The $100M Entrepreneur Podcast
Episode: The Blueprint for Building a Team That Scales Without You
Host: Brad Sugars
Date: December 10, 2025
Episode Overview
In this episode of The $100M Entrepreneur Podcast, Brad Sugars lays out a detailed blueprint for building a high-performance team capable of scaling a company beyond the $100 million mark—without the founder being involved in every aspect. Brad delves into the difference between reactive “hiring” and proactive “recruiting,” the importance of leadership development, and the critical role of company culture. The discussion is packed with insights, actionable frameworks, and stories drawn from Brad’s extensive experience mentoring entrepreneurs and leading companies.
Key Discussion Points & Insights
1. The Difference Between Hiring and Recruiting
[00:00 – 02:30]
- Hiring is reactive; it’s posting ads and waiting for candidates.
- Recruiting is proactive, like building a sports team: identifying and pursuing top talent well in advance.
Quote:
“Hiring is what you do when you run an ad saying help wanted… Recruiting is what sports teams do. They go and recruit the best of the best players years in advance.”
— Brad Sugars [01:20]
- The best companies don’t just wait for the right people—they actively seek out A-players from the market, network, and even competitors.
2. Why Only A-Players Build $100M Companies
[02:31 – 06:40]
- Teams, not individuals, are what scale businesses, but only with the right level of talent.
- Principle: A’s hire A’s; B’s hire C’s.
- A-players demand high performance and uplift standards.
- Example: Alan Mulally’s recruitment to Ford—Ford made a “best of the best” list and directly approached leaders who’d already proven themselves.
Quote:
“Individuals don’t scale businesses, teams do. But it’s teams of A-players that will get you to that success level.”
— Brad Sugars [03:10]
- Entrepreneurs should pursue competitors’ top performers and use headhunters or personal outreach.
3. Creating Clarity in the Hiring Process
[06:41 – 10:29]
- Referencing Jeff Smart’s book “Who?”:
- Write three pages before hiring:
- Who do you want? (Background, traits, track record)
- What is the job? (Duties, success factors)
- How will you measure success? (KPIs, outcomes)
- Write three pages before hiring:
- This clarity ensures you know exactly who and what you’re looking for, preventing common hiring mistakes.
Quote:
“By the time I finish writing those pages, I’ve created for myself an ability to go and say, okay, now I know what I’m looking for. Most people go and recruit and they don’t get clear enough on what they’re looking for.”
— Brad Sugars [08:30]
4. Installing Leadership Frameworks
[10:30 – 14:20]
- Brad coaches companies to implement a 12-week leadership program, focusing on:
- Vision, mission, culture, objectives, and key results.
- Leaders struggle when the company lacks direction or organized communication.
- Leadership is more than a position; it's a calling.
Quote:
“It’s very hard to lead someone somewhere where you don’t know where they’re going.”
— Brad Sugars [11:23]
- Leaders must develop both tangible skills (communication, decision-making) and intangibles (vision, leadership personality).
5. The Impact of Leadership Style
[14:21 – 18:30]
- Leadership style is personal and must be defined consciously.
- Brad shares his own experience, preferring a “demanding, straight-up, super fair but super encouraging” approach.
- Leadership leaves a legacy—Brad values when former employees say their time in his companies changed their lives.
Quote:
“I believe leadership is a calling…I love being that spark, that butterfly that flapped its wings, that changes the course of direction for somebody.”
— Brad Sugars [16:04]
- References Ted Lasso: building great people, not just winning.
6. Culture as a Core Strategy
[18:31 – 22:00]
- Leadership defines culture; culture is a strategy, not just a byproduct.
- Echoes Peter Drucker’s famous line, “Culture eats strategy for breakfast,” but goes further: culture is a strategy.
- Strong culture leads to higher retention, employee satisfaction, and customer engagement.
- Brad recommends a 12-week engagement program to revitalize and align teams.
Quote:
“Culture is a strategy. Building a phenomenal culture, holding to that phenomenal culture gives you retention. It gives you people loving what they do.”
— Brad Sugars [19:01]
7. Proactive Talent Acquisition Stories
[22:01 – 25:00]
- Brad shares his habit of directly courting impressive people he meets, from salespeople in competitor firms to standout restaurant staff.
- Results include significant increases in performance and morale when top talent joins the company.
Quote:
“I just said, hey, I’d love it if someday you ever got sick of where you’re at, you’d come and call me… about a month later, I get the call.”
— Brad Sugars [22:45]
- Stresses the multiplier effect: A-players drive up standards in service, sales, and results across business units.
8. Framework for Auditing and Uplifting Your Leadership Team
[25:01 – 28:10]
- Brad’s actionable exercise: Make a table of direct reports and rate them on:
- Management: Competency (out of 10), Productivity (out of 10)
- Leadership: Passion (out of 10), Focus (out of 10)
- Identify areas for training or change: “If you get 10 out of 10 on all of them, then your management, your leadership are amazing. If you’re getting fours and fives, let’s get to work.”
Quote:
“Let’s build you so that you can build them, so that they can build it. That’s what $100 million entrepreneur is.”
— Brad Sugars [27:20]
Notable Quotes & Memorable Moments
- “Your team’s going to multiply your success, or they’re going to divide it.” [00:20]
- “A’s hire A’s… B’s hire C’s.” [03:00]
- “If you build them, they will build it. Still stands.” [00:35]
- “Leadership is a calling.” [16:00]
- “If you build great team members, then they will build a great company.” [17:02]
- “Culture is a strategy.” [19:01]
- “Let’s build you so that you can build them, so that they can build it.” [27:20]
Timestamps for Key Segments
- 00:00 – 02:30 – Hiring vs. recruiting and the “team multiplier”
- 02:31 – 06:40 – Why A-players are necessary and how to attract them
- 06:41 – 10:29 – Building clarity in recruitment and referencing “Who?”
- 10:30 – 14:20 – Installing leadership frameworks in organizations
- 14:21 – 18:30 – Leadership style and legacy
- 18:31 – 22:00 – Culture as a strategic tool and leadership programs
- 22:01 – 25:00 – Brad’s personal experiences recruiting A-players
- 25:01 – 28:10 – Practical exercise to rate and improve your leadership team
Conclusion
Brad Sugars delivers a strategic guide for founders and leaders aiming to build companies that scale and thrive independently. The episode emphasizes a proactive, people-first approach—identifying, attracting, and nurturing A-players, instilling vision, and continuously building a culture where talent flourishes. Brad’s advice is both practical and motivational, providing listeners a clear, actionable roadmap toward creating organizations that can truly scale “without you.”