Profit Doctor for
Service Businesses

Goal & Situation

Turn inconsistent marketplace demand into a predictable booked schedule (evenings/weekends). Profile existed (Yelp + Bazar Club), but lost leads due to weak positioning & no response discipline.

What we did

• Rebuilt marketplace positioning: services, categories, trust signals, job-type focus (2–3 priority services).
• Tightened intake rules: response windows, missed-call recovery, and a simple follow-up cadence.
• Cleaned visibility levers: tags, service radius logic, and profile conversion structure.

Result

• Demand stabilized to ~2 booked jobs/day weekdays and ~3–4 booked jobs/day weekends from the relaunch + optimization.
• Created a repeatable lead-handling routine that converts time-sensitive inquiries instead of losing them to slower competitors.

Goal

Stop budget bleed and build a controllable flow of booked jobs in priority service categories.

Situation

Three channels were running, but ROI was unclear. Leads were coming in, yet booked jobs were inconsistent because tracking + lead quality control + pipeline discipline were missing. Operator had “contractor fatigue” (no clarity, no control).

What we did

• Implemented Google Ads (call-intent) with clean conversion tracking (calls + forms)
• Installed CRM pipeline + sources + lost reasons, plus a weekly scorecard (Leads → Booked → Won/Lost)
• Added lead QC: category focus, geo/time controls, and junk filtering tied to real booked outcomes

Result

• Google Ads became the primary growth lever delivering 5+ booked jobs/day in targeted categories (after tightening focus + tracking).
• Achieved $50–$100 CPL with $300+ average ticket, and—most importantly—channel ROI visibility through CRM (no guessing).

Goal

Create a predictable hiring engine that produces 2–3 hires/month without wasting budget on junk calls and no-shows.

Situation

Hiring spend of $2k–$3k/month produced unstable output: either low volume or low quality. The core issue wasn’t “ads”—it was lack of pre-qualification + response speed + pipeline discipline.

What we did

• Built a Meta recruiting funnel with pre-screen questions (filters before the phone call)
• Tightened targeting + creative to reduce unqualified traffic
• Implemented hiring pipeline + weekly hiring scorecard (Applied → Qualified → Interview → Offer → Hired)

Result

• Generated qualified calls at $30–$150 per call by forcing qualification before time is spent.
• With $2k–$3k/month spend, the company consistently hires 1–2 technicians/month, with reduced junk/no-show volume and tighter follow-up control.

Goal

Build a U.S. service brand with a system that keeps producing booked jobs and stays controllable as operations scale.

Situation

Started with no stable acquisition engine and no “operating system” for leads: no unified tracking, no response standards, and no repeatable conversion process. Needed a foundation that would hold over months, not a one-time launch.

What we did

• Built the conversion foundation: positioning, offer packaging, website structure, trust assets
• Installed measurement + operations: lead sources, pipeline, scorecard, SLA rules, follow-up discipline
• Set up acquisition baseline: marketplaces + social presence + early channel testing with quality control
• Moved into ongoing optimization: weekly control + improvements loop (scripts, routing, targeting, capacity alignment)

Result (ongoing)

• The business operates with a measurable Lead → Booked system (SLA + follow-up + scorecards) instead of ad-hoc handling.
• Channel decisions are made with visibility and control (source tracking + lost reasons + weekly priorities), reducing wasted spend and operational chaos.