This is the Phase-3 playbook — the documented growth path for building a managed roster. It is not a launch commitment. We do not staff a roster on day one; the roster grows only when client volume earns each hire.
We write the playbook now so the process is rigorous when we reach it, and so the promotion triggers are explicit rather than improvised. The standard never loosens as we scale — if anything, it tightens, because every trainer carries the brand into a client's home.
Source
We recruit from channels that already filter for quality:
- The partner's professional network
- NCCA-accredited certification directories
- Boutique-studio defectors
- RYT-200 yoga instructors
Vet
No one trains a client until they clear every gate below. The scored mock session is non-negotiable — a credential proves knowledge; the mock proves judgment in the room.
- An NCCA-accredited certification (NASM, ACE, NSCA, or ACSM)
- RYT-200 for yoga instructors
- Current CPR / AED certification
- Their own liability insurance ($1M per occurrence / $2–3M aggregate)
- A background check
- References
- A 10–20 minute scored live mock session, graded on safety, cueing, and judgment
Onboard
Once vetted, a trainer is brought up to the venture's standard before solo work:
- Brand and standards training
- The training app
- A shadow period plus mentorship
- A signed agreement
Retain
We keep good trainers by paying an above-market split once volume exists, and by removing everything that makes independent training a grind. The venture supplies the leads, the brand, the billing, the content, and insured premises — the pitch to a trainer is "earn more, zero admin." We pair that with a reasonable client-non-solicit, which is viable post the FTC non-compete-ban vacatur, with state law governing.