Plan für 2026: Medien, Hiring und Strategie

0:00So um so we just after the launch we went on a big hiring spree. So we got six seuite executives um basically all Leila me and Shiron who's our president were doing was just all interviews basically since the launch. Um Leila's official title is shifting to executive chairwoman. Um and so she will just kind of preside um which will be great uh for her and me. Um the big push in terms of next year um I will do something with the scale advisory group. I'll change the name and there will be probably something that I'll do there. Um it is a secret right now but it will I will make it known uh when the time is right. Um and I think it'll become a core component of how we do business at ECQ.

0:46So I think it will be very very big. Um the skill advisory uh group went better than I expected and I said that earlier but like I will reinforce that point. And it went it's went significantly better than I expected um in terms of the quality of the members and the quality of the the number of interactions that are required like our the upkeep for our group because the expectations that were set were so clear and the onboarding was I would say hardcore um it more or less self-manages with like a thousand members um which is super mellow and I'm a big fan of super mellow so that's good. I would like more Super Melo. Um, but the the big kind of like concerted push outside of that will be on the media side. So, we're we're going to probably expand media headcount from like 20-ish to 60 uh next year.

1:36Hopefully this >> um yeah to to 60ish. And the idea there is that I would like to create um a bunch of repeatable uh formats that are not, you know, mosy dependent that are just all under ACQ. Um and so big picture, we'd like to create the Disney of business, which is not just about one character, right? It's about kind of like the universe of characters that are underneath of it. And the difficulty of doing that with a traditional like kind of like the YouTube playbook which is talking head, clickbay headline, whatever is that that format is very like talent um dense like you need to have talent in order to do that model. Um now if you to contrast that with more legacy um media IP, then think about like a like a Shark Tank. The judges on Shark Tank can change, but the format itself is something that is repeatable, is ownable IP. And so what we're what we're going to do is be heavily investing into some of you guys have seen cash cows maybe it's on my YouTube channel it's like I do a deep dive with an entrepreneur. So that's one repeatable format. Um I would like to have like eight of those um that will spawn. So that'll probably like take me next year. Real quick I'm going to show you the exact 10 stage road map from zero to 100 million plus that less than 1% of companies finish I've now done multiple times. And so I can say with a lot of confidence that these are the stages as headcount increases that you need to get through. And I broke each of these down by eight different functions of the business. What the constraint feels like, like what are the symptoms of it when you're going through it. And then what steps we actually took to graduate. And we've done this across software, physical products, uh service businesses, brickandmortar, all of this.

3:16And it works. And it's my gift to you. It's absolutely free. And so the link's in the description, but you just go acquisition.comroadmap. Just enter your info and it'll spit it right back to you. Offering.