Ryan Englin is the Founder and CEO of Core Matters, a company that helps small and midsize blue-collar businesses build workplaces where great people want to work and stay. A workforce strategist and the creator of the Core Fit Blueprint, he helps owners improve recruiting, hiring, onboarding, leadership, and retention. Ryan is also the best-selling co-author of Hire Better People Faster, host of the Titans of the Trades podcast, and creator of FieldCon, software designed to help field-service companies coach, develop, and retain employees.

In this episode…

Finding good people is not just a hiring challenge — it is a recruiting and marketing challenge. When business owners wait until they desperately need someone, they often rush the process, lower their standards, and make costly hiring decisions. So how can owners create a hiring process that consistently attracts the right people before a position needs to be filled?

Recruiting and workforce strategist Ryan Englin explains that the solution is to treat recruiting like marketing: build a pipeline, know exactly who you want to attract, and keep recruiting even when the team is fully staffed. A stronger hiring strategy includes clear expectations, structured interviews, applicant tracking systems, and a focus on both skills and cultural fit. Ryan stresses the value of active listening and understanding what employees care about, because attracting great people is only part of the equation — keeping them matters just as much. With the right recruiting systems in place, owners can avoid desperate hires, reduce costly turnover, and build teams that support sustainable growth.

In this episode of Owner's Profit Playbook, Pat Mancuso hosts Ryan Englin, Founder and CEO of Core Matters, to talk about why recruiting should be treated as a marketing activity. Ryan shares how to avoid desperate hires, build a steady candidate pipeline, and improve hiring and retention. He also discusses cultural fit, active listening, AI-generated resumes, and smarter candidate screening.