Manager access required. This section holds the 14-day clock, stage owners, intervention rules, screening flags, and the cut protocol.

Enter Team Code

Layer A. The candidate never needs to see this — but everything they experience above is produced by what's below.

The Day-1 walkthrough — run of show (Agent Success rep)

This page is 12 sections. You do not present all 12 — tap DAY 1 in the top bar before you start and the page trims itself to the six you present. A Day-1 walkthrough is one hour, live, their screen or yours — you drive with the nav bar, never by scrolling. Everything else is assigned as homework with a specific day attached.

Time	Show	Say / do
0–5	Which Door	Tell them which door they're on — they don't pick. Door 3: open their 30-day block, skip the 14-day pipeline entirely.
5–12	01 · Start	The creed out loud. Then the Seat, the Money, the Tools cards. Skim the rest — they'll read it tonight.
12–22	02 · Daily Install	The grid is already open. Walk Day 1's row, then the Day 1 card, checking boxes live. Check out their laminated script + objection sheet — log their name — and show them where the digital copies live in Discord. Exam booked before this meeting ends.
22–30	03 · Schedule	Open ONLY their phase. Write their real times on paper with them. Everyone gets the same sentence: "8:30, in your seat, phones off."
30–36	07 · The Card	Pick their tier, print it, laminate it. Show Build & Copy once so they've seen the EOD flow.
36–42	06 · Standards	Four pillars, five traits, the strike rule, then the House Rules grid — the 9:00 door, the rent, trackers twice a day, the 8–9 assessment. Read "The Three We Never Talk Down" out loud — this one lands better spoken.
45–58	08 · Money Map	Run the worksheet live — bank app open, their real numbers, zero judgment. You are looking for two people: the one who is a flat tire from broke, and the one who will blow month two on a car. Their monthly nut gets said out loud and written on the tracker card.
58–60	Homework	Pair tonight’s first role-play before anyone leaves — a manager, a classmate from their orientation, or both. Then hand them the unlock schedule (printed in the DAY 1 banner): tonight 05 + 12 + 11 read-only, Day 2 the Discord Ladder starts and the admin shows them NEO, Day 8 The Pay — the day transfers start paying them.

• Drive with the nav, never by scrolling. Twenty-eight screens of scrolling reads as chaos; twelve named sections reads as a system.
• Save 09 The Pay for after they're licensed — on Day 1 it's a dream sheet, in week 2 it's a plan. The Money card in 01 is enough for Day 1.
• End every walkthrough the same way: exam date confirmed, tomorrow's start time said out loud, and the page bookmarked on their phone and laptop.

Role split — who owns what

Role	Owns	Never owns
Agent Success Rep	THE CLOCK. First contact, anchor-day booking, the Day-1 walkthrough of this page, exam/fingerprints/E&O, contracting call pre-booking, portal tracking, slip alerts, daily pipeline check	Sales coaching, the Gate
Manager / Mentor	Shadow rotation, end-of-day closer debriefs, Blackout Drill, dialer mini-gate + supervision, ladder spot-checks, warm market: both discovery questions, scoring, the Day-8 Phone Zone, running every warm appointment, weekly refill, the 8–9 PM EOD assessment in the training room (cards on the table, steps reviewed, attendance noticed — never taken)	Contracting logistics
OAKMAN / team lead	Intro 1:1 + personal 1:1, THE GATE, keep/watch/exit calls, three-strike decisions	Day-to-day scheduling

The 14-day clock — hard deadlines

Stage	Old avg	New max	Rule	If it slips
First contact	—	Day 0–1	Call same day/next AM; anchor day ≤72 hrs	OAKMAN calls personally
Stage 1: Day-One tasks	2d	Day 1	Done IN OFFICE on the anchor day	No shadowing until done
Stage 2: Exam + prints booked	2d	Day 1	Booked before they leave; exam ≤7 days out	Admin books it FOR them, on the spot
Stage 3: XCEL setup	3d	Day 1	First module started same day	Same-day call
Stage 4: Exam + license applied	7d	Day 7	License app + prints SAME DAY as exam	Fail → retake ≤72 hrs
Stage 5: E&O active	4d	Day 8	Within 24 hrs of passing	Admin walks them through it live
Stage 6: Contracting call	16d	Day 10	PRE-BOOKED Day 1 for exam+3	KILL ZONE — see below
First carrier approvals	—	Day 10–14	Admin chases status daily	Escalate to upline contracting
The Gate	—	Day 14	Attempted as soon as first carrier lands	Fail → retest next morning

Daily pipeline check (Agent Success rep, 5 min, every morning)

• Portal board: every candidate — stage, days in stage, days to stage-max.
• At max-minus-one → message today with the specific next action.
• Past max → CALL today, log the reason. Second slip on the same stage → flag to OAKMAN.
• Friday → full pipeline report to OAKMAN: everyone vs. the 14-day average.

Screening during the pipeline

The three-strike rule — attendance path

• Strike 1: something came up. Fine. Logged.
• Strike 2: benefit of the doubt, said out loud: "That's twice. I need to see you here tomorrow."
• Strike 3: same-day exit by OAKMAN, kind and final: "This might not be the right fit right now. When your situation changes, reach back out — I'll help you then."

The three-strike rule — trait path (run this in parallel)

Attendance is the easy path to catch and it is not the one that costs us the most. The agent who is in his seat every day and coachable to nobody burns two months of your calendar and leaves anyway. The four traits on the candidate page — Speed, Attitude, Coachability, Work Ethic — carry strikes exactly like missed days. (Confidence is the fifth trait on the page and it gets coached, not struck — you can’t discipline someone into believing in themselves.) The whole point is that it's documented before it's terminal, so nobody gets exited on a feeling and nobody gets to claim they were never told.

Step	What you do	What gets logged
Strike 1	Name it out loud, same day you see it, privately. Not "be more coachable" — the specific behavior: "Three reviews in a row you've opened by telling me why the call was fine. That's the thing I need you to drop."	Date, trait, the exact behavior, what you asked for
Strike 2	Written. One paragraph, in their file and in their hand: the trait, the behavior, the specific replacement behavior, and the date you're checking it. Say the words "this is strike two."	The paragraph + the check date on your calendar
Strike 3	Same-day exit conversation, run by OAKMAN. Same script as the attendance exit — kind, final, door open.	Exit logged with both prior strikes attached

• Never strike a trait you haven't coached the mechanic on first. "Catch ball" is still the worst coaching point in history. If you told them to "have a better attitude" and nothing else, that's your strike, not theirs.
• Coachability is the one that ends careers, and the tell is agreement without change. Nodding is not applying. Track whether the fix showed up on the NEXT call — that's the measurable version, and it goes in your call-review notes.
• Speed strikes are the easiest to document and the most predictive. Anything that needed a second reminder is a data point. Two reminders on the same task is strike-one territory in week one.
• Attitude strikes require a witness, not a vibe. Something said, an eye roll in training somebody else saw, a peer who reports the row got heavier. One negative person costs the performance of everyone around them — but you still write down what actually happened.
• Both paths run at once and they do not merge. Two attendance strikes plus two trait strikes is not four — it's a candidate you're about to lose on two fronts, and that conversation goes to OAKMAN now, not at strike three.
• Ask them for the self-grade before you give yours. Section 06 has seven questions they answer at 5:15, and their card carries the three A/W/C letters. Open the check-in with two of the seven, then look at the A/W/C letters they gave themselves on the card. When their grade and yours don't match, that gap IS the coaching conversation — same mechanic as the War Daddy Board.

Decision rules — quick reference

Situation	Rule
Can't do anchor day within 72 hrs	Push once. Twice = they told you their priority. Strike 1
Exam not booked by end of Day 1	Admin books it for them before they leave
Exam failed	Retake ≤72 hrs. Clock pauses, pipeline doesn't
Contracting call somehow unbooked	Booked within 24 hrs + escalate to OAKMAN
Wants phones without the mini-gate	No. Ten minutes with the manager first
Wants closer calls without the Gate	Never. 70% from memory or retest tomorrow
Ladder "done" but fails spot-checks	Reset to last verified rung; log a flag
Has another job	Part-time track: 6–8 wks, conversion date in the portal, or pass
Nods at every correction, changes nothing	Coachability strike. Name the pattern out loud, log it, check the next call — not the next week
Needed a second reminder on the same task	Speed data point. Two on the same task in week one = strike 1
Negativity in the row, witnessed	Attitude strike. Write what was actually said or done — never "bad attitude" alone
Trait behavior you never coached the mechanic on	Not a strike yet. Coach it specifically first, THEN it counts
Two attendance strikes + two trait strikes	Escalate to OAKMAN now, not at strike three
Third strike (either path)	Same-day exit. Kind, final, door open
Any fraud, any lie on a call	Immediate termination. No conversation

Production benchmarks — manage to these numbers

Milestone	Target	Manager action
Week 1 live	2–3 sales / $3–4K submitted	Hourly-ish pulse checks + personal EOD recap call every day. State the expectation out loud Monday.
Weeks 2–5	1 → 3 → 4 sales/wk, stabilizing wk 5	Pre-frame the week-2 dip BEFORE it happens. Taper check-ins to once daily, then every few days.
Week 3	First fresh-lead order placed	Enforce the Gold Mine overlap (below). Their four free weeks end at week 4 — the order goes in at week 3, not week 5.
Month 1	$10–12K submitted	Floor set. Personal 1:1 recap — goals vs. reality.
Month 2	$20K submitted — NON-NEGOTIABLE	Say why out loud: at ~75% advance they deposit ~$9–10K; next month's leads cost ~$3,600. $20K = bills + leads funded + margin.
Month 3	Self-funded leads, ~$15K+ deposited	Lead spend is fully self-funded out of production. Subsidy ended two months ago and was never missed.

Mid-month watch list (when week-1/week-2 issue-paid numbers post)

• Over $20–25K submitted: fine. Light touch — "consider an extra $300 in leads this week; payback window is 1–2 weeks."
• Under $15K: WATCH LIST. Personal touchpoint with every name: "What do you have going into effect this month?"
• Break the back half into a day-by-day plan: "$5K wk 1, $7K wk 2 — $10K this week, $10K next, $4–5K in the final days puts you green." Specific dials, 2 sales/day.
• Tone: urgent but not hopeless — "You're behind, but you have time to turn this around." It catches the got-paid-and-coasted pattern while there's still month left.

Tap rooting (when a producer is ready to build)

• Pick ambition, not tenure. The producer content at $30–40K is an asset, not a project — leave them alone.
• Show, don't pitch: pull up your actual override statement on their sales. Explain the four income streams — personal production, override, carrier bonus, agency bonus.
• First goal small: recruit enough that override covers their own lead spend (~$3,600/mo). Then extend.
• Recruit on the spot: contacts out, live, on the call. Script: "Do you know anybody as hard-working as YOU who'd fit a role making $7–8K a month?" Nine of ten say "me."
• De-bottleneck: you run their first two interviews WITH them.

Warm market + root tap (manager duties)

• Day 1 — ask the two questions out loud, in the room. Do NOT hand them a blank form and walk off; that's how you get twelve names and a resentful hire. Sit down, ask "who eats at your restaurant, who's in your kitchen," and write while they talk. Phones and socials open — memory produces about a third of what their contact list does. Raw names only, no scoring, no dialing.
• Sell the WHY on Day 1, not the task. They will ask why they're building a list they can't call for two weeks. The answer is not "because I said so" — it's that an owner knows his customers before he unlocks the door, and this is the exercise that flips them from hired to owner. If they leave Day 1 thinking this was busywork, you didn't run the install, you assigned homework.
• Confirm the sheet exists and you can type in it — before Day 2 ends. Downloaded workbook, opened as a Google Sheet on their business Gmail, named WARM MARKET — [Full Name], shared to you with EDIT access. Open it yourself and type a character. "I shared it" is not confirmation; being able to edit it is. A list you can't reach is a list you can't refill, and the whole weekly rhythm dies right here.
• Day 2 — score with them in the sheet, ~20 minutes. MACHO on the C side, Attitude/Coachable/Hard Worker on the O side, dual-tag anyone who qualifies both ways. Push back on inflated scores for people they love; that's the whole reason you're in the room. Verify the score column still calculates after their import.
• Day 8 — drill the openers, role-play only. Both openers plus the two rebuttals, out loud, same Blackout treatment as the sales script. Zero live dials. This is what keeps the momentum without touching the line.
• License confirmed — schedule the Phone Zone that same week. 60–90 min, you beside them, both lists live, appointments booked on the call. If they freeze on the first dial, you model one and hand it back. Do not let this slide to "when things settle down" — the list decays and so does their nerve.
• Root tap every appointment you run, in front of them. Five names, sold or not, joined or not. They learn the ask by watching you never skip it. A manager who root taps "when it feels right" trains an agent who never does it at all.
• Refill their list weekly (Monday). The list belongs to the team from the moment it's written — but the reciprocal obligation is yours: if you're not refilling it every Monday, you don't get to enforce it.
• Post-Gate: hold the 4×4. Four opportunity appointments and four personal apps a month. Four recruits × 25 names = 100 warm leads a month nobody invoiced them for. Cheapest lead source in the building and the first thing a coasting producer quietly drops.
• Red flag — the padded list. Twenty-five names they can't tell you anything about. Pick six at random and ask who the person is and why they're on there. If they can't answer, it's a fake list: reset same day and log the flag. A hire who fakes the easiest assignment on Day 1 will fake the dial log in Month 2.

Running the virtual track (manager duties)

• Build the shadow room deliberately: a small private voice channel with 2–3 strong closers who keep their mics hot. Never park a virtual candidate in the big general room — it's noise, not shadowing. Assign which closer they follow each hour, same rotation discipline as the office.
• Cameras are your attendance system. Camera off or unresponsive = removed from the room and marked absent, first time, every time. Enforce it kindly and instantly — the standard only exists if the first violation costs something.
• Debrief the closers on virtual shadowers nightly, same three questions as in-office: engaged? asking questions (in chat)? or gone quiet? Chat-engagement is the virtual version of leaning in.
• Live-call ping: when a closer takes a live transfer during study hours, ping the candidates channel. Studying candidates pause and listen. This is free training that costs one @mention.
• Screen-share spot checks during study and dial blocks — random, brief, friendly. XCEL progress screenshot to the admin daily.
• Pair every virtual hire with an accountability buddy — one peer they check in with daily. Isolation, not skill, is what kills virtual agents.
• Gates over video: camera on, script visibly face down, same 70%. If you wouldn't pass it in person, it doesn't pass on Zoom.

Orientation Day run-sheet (the Gate is passed — run this with them in real time)

This is the handoff from pipeline to production — the same checklist as the orientation site's manager section. Run it live, they type notes as you go, nothing gets skipped. Every box is checked before their first unsupervised dial block.

#	Item	Owner
1	License confirmed (or exam registered if retaking)	Admin
2	Dialer access live — Goldmine / Ringy / Readymode	Admin
2b	Warm market sheet open, scored, shared with edit access — Phone Zone on the calendar this week	Manager
3	CRM access + full walkthrough — dispos, closes, KPIs, how it all runs	Manager
4	Close-deal quoter set up (MMM Senior Choice / ForBridge quote, Americo app, eApp)	Manager
5	Lead pages assigned — nobody dials behind a teammate	Manager
6	Day-to-day schedule walked through (Phase C, section 03)	Manager
7	Tracker card (T2/T3) printed, laminated, how-to-fill walked through	Manager
8	Web pages pulled up and bookmarked	Agent
9	Bootcamp + Training Camp 100% complete — verified, before any dials	Manager
10	Fees, leads + agent-house expectations explained — desk fee, lead budget, know your numbers	Manager
11	Every training (in-person + online) set in their phone calendar before they leave the room	Agent
12	Shadowed a top closer today	Manager
13	First live dials made — supervised	Manager

Manager scripts

Full documents: the complete SOP and the Musa system playbook live in the ELITE NOTES project — this page is the daily-drive version.