expensive. I am planning to implement hiring strategy from Israel`s IT market - take people "from the street", teach and equip them on my expense, but sign a contract according to which they need to compensate me if they leave before 2 years. Also I want to keep eqipment a company property, so after leaving they would need to purchase it.
During their work, typical rope access technicians lack a lot of common work pleasantries. We work on rooftops and cellars. Our neighbours are pigeons, our food is falafel. I want to change that. I want to buy corporate cars or caravans so that my workers have storage locker, shower, WC and hot food on their work places. Noone in the industry have those. So leaving me would also mean going to eat falafel on the shitty cellar.
Our market is a market of self-taught people. Everyone works differently, everyone have different equipment and skills, everyone jump from place to place and have to retrain their helpers on a weekly basis. I want to specifically work to make my own teaching program so that everyone work in unison and effectively. Ineffectiveness in management, logistics and work coordination in the field leave huge gaps in productivity I want to fill.
Basically this is it. My second worker is already learning and start his journey with me in a week. I am excited as hell
What do you thing, dear fastlaners?
After like 1.5 years of switching areas and extensive learning, which are documented here on the forum, I have finally found a niche I want to stay in. That niche is Rope Access contractor.
Why did I pick it? Well, there are three main reasons:
1. I like it and know it thoroughly. I worked in this area for 6 years in my 20es and now it all returned in like days
2. The market here in Israel is insane! Lack of workers and HUGE demand. Therefore, very high salaries, contract costs etc.
3. I believe I have a nice set of leverages to exploit
So I came into the niche in July and since then I am stably earning about 7-8 thousand USD per month as an independent worker. Naturally, I want to expand. Finding jobs is a no-brainer, but the main obstacle is finding stuff and even more importantly - retaining them. Every company in the area is struggling to the point that they even are asking shop-owners to refer them to those who come to buy work equipment.
I thought of it for a month and I think I`ve came to a solution on how to solve this problem for my company and create a truely employee-oriented business. I want to present the solution here and will be happy to get suggestions and feedback. So here we go!
Idea #1 - leverage the language
I live in Israel. The main language for almost all communication including business is Hebrew. But there are groups here, vary large ones, who speak little to no Hebrew. Usually people from those groups end up in the language ghetto where they work in some factory in their language with bilingual management. With the money in my niche - I can easily beat every other "low-skill" immigrant job here. And if I retain that management structure (having bilingual management on site) - I can have those people tied to me due to high barrier of switching to other company or independent carrier.
Idea #2 - hiring levels
With the idea of hiring from the pool of manual laborers come the problem of work ethics. Hiring wrong person will be often. Therefore I will build a hiring ladder. People will come for a basic salary on a "helper position". They will be evaluated and they will know they are evaluated. Those with proper work ethics will get to be RA-techs with high salaries
Idea #3 - bounding contracts in exchange for bypassing ENTRY
One of the reasons why there is lack of workers in the niche is high entry cost for a candidate. Courses and equipment are expensive. I am planning to implement hiring strategy from Israel`s IT market - take people "from the street", teach and equip them on my expense, but sign a contract according to which they need to compensate me if they leave before 2 years. Also I want to keep eqipment a company property, so after leaving they would need to purchase it.
Idea #4 - pleasant working conditions
During their work, typical rope access technicians lack a lot of common work pleasantries. We work on rooftops and cellars. Our neighbours are pigeons, our food is falafel. I want to change that. I want to buy corporate cars or caravans so that my workers have storage locker, shower, WC and hot food on their work places. Noone in the industry have those. So leaving me would also mean going to eat falafel on the shitty cellar.
Idea #5 - effectiveness of work
Our market is a market of self-taught people. Everyone works differently, everyone have different equipment and skills, everyone jump from place to place and have to retrain their helpers on a weekly basis. I want to specifically work to make my own teaching program so that everyone work in unison and effectively. Ineffectiveness in management, logistics and work coordination in the field leave huge gaps in productivity I want to fill.
Basically this is it. My second worker is already learning and start his journey with me in a week. I am excited as hell
What do you thing, dear fastlaners?
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