Dr. Michael Neal on How to Hire Without Resumes and Build A-Player Teams That Run Themselves

Introduction
When Growth Feels Like Guesswork
Every founder knows the pain: hiring, training, and losing employees who never quite fit. Dr. Michael Neal was one of them. As an optometrist running multiple practices, he was tired of resumes that lied and candidates who ghosted.

In 2018, he built Build My Team — a software system that automates hiring by matching candidates to roles based on natural strengths, not job history. “We find people who love the tasks you hate,” he says.

The Moment Everything Shifted
Michael’s breakthrough came from his own pain. “We were hiring wrong. Resumes tell you who someone was, not who they’ll be for you.” By 2019, he’d created an automated pipeline that screens, filters, and scores applicants. The result: one person who can do the work of three — happily.

The A/B/C Player Rule
“A-players replace two to three C-players, and you still come out ahead by 50%,” he says. But it’s not about people — it’s about fit to role. When employees work in their natural strengths, they go home energized and come back excited.

Build the Bus Before You Lead It
Dr. Neal uses Jim Collins’ metaphor: “Get the right people on the bus, then in the right seats.” His advice for founders:
1️⃣ Define the map — crystal-clear job descriptions and expectations.
2️⃣ Hire for fit — not fancy résumés.
3️⃣ Get out of the way — and let A-players drive.

“When you replace C-players with A-players, HR suddenly has nothing to fix. The business just works.”

The Three Systems Every Founder Needs
Dr. Neal’s framework for operational excellence:
• A professional ops leader who keeps the “train on time.”
• Profit sharing that aligns motivation.
• Clarity on how the business actually makes money.

“Most owners don’t have businesses — they have jobs without the benefits,” he warns. “Freedom comes from systems that scale beyond you.”

AI and the Future of Hiring
His team now uses AI tools like ChatGPT for time-saving, communication, and candidate pattern analysis. But he cautions: “AI is a tool, not a manager. You still need a human who understands people leading the team.”

Closing Reflection
High performance isn’t about harder work — it’s about better fits. When every role aligns with natural talent, burnout disappears, profit rises, and founders get their freedom back.

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