The Deep End with Eric Triplett

Episode: S2-EP18: Storytime With Triplett – The TeamWork Test
Host: Eric Triplett
Release Date: February 18, 2026

Episode Overview

In this “Storytime With Triplett,” Eric Triplett, known to many as “The Pond Digger,” dives deep into the hiring challenges facing contractors and business owners—not leads, marketing, or pricing, but people and teams. Through personal stories and the lessons learned from hosting a recent job fair, Triplett reveals how his approach to recruiting has fundamentally shifted, especially under the influence of Natalie Dawson’s book, "Teamwork." The episode centers on developing a high-performance team culture by filtering for behavior and alignment, not just skills, and introduces the "TeamWork Test" as a must-adopt filter for leaders building elite companies.

Key Discussion Points & Insights

1. The Real Problem: People, Not Leads

• Eric shatters common assumptions:
  • It’s not leads, marketing, or pricing that hold you back—it's people, specifically, building the right team.
  • The aim should be a “kick-ass team of high-performance human beings” (02:00).

2. A New Approach to Hiring: The TeamWork Test

• Inspired by Natalie Dawson’s methods and her book, “Teamwork,” Eric now prioritizes behavior and culture fit over technical skills.
• “We’re not in the business of just hiring warm bodies anymore. I’m in the business of building a high performance team.” (04:00)
• Hiring process at The Pond Digger now involves three interview rounds and key behavioral assessments.

3. The Filter Question That Changed Everything

Critical Interview Question:
“What research did you do on our company?”

• This is a make-or-break, pass/fail question. The majority of applicants at the recent job fair failed by doing zero research—instantly disqualifying themselves (22:00).
• “If you won’t even research the place that you want to work for, you’re not ready to work there. You’re just not.” (23:50)
• Eric describes how applicants offered excuses like “my mom told me to come,” showing zero initiative.

Memorable Moment:

• First interview lasted less than a minute after the candidate admitted he’d done no research, and Eric escorted him out in full view of waiting applicants. The room was stunned at the speed and decisiveness (25:00).

4. The Volume of Candidates Needed for Excellence

• To build a high-caliber team, expect to interview huge numbers:
  • “I need to interview 100 people to get to 5 killers, to get to 5 high performance human beings that really want to click with us.” (26:30)
• Key advice to contractors: Don’t expect the right hire after just 2-3 interviews; average leaders create myths about “no good help” due to not doing the work.

5. Teamwork Is a Filter, Not a Feeling

• Teamwork isn’t about good vibes—it’s about behavioral alignment and high standards (28:00).
• Key observable behaviors Triplett now screens for in interviews:
  • Parking with care (“Park your car nice, too!” 28:50)
  • Eye contact, firm handshake, clear communication, initiative, and alignment with company values.
• Anecdote: Candidate who parked erratically was denied a second interview:
  • “There’s no way this guy’s on my team. How you do one thing is how you do everything.” (29:40)
  • Quote: “Because behavior is part of your culture when you’re building that. And culture is so important to build a big team.” (31:10)

6. Ownership & Integrity Testing

• Questions around driving record, background checks, and willingness for drug tests are non-negotiable.
• Integrity check: Eric asks humorous/pointed follow-ups about DUIs or speeding tickets to gauge honesty (39:00).
• Ownership test:
  • When asked about salary expectations, a candidate answered, “If you treat me fair, I’ll be fair with you.” Eric identifies this as a red flag—lack of specific goals or expectations signals a lack of commitment (35:00).

Teaching Moment:

• Crew chief Austin marked a candidate “yes” for technical skill, but Eric explained why lack of ownership and initiative were disqualifying factors.
• “He’ll just be cancer on your team. You’ll always be dealing with that.” (37:00)

7. Standards & Alignment: The Path to High Performance

• High performance teams are built on standards, not sympathy or desperation.
• “Average companies talk about labor shortages. Elite companies go out there and build these teams.” (59:30)
• Adding “alignment” to core values is a change Triplett made after years of missing its critical importance.
  • “Teamwork is not about being nice. It’s about being aligned… If we’re aligned, then we are like the Navy SEALs, the SWAT team to get shit done and take over and do awesome stuff, right?” (56:00)

Notable Quotes & Memorable Moments

• On the biggest contractor challenge:
  • “Your biggest problem isn’t leads. It really isn’t marketing or pricing, isn’t structure. A lot of times it’s money… but the biggest problem is people.” (02:45)
• On the power of the Teamwork Test question:
  • “I am telling you right now that that one question literally disqualified most of everyone who showed up to the job fair.” (22:15)
• On filtered hiring:
  • “How you do one thing is how you do everything.” (28:50)
  • “If you want to build a team, plan on interviewing 100 people to find the 5 killers.” (48:45)
• On culture:
  • “Behavior is part of your culture when you’re building that. And culture is so important to build a big team.” (31:10)
• On alignment:
  • “Teamwork is not about being nice, but it is very, very much about becoming aligned. The standards, the ownership, people who want to win.” (56:00)

Timestamps for Key Segments

• 00:30 – 03:30: Main theme; the real of problem of building teams, not just businesses.
• 07:00 – 13:00: Lessons from coaching with Natalie Dawson; moving to behavior-first hiring.
• 22:00 – 28:00: The Teamwork Test interview question and immediate outcomes from the job fair.
• 29:00 – 32:00: Parking lot story; behavior as the window into fit and values.
• 34:00 – 38:00: The ownership and salary question; leadership moment with crew chief Austin.
• 39:00 – 45:00: Integrity and commitment testing; why honesty and standards can’t be faked.
• 48:30 – 50:00: Advice to contractors on volume and standards for elite hiring.
• 56:00 – 59:30: Alignment as the essence of teamwork; finishing thoughts on filtering for greatness.

Actionable Takeaways (For Leaders & Aspirants)

If you’re hiring:

• Interview for behavior and alignment before skills—skills can be trained, attitude and initiative can’t.
• Have a clear, uncompromising filter:
  • Require specific, proactive research from candidates.
  • Only move forward with those who act, prepare, and align.
• Don’t base your opinion on small sample sizes—a strong team takes volume and discipline to find.

If you’re seeking a job:

• Show up early, park with care, research the company, be specific about your goals and salary, and align yourself with the mission.
• Eric’s list for applicants:
  • “Show up early. Park like you fucking care. Don’t park like a jackass… Have goals. Don’t be afraid to share them. Know why you want the job.” (54:50)

Closing Thoughts

Eric wraps by reiterating: building an elite, high-performance team is neither an accident nor a matter of luck—it’s a function of high standards, clear filters, and a relentless commitment to alignment. The “TeamWork Test” is not just a hiring technique, but a philosophy for building legacy businesses in the trades.

“Teamwork isn’t a feeling. It’s a filter.” (28:15)