Scaling from Solo to Team

Not every busy tradesperson needs to hire. But if three or more of these sound familiar, it is time:

You are turning down profitable work. Not small jobs you do not want — real, profitable work that would grow your business.

Customers are waiting too long. If your lead time has stretched to four or five weeks and competitors can start next week, you are losing on availability alone.

You are the bottleneck. Every task — quoting, buying materials, doing the work, invoicing — runs through you. Nothing moves unless you move it.

Your health or relationships are suffering. Working seventy-hour weeks is not sustainable. If you are burning out, the quality of your work will follow.

You have consistent demand. Not a one-off busy month — at least three to six months of strong, consistent work coming in through platforms like Checkatrade, Bark, RatedPeople, hipages, or Thumbtack, plus word of mouth.

If this is you, the first hire is usually an apprentice or a labourer to handle the simpler tasks while you focus on the skilled work, quoting, and customer relationships. Alternatively, a reliable subcontractor for overflow work lets you scale without the commitment of an employee.

Finding good tradespeople or apprentices is hard. A poorly written job ad attracts the wrong people or no one at all. AI helps you write ads that are clear, honest, and appealing.

Here is what a good trade job ad includes:

What the role is. "Apprentice Plumber" or "Experienced Labourer for Roofing Team." Be specific.

What they will actually do. Not vague corporate language. Real tasks: "You'll be carrying materials, mixing mortar, keeping the site clean, and learning to lay bricks under supervision."

What you offer. Pay rate, hours, training, the chance to earn qualifications. Be upfront — tradespeople value honesty over marketing speak.

What you expect. Reliability, a driving licence, willingness to learn, physical fitness. State the non-negotiables clearly.

Where to apply. Make it easy. A phone number or email is fine. Do not send people through five application forms.

Ask AI: "Write a job ad for an apprentice electrician in Melbourne. We're a small residential team, the pay is $22/hour, and we want someone reliable who's keen to learn. Keep it straightforward."

The biggest mistake tradespeople make when hiring is keeping everything in their head. If only you know how you prep a bathroom for tiling, or how you like first-fix wiring done, your new team member will do it differently every time.

AI can turn your knowledge into documented processes in minutes. Here is how:

Job checklists. Tell AI how you complete a common job, step by step, and ask it to create a printable checklist. "I'm an electrician. Here's how I do a consumer unit upgrade: [your steps]. Turn this into a checklist my apprentice can follow on site." Print it, laminate it, put it in the van.

Standard operating procedures. For recurring work, ask AI to write a simple SOP. "Write a step-by-step procedure for how our landscaping team should handle a new garden clearance job, from arrival to clean-up." This means your team delivers consistent quality whether you are there or not.

Training guides. If you are taking on an apprentice, AI can help you create training materials. "Write a beginner's guide to soldering copper pipe for a first-year plumbing apprentice. Include safety steps, tools needed, and common mistakes to avoid."

Customer communication templates. Give your team pre-written messages for common situations: confirming appointments, handling complaints, requesting reviews. Consistency in communication builds your brand.