I've had people show up to their first day, second day of work, and they look like they just

rolled out of bed. And what that tells me is that they're not engaged, they're not excited,

and they don't feel there's anyone to impress, right? They're not taking the job seriously.

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What I want to share with you today is how to spot a bad hire in a remote workplace.

And the reason I am very passionate about

this is with three virtual companies, one in service, one in software, one physical products.

I've had to deal with this a lot. And you see the commonalities. And I probably have a story for each

one of these red flags. And so I want to share it with you because I think that the goal is always

to have good churn in a company, right?

And so good churn is defined as people who, like if a company has high turnover, but it's in the first six months and it's that you let those people go, that's considered good churn.

Versus bad churn is that it's people that are, you know, they've been there for years and they're leaving. That would be considered bad churn. And so I want to show you how to avoid bad churn and to only have good churn in your company

because I have had a lot of churn in my company, but it's all been good churn. I want to explain

this. The reason I think it's, and I say virtual or remote, it could be applied to spot the red flags in a virtual place is much harder than in person.

Because I know that anyone who's worked in an in-person office, you know, you can pretty much

tell them like the first day or two if somebody's going to be a good fit. Just by like how they

act, their behavior, their attitude, because those are like fundamental things that you want

in a new hire. You know, if somebody comes in there're negative, they're not talking to anyone. Their body language is bad. Like, it's easy to point off right off the bat that person shouldn't be there.

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