Four operating systems. One company that finally runs on command.
Demand without conversion is wasted spend. Hiring without workforce systems is turnover. Workforce without revenue systems is retained underperformers. Revenue without hiring or workforce is sales pressure with no capacity to deliver. Fixing one and ignoring the rest is why most operators stay stuck — the Growth Command OS installs all four as a single operating layer.
Immediate access · One-time payment · Saves ~$591 vs. buying individually
Every leak you don't fix makes the next one worse.
You buy more leads, but your CSR doesn't book them. You fix the booking script, but your tech quotes instead of presenting options. You train the tech, and he quits in eight months. You hire a replacement, and he rides with Mike for a week and then quits too.
Each system's leak is documented, math-grounded, and real on its own. Stacked, they're the reason a $2M shop feels like it's working twice as hard for the same number.
These are ranges, not promises. If the system captures 30% of the addressable leak, the math is obvious. If it captures 5%, it still pays back many times over. And the diagnostic doesn't ask you to take any of these numbers on faith — it asks you to measure your own reality.
- Revenue left in the pipeline (Revenue OS Mod. 4)$200K–$400K
- Workforce leak — turnover, ramp, lost top performers$275K–$470K
- One empty truck (Hiring OS Mod. 2)$150K+
- One turnover event (Hiring OS Mod. 3)$34,750
- Leads you already paid for and never contactedUnmeasured
- The Growth Command OS, one time$2,197
Every figure above is sourced from inside the modules and stated as a range. Ranges hold; single-point promises don't. The 100-point diagnostics tell you which of these are actually yours.
All four systems. Complete. Nothing held back for an upsell.
Each OS ships with its own 7-Day Sprint, 90-Day Roadmap, 100-point diagnostic, and full appendix set of production-ready templates. Nothing is a preview.
Makes the phone ring — and captures every lead you already have
- The 5-minute speed-to-lead standard, lead intake map, missed-call text-back
- Review engine, referral system, database reactivation
- Google Business Profile and local presence
- Paid framework — plus how to vet, hire, and fire an agency
See all 18 sections+
| I–II · 1–14 | The real lead problem + the demand stack. Lead lifecycle, minimum viable lead system, roles and ownership. |
| III · 15–26 | Lead economics & tracking. Cost per lead vs. booked call vs. acquired customer. Track before you spend. |
| IV · 27–38 | The offer & positioning. Premium vs. volume, offer construction, offer library by goal and season. |
| V · 39–50 | Speed-to-lead & lead handling. The 5-minute standard, intake map, first-contact script, missed-call text-back, after-hours coverage. |
| VI · 51–62 | Google Business Profile & local presence. Full GBP optimization, service and service-area pages. |
| VII · 63–74 | Reviews & reputation engine. Automated requests on every job, the on-site seed line, response cadence. No gating. |
| VIII · 75–86 | The referral system. The ask built into the job close, referral links and cards, program structure. |
| IX · 87–98 | Database reactivation. Segment the list, reactivate on cadence, build the aging-system replacement pipeline. |
| X · 99–110 | Paid channels — the framework. Google, LSA, Meta structure; metrics to demand; landing pages; agency vetting. |
| XI–XII · 111–130 | Partnerships & seasonal smoothing. Referral partnerships and weather-triggered campaigns. |
| XIII–XIV · 131–152 | Lead-to-sale handoff, scorecards & website conversion. Full-funnel scorecard, one source of truth, weekly demand review. |
| XV · 153–162 | Advanced plays. Scaling demand without breaking ops, diagnosing a demand drop, the self-feeding demand machine. |
| XVI–XVIII | The 7-Day Demand Sprint, the 90-Day Roadmap, and the 100-Point Demand Diagnostic. |
162 modules · 15 module-based sections · 3 implementation sections · production-ready appendices
Books the call and closes the ticket at full value
- Master CSR booking script + price-shopper save script
- The FIELD framework: Find, Inform, Educate, Lay out options, Decide
- Good/better/best option sheets, maintenance tiers, IAQ ladder
- The 7-touch unsold estimate recovery sequence
See all 18 sections+
| I–II · 1–12 | The real sales problem + architecture. The leak table, the technician sales gap, and the Diagnose–Educate–Options–Decision philosophy. |
| III · 13–29 | Call handling & booking conversion. Master CSR booking script, the value frame, price-shopper save script, emergency triage. |
| IV–V · 30–45 | Technician sales + diagnostic sales. FIELD framework, advisor identity, customer discovery, visual proof standard, repair findings scripts. |
| VI · 46–54 | Options, pricing & presentation. Good/better/best, option sheets, pricing confidence, financing integration. |
| VII · 55–70 | Maintenance agreement system. Tiered structure and conversion scripts. Target: 30–50% attachment. |
| VIII · 71–85 | Indoor air quality sales. Qualification questions, product ladder, ethical recommendation rules. |
| IX · 86–100 | Repair vs. replace & the handoff. Trigger matrix, comfort advisor handoff, replacement consultation flow. |
| X · 101–115 | Unsold estimate recovery. The 7-touch sequence, recovery scripts, and the dashboard. |
| XI–XII · 116–145 | Scorecards & manager coaching. Tech and CSR scorecards, weekly sales reviews, daily ride-alongs, roleplay, win/loss analysis. |
| XIII · 146–160 | Compensation alignment. How comp drives behavior, performance pay design, spiff structures. |
| XIV · 161–185 | Pricing strategy & calibration. Repair pricing, maintenance tiers, IAQ ladders, replacement tiers, market calibration. |
| XV · 186–197 | Advanced plays. Commercial pricing, financing math, warranty pricing, R-454B transition, opportunity-based dispatching, review generation. |
| XVI–XVIII | The 7-Day Revenue Sprint, the 90-Day Roadmap, and the 100-Point Revenue Diagnostic. |
197 modules · 15 module-based sections · 16 appendices (A–P)
Staffs the trucks to deliver the demand
- Pay benchmark SOP, high-conversion job post, auto-knockouts
- Phone screen script, structured interview scorecards, calibration
- Offer close scripts, silver-medal re-contact, 30-day onboarding
- Compliance: FCRA, MVR, drug testing, I-9, documentation standards
See all 25 sections+
| I–II · 1–17 | The real hiring problem + architecture. The empty-truck and turnover math, the five failures, what you're building. |
| III · 18–28 | Compensation & the pay foundation. Pay benchmark SOP, mystery-shop competitors, set the 75th-percentile target. |
| IV · 29–42 | Sourcing & recruitment marketing. Referral program, silver-medal list, Indeed sponsored, Meta recruiting ads, careers page. |
| V · 43–52 | Screening & the phone screen. Auto-knockouts and the screen script that filters candidates out before they cost you interview time. |
| VI · 53–64 | Interviewing & decision-making. Structured scorecards, two-interviewer calibration, behavioral question library. |
| VII · 65–74 | Offers, acceptance & close rate. Where most hiring breaks. Close an offer like a sales operator. |
| VIII · 75–84 | Onboarding & the first 90 days. Day-by-day 30-day plan, mentor assignment, career path map. |
| IX · 85–90 | Legal & compliance essentials. The issues most likely to get you sued, and what to ask your attorney. |
| X–XI · 91–104 | Scorecards, dashboard & owner-independent hiring. Turn hiring into a measured system, then take yourself out of it. |
| XII–XV | Field patterns, the 7-Day Sprint, the 90-Day Roadmap, and the 100-Point Diagnostic. |
| XVI–XXV · 109–170 | Deep-dive playbooks. Comp restructure, performance pay, terminations and boomerangs, peak-season hiring, top-performer lock-in, flight-risk warning, counteroffers, hiring economics and channel ROI, recruiting brand, hiring managers and comfort advisors, FCRA/MVR/I-9 compliance, the maturity curve. |
170 modules · 22 module-based sections · 18 appendices (A–R)
Keeps the team, develops them, builds your bench
- Day 31+ ramp plan — the 11-month gap nobody covers
- Performance scorecards, coaching cadence, weekly leadership meeting
- Comp bands, career path map, stay interviews, flight-risk detection
- Discipline, PIP, and termination protocols with documentation standards
See all 15 sections+
| I–II · 1–12 | The workforce problem + architecture. The leak math, the four pillars, the five workforce KPIs. |
| III · 13–22 | Day 31+ onboarding & ramp. The 11-month gap that kills more careers than anything else. |
| IV · 23–32 | Org structure & accountability. Org chart, role clarity, decision rights. A team that runs without you in every call. |
| V · 33–44 | Performance management. Scorecards, weekly cadence, review structure. |
| VI · 45–54 | Coaching & development. Coaching vs. managing, ride-along methodology, coaching scripts and cadence. |
| VII · 55–64 | Culture & retention. Stay interviews, pulse surveys, flight-risk detection, resignation response, exit-data loop. |
| VIII · 65–72 | Communication systems. Weekly leadership meeting, daily huddle, the cadences that keep a growing company aligned. |
| IX · 73–84 | Compensation & career pathing. Comp bands by role, pay that drives behavior, the visible career path map. |
| X · 85–92 | Discipline, correction & termination. Documentation standards, PIPs, and how to run a termination without creating exposure. |
| XI–XII · 93–108 | Leadership development, succession & scaling. Building the layer of leadership that lets the company outgrow the owner. |
| XII-B · 109–112 | Resilience add-ons. Pre-boarding, slow-season income protection, benefits benchmarking, exit-data loops. |
| XIII–XV | The 7-Day Workforce Sprint, the 90-Day Roadmap, and the 100-Point Workforce Diagnostic. |
112 modules · 12 module-based sections · 14 appendices (A–N)
Run all four diagnostics. Your lowest score is your starting point.
Not your opinion. Not your gut. Not the loudest fire. Each system scores on the same 100-point scale, and the score tells you exactly what to do next.
| Your situation | Where you start |
|---|---|
| One area is clearly broken | Deploy that OS first via its 7-Day Sprint. Each one is self-contained. |
| Building from scratch, or scores are even | Hiring → Workforce → Revenue. The wrong tech undermines both downstream systems, so you build the intake first. |
| Established shop, full team | Stabilize and monetize the people you already have — Workforce + Revenue — before touching Hiring. |
Once your first OS is installed, layer the others over the next 60–90 days until all four run as one rhythm — weekly, monthly, quarterly. From Day 180 forward, the work is refinement.
This is built for one kind of operator.
Build it if you are
- A residential HVAC owner doing $1M–$5M
- Running the company on memory, tribal knowledge, and whoever's loyal
- Fixing one problem while three others quietly get worse
- Unable to take two weeks off without the place wobbling
- Tired of paying consultants for advice that should have been documented
- Willing to install a system instead of shopping for another idea
Skip it if you want
- Someone to run it for you — this is an operator system, you install it
- A guaranteed revenue, hiring, or retention number — nobody honest gives you one
- Motivation without scripts
- Something to buy and never open
- A refund option — all sales are final
A consultant charges $30K–$180K for one engagement. This installs once and operates forever.
Consultants at $5K–$15K/month across HR, sales, and operations. Marketing retainers at $2K–$8K/month plus the ad spend they mark up. Coaching programs that teach concepts without scripts. Events that inspire but don't install.
Not ready for all four? Every module is available standalone at $697. Start with your lowest diagnostic score.
Because this is digital intellectual property with immediate access, all sales are final and non-refundable. We don't sell you a maybe and we don't hide behind a refund window.
What we stand behind is installation. Complete the implementation steps, use the tools as directed, and submit proof of implementation within 30 days of purchase. If you qualify and you're still unclear on what to do next, Propel Alliance will provide clarification, implementation guidance, and a revised action plan.
Proof may include a hiring scorecard, a recruiting message, an interview process, an onboarding checklist, a technician expectations document, a weekly meeting cadence, a workforce performance scorecard, technician sales scripts, objection handling practice, a revenue opportunity checklist, manager coaching notes, or a growth execution plan.
This guarantee does not promise increased revenue, profit, booked calls, hires, employee retention, sales increases, close rate improvement, customer growth, productivity improvement, team performance, or any specific business outcome. Your results depend on your market, team, leadership, pricing, offer, compensation, follow-up, sales ability, hiring discipline, management consistency, and execution. This implementation support guarantee does not create a right to a refund.
The questions you're actually asking.
Why not just buy one module and see how it goes?
You can — every one is self-contained and installs standalone. But the four leak into each other. Hiring fills the seat; Workforce keeps it. Demand generates the call; Revenue converts it. Fix one and the constraint just moves. The bundle saves you ~$591 and, more importantly, ships the cross-references — hiring criteria that match workforce standards, comp design that matches comp bands, coaching frameworks that match across systems. That's the part you cannot assemble yourself.
How does this compare to a consultant?
A consultant charges $5K–$15K a month and stays 6–12 months — $30K–$180K for one engagement. This installs once, operates forever, and costs a fraction. It replaces the consultant where the consultant was selling structure. It does not replace one-on-one coaching where you specifically need it — which is exactly why the advisory offer exists separately.
Why is this more than a $497 course?
A course is content. This is a system. Courses teach you what to do. The Growth Command OS gives you the scripts to say, the scorecards to measure, the SOPs to deploy, and the 90-day roadmap to install. The difference is whether anything actually changes in your business in 90 days.
I don't have time to read 641 modules.
You don't have to. Each system has a 100-point diagnostic that takes about 30 minutes. Score yourself; the diagnostic tells you which sections to read first. Most operators read a fraction of the system before they start implementing — the rest becomes reference during deployment.
I've tried business systems before and they didn't stick.
The reason systems don't stick isn't the system — it's the absence of cadence behind it. The Growth Command OS isn't a book that sits on a shelf; it's a set of recurring cadences: daily huddle, weekly 1:1s, monthly all-hands, quarterly diagnostics. Run the cadences and the system runs. Skip them and no system on earth will stick.
Why should I believe these numbers? You're selling something.
Fair. Three checks. One: the system gives you ranges, not single-point claims, because every market varies. Two: every number is sourceable from your own data once you start tracking it. Three: the 100-point diagnostics don't ask you to take any of it on faith — they ask you to measure your own reality. Run the diagnostic. It measures your gaps, not my claims.
What if I get halfway through and it isn't working?
Two things. First, the support guarantee: if you've done the work and submitted proof of implementation, we help you diagnose the gap and give you the next move. Second, the system is modular — if Workforce isn't landing but Revenue is producing, keep going on Revenue. The four don't require each other to function. Because these are digital IP products with immediate access, all sales are final; the guarantee is implementation support, not a refund.
Stop running four broken systems and start running one that works.
641 modules. Four diagnostics. Four sprints. One operating layer that keeps running whether or not you're in the building.
Immediate access · All sales final · Implementation guarantee applies
