Prepared for: Magnetic Energy Leadership
Prepared by: Amp (AI Assistant / Chief Engineer)
Date: June 2026
Status: Planning phase — for review and approval before build
Point Person: Walt (VP Marketing), coordinating with Michael (Owner)
Magnetic Energy needs an end-to-end human resources system to recruit, screen, hire, train, and manage staff across all roles. Currently, candidate data lives in a basic candidates table on MagneticDash with an 8-stage pipeline, but there is no automation, no integrated job posting, no screening, no onboarding workflow, and no training tracking.
This plan proposes a zero-budget build using our existing stack: MagneticDash (Lovable + Supabase + Cloudflare Pages) as the HR hub, GHL as the staff database, and N8N for automation. Recruiting will be driven entirely through free posting channels (no ad spend). AI tools will be used extensively for screening, training quality grading, and performance scoring to minimize manual overhead.
Target headcount (6 months): 6 closers (3 existing: Michael, Ramon, Junior → need 3 more), 12 call center agents, 1 QA, 4 canvasser/setters.
GLOBAL RECRUITING — REMOTE POSITIONS: All roles — especially call center agents (our most urgent need) — are remote positions open to candidates worldwide. We are not limited to the US. Our research indicates an addressable global market of 50 million+ likely candidates who meet our requirements for English native fluency, remote work capability, and the skills we need. This massively expands our recruiting pool beyond any single country.
candidates and recruiting_activity tables in Supabase (26 tables total). The candidates table has 1 row — essentially unused.magneticsolar.app.n8n.cloud.| Role | Current | Target (6mo) | Key Requirements | Systems Needed |
|---|---|---|---|---|
| Closers (Sales Reps) | 3 (Michael, Ramon, Junior) | 6 | Solar experience preferred, proven track record, self-motivated | GHL, Roam, ViciDial, RepCard |
| Call Center Agents | 0 | 12 | Phone skills, availability, script mastery | ViciDial (Beachy Dial), CallTools, GHL |
| QA / Support | 0 | 1 | Attention to detail, solar knowledge, call review experience | GHL, Roam, ViciDial |
| Canvassers / Setters | 0 | 4 | Door-to-door experience, driver's license, physical stamina, reliable transportation | RepCard, GHL |
Since there is no budget for recruitment ads, we will post to every free channel available worldwide. The application form on MagneticDash will be the single entry point for all candidates. All positions are remote, so we recruit globally — not just the US.
| Channel | Cost | URL / Method |
|---|---|---|
| Indeed | Free basic posting | indeed.com/hire (global — 60+ countries) |
| Free basic posting | linkedin.com/hiring (global reach) | |
| ZipRecruiter | Free basic posting | ziprecruiter.com/hire |
| Facebook Groups | Free | Digital nomad groups, remote work groups, solar industry groups, work-from-home communities — global reach |
| Craigslist | Free (some markets) | craigslist.org (select markets charge $10-25) |
| Nextdoor | Free local posting | nextdoor.com for local canvasser recruitment |
| Google for Jobs | Free (via schema markup) | MagneticDash job page will be indexed globally |
| Solar Industry Job Boards | Free | SolarPowerWorld, SolarEnergyJobs (some free options) |
| Veterans Job Boards | Free | Hiring Our Heroes, RecruitMilitary (Veterans focus aligns with company values) |
| College Job Boards | Free | Local college career centers (canvasser/entry-level roles) |
| Roam Community | Free | Post in Roam groups (existing team referrals) |
| Employee Referral | $0 (bonus only on hire) | Track referrals in MagneticDash, pay bonus only after 90 days |
| Remote-Specific Job Boards | Free | WeWorkRemotely, Remote.co, RemoteOK, Working Nomads — ideal for call center agents and closers |
| Digital Nomad Communities | Free | Facebook digital nomad groups, NomadList forums — candidates with native English, self-motivated, timezone-flexible |
| Upwork / Fiverr | Free listing | Post contract-to-hire positions — screen for full-time conversion |
| Free | r/forhire, r/remotejobs, r/solar, r/workonline — targeted subreddits for each role |
/careers page (public-facing)candidates table in Supabase with role fieldUse MagneticDash (Lovable + Supabase + Cloudflare Pages) as the recruiting and HR hub, GHL as the staff database, and N8N as the automation engine. Use AI extensively for screening, training, and performance scoring.
[Free Job Postings] ──► [MagneticDash /careers] ──► [GHL Form]
│
▼
[AI Screening (N8N + AI)]
│
▼
[Qualified → Interview]
│
▼
[Offer + Digital Onboarding]
│
┌───────────────┼───────────────┐
▼ ▼ ▼
[Fillable [Tool [Training
Compliance Provisioning Tracker]
Forms] (ViciDial/
CallTools/Roam]
│
▼
[Active Staff + AI
Performance Scoring]staff_performance table/performance dashboard/careers page (public, no auth required) with job listingsjob_postings table (manageable by Walt/Michael)job_postings table/apply)/apply page on MagneticDashapplicant_recordingsApplication Role, Application Status, AI Screening Score, AI Recording Score, AI Quiz Score, Applied At, Recording URLBefore an applicant even reaches the recording step, automated JavaScript checks run in the browser to verify minimum technical requirements for remote work:
navigator.deviceMemory — minimum 4GB requiredApplicants who fail any hardware/network check are shown a friendly message explaining what they need to proceed. Results are logged in the candidates table as tech_check_results (JSON) for analytics.
ai_screening_scoremagneticdash-form → ghl-contact → whisper-transcribe → ai-grade-recording + ai-grade-quiz → composite-score → if score<70 → ghl-sms-reject | else → ghl-tag-ai-passed + notify-walt-or-michaelcandidates table (offer_status, offer_sent_at, offer_accepted_at)candidates table with offer fields/onboarding page (password-protected, candidate-specific link)onboarding_forms table (links candidate to form completion status)onboarding_tasks tablevicidial-server skill)onboarding_tasks tabletraining_modules, training_completionsAgents and closers will train using live, real-time AI roleplay simulations — interacting with AI-powered prospect personas that simulate real homeowner calls. This is a critical differentiator in our training program.
training_completions and staff_performance tables, enabling managers to track improvement over timeThis allows unlimited practice at zero marginal cost — agents can run 50+ simulated calls before ever touching a live lead.
training_completions tablestaff_performance table/performance)daily_sales table: Sales rep activitystaff_performance table/staff)time_off_requests tableoffboarding_tasks tablecandidates: Add columns for role, source, ai_screening_score, interview_date, offer_status, offer_sent_at, offer_accepted_at, hired_at, referred_by, onboarding_statusjob_postings: id, title, role, description, requirements, status (open/closed), posted_at, closed_at, compensation_noteonboarding_tasks: id, candidate_id, task_name, task_type (form/tool/info), owner, due_date, completed, completed_atonboarding_forms: id, candidate_id, form_type (w9/i9/agreement/direct_deposit/emergency_contact), form_data (JSON), pdf_url, completed_attraining_modules: id, role, title, description, video_url, quiz_json, passing_scoretraining_completions: id, candidate_id, module_id, completed_at, quiz_score, ai_feedbackstaff_performance: id, staff_id, role, metric_name, metric_value, ai_quality_score, period_start, period_end, calculated_atoffboarding_tasks: id, staff_id, task_name, completed, completed_attime_off_requests: id, staff_id, start_date, end_date, reason, coverage_note, status (pending/approved/rejected), reviewed_by, reviewed_at| System | Integration Type | Purpose | Status |
|---|---|---|---|
| GHL | REST API | Staff records, communication, forms, SMS/email sequences | Covered (skill exists) |
| ViciDial | MySQL / SSH | Agent provisioning, call recordings, performance data | Skill exists, automation needed |
| CallTools | REST API | Agent provisioning | API key available |
| Roam | SCIM API | User provisioning/deprovisioning | Skill exists |
| N8N | Workflow orchestration | All automation workflows | Installed and operational |
| RepCard | REST API | Canvasser performance tracking | API key available |
| Google Workspace | API | Document storage, Google Forms, calendar | Skill exists |
| Supabase | Direct DB | All MagneticDash data | Schema known |
| AI (Hermes/OpenRouter) | API | Screening, quiz grading, call quality grading, performance scoring | Configured |
Guiding principle: We work in DAYS, not weeks. Automated API builds are measured in HOURS. Only manual steps take full days.
Day 1 (Hours): Create job_postings and expanded candidates tables in Supabase
Day 1 (Hours): Build /careers page in Lovable (public, job listings, Apply Now → /apply)
Day 1-2 (Hours): Build /apply page with built-in audio/video recording (browser MediaRecorder API). Start with call center agent application flow first (audio recording + screening quiz)
Day 2 (Hours): Build N8N workflow: form submission → GHL contact (staff type) → Whisper transcribe → AI grade recording + quiz → composite score → auto-accept/reject
Day 2 (Hours): Post call center agent jobs to all free channels (highest priority)
Day 3 (Hours): Build closer application flow (video recording + screening quiz) and canvasser flow (video + appearance screening)
Day 3-4: Test full flow: application → recording → AI screening → interview with Walt/Michael
Day 4-5: Refine AI prompts, adjust scoring thresholds based on test results, post remaining role jobs
Day 6 (Hours): Build fillable compliance forms in Lovable (W-9, I-9, Sales Rep Agreement, direct deposit, emergency contact)
Day 6 (Hours): Create onboarding_tasks and onboarding_forms tables
Day 7 (Hours): Create /onboarding page in MagneticDash (candidate-specific, secure)
Day 7-8 (Hours): Build N8N workflows: form completion tracking, Roam SCIM provisioning, ViciDial user creation, CallTools user creation (API key available)
Day 8-9: Test full onboarding flow with a mock hire, verify all forms save and all provisioning triggers fire
Day 10 (Hours): Create training_modules and training_completions tables
Day 10-11 (Hours): Build training material pages in Lovable (video hosting, quiz)
Day 11 (Hours): Build N8N workflow: quiz submission → AI grading → feedback → certificate
Day 12 (Hours): Build ViciDial call recording → AI quality grading pipeline (extend existing Whisper transcription)
Day 12-13 (Hours): Build /performance dashboard in Lovable (read-only, manager view) pulling from ViciDial, GHL, and RepCard APIs
Day 13-14 (Hours): Build N8N workflows: daily/weekly performance alerts, test with sample data
Day 15 (Hours): Create staff_performance, time_off_requests, offboarding_tasks tables
Day 15-16 (Hours): Build /staff directory page in Lovable
Day 16 (Hours): Build time off request form and approval workflow
Day 16-17 (Hours): Build offboarding workflow (N8N + manual steps)
Day 17-18: Refine AI prompts based on first hires' experience, document all processes for Walt/Michael
NOTE: This section is Walt's proposed pay scales and performance requirements for discussion and approval with Michael before we begin making offers. These are not final until both Walt and Michael agree.
| Component | Rate | Details |
|---|---|---|
| Hourly Pay | $10/hour | Based on talk time only — we do not pay for idle/login time. If an agent logs in for 8 hours but only talks for 4 hours, they are paid for 4 hours. |
| Appointment Bonus | $20 per qualified appointment | Paid when: (1) the appointment is set and the homeowner keeps the appointment, (2) the homeowner is qualified per AI scoring, (3) either a live transfer was completed or a confirmed appointment was booked. Appointments for ANY of our services qualify — solar, roofing, AC, or any other Magnetic Energy service. |
| Pay Frequency | Weekly | Paid every week based on ViciDial talk time data + appointment bonus tally |
| Equipment | We provide everything | Agents need only a laptop and internet connection. We provide the headset, software, dialer access, training, and all materials. No degree required, no prior experience required. |
What makes this appealing to candidates:
All metrics tracked via ViciDial (Beachy Dial) extensive reporting. Data-driven — no emotion, no excuses, no circumstantial exceptions. The numbers tell the story.
| Metric | Requirement | Consequence |
|---|---|---|
| Minimum Talk Time | 5 hours/week (300 minutes) | Below 5 hours = agent marked inactive. Moved to remediation or offboarding. |
| Conversion Rate | 2% of answered calls must convert to qualifying appointments | 2 out of every 100 answered conversations = 1 out of every 50. Below 2% triggers performance review. |
| Avg Minutes Per Converted Call | Tracked — must not exceed threshold (TBD) | If agents chew up too much talk time per conversion, they can't hit 2%. Calls must be efficient. |
| Avg Minutes Per Non-Converting Call | Tracked — must not exceed threshold (TBD) | Long non-converting calls waste paid talk time and reduce conversion rate. Brief, efficient calls win. |
| Active Status | Must maintain 5+ hours talk time AND 2%+ conversion | Inactive agents moved to remediation/offboarding. Data decides, not feelings. |
How it works in practice:
| Component | Structure | Details |
|---|---|---|
| Base Pay | None — fully commission-based | Closers earn on closed deals. Appointments are handed to them — they don't prospect. |
| Commission | Per closed deal (specifics TBD) | Michael will determine the commission structure, thresholds, and deal value tiers. |
| Bonuses | Performance + referral bonuses | Details TBD by Michael. |
| Pay Frequency | Weekly or bi-weekly (TBD) | To be determined by Michael. |
Michael will be instrumental in defining the closer compensation structure. He owns this decision. These are high-ticket closers — they receive pre-qualified appointments handed to them and close deals via phone calls and Google Meet virtual calls. All they need is an internet connection, laptop, and headset. Very appealing role for experienced salespeople.
| Role | Primary System | Details |
|---|---|---|
| Call Center Agents | ViciDial (Beachy Dial) | All outbound calling, talk time tracking, call recording, conversion metrics, and agent performance data live in ViciDial. Agents are onboarded into ViciDial and this is their primary workspace. |
| Closers (Sales) | GoHighLevel (GHL) CRM | All prospect data, CRM records, call system, telephony, call recordings, follow-up sequences, pipeline management, and deal tracking live in GHL. Closers work entirely within the GHL CRM phone system. Every call is recorded in GHL. All processing of prospects from appointment through closed sale remains in GHL. |
| Risk | Impact | Mitigation |
|---|---|---|
| Free job postings get low volume | Slow hiring | Post to 10+ channels, ask team to share in networks, employee referral program |
| AI screening rejects good candidates | Missed hires | Human review of all rejections (Walt gets weekly digest of rejected apps) |
| GHL API limit on user creation | Manual step for GHL access | N8N sends clear instructions to Walt, template email for inviting user |
| CallTools API integration | Agent provisioning | API key available — N8N automates; Walt creates manually if API gaps exist |
| ViciDial SSH scripting fails | Manual agent setup | Test SSH script thoroughly; fallback to manual with clear instructions |
| AI call quality grading inaccurate | Unfair performance reviews | Human review of low scores (Scott reviews before any action taken) |
| New hire dropout during onboarding | Wasted effort | GHL nurture SMS sequence during onboarding, personal check-in from Walt |
| Compliance forms not legally valid | Legal risk | Use official IRS W-9 and I-9 forms, have employment lawyer review (one-time cost) |
/apply page in Lovable or use third-party tool (Lovable recommended — full control, no extra cost)| # | Question | Answer |
|---|---|---|
| 1 | Which role to prioritize first? | Call center agents (need 12, highest volume, fastest to productive) |
| 2 | Who interviews for each role? | Walt interviews call center agents. Michael interviews closers. Canvassers/QA TBD. |
| 3 | Compensation structure? | Call Center Agents: $10/hr talk time + $20/qualified appointment (weekly pay). Closers: Fully commission-based — Michael owns the specifics. See "Proposed Compensation" section above. |
| 4 | Referral bonuses? | TBD — specific amounts to be determined. |
| 5 | Language requirements? | English native required. Bilingual Spanish is a plus (not required). |
| 6 | Pitch video for careers page? | No pitch video for call center agents — audio only. Video for closers. AI screens and grades both before any interview is offered. |
Every applicant submits a role-specific recording as part of their application. AI grades the recording AND the screening quiz before any human sees the application. Only candidates who pass both the AI recording grade and the AI quiz grade are offered an interview.
| Role | Recording Type | What They Record | AI Grades For |
|---|---|---|---|
| Call Center Agent | Audio only | Voice recording demonstrating: icebreaker opening, confident tone, professional pacing, handling 2-3 objections, requesting information, and closing with a live transfer or appointment booking. | English native fluency, icebreaker ability, confidence/tone, professional pacing, objection handling, requesting information, closing (live transfer or appointment) |
| Closer (Sales) | Video | 60-90 second pitch: introduce themselves, sell solar, handle an objection. | Presence, confidence, solar knowledge, persuasion, professionalism, communication clarity |
| Canvasser | Video | Door approach pitch + appointment close. Appearance and presentation matter — they will be at people's doors representing the company. | Energy, friendliness, resilience, persuasion, physical appearance, presentation |
| QA | Audio only | Multiple assessments in one recording: (1) Act as an assistant following up to confirm the homeowner's information and appointment, (2) receive a live call transfer, conduct assessment and additional qualification confirmations, pass to the sales closer or book the appointment, (3) listen to a sample call recording and identify issues. | English native fluency, all call center agent skills (icebreaker, closing, objection handling), attention to detail, solar knowledge, analytical thinking, call quality assessment |
[Applicant fills GHL Form]
│
▼
[Recording prompt appears] — "Record yourself reading this script..."
│
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[Applicant submits audio/video via form]
│
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[Screening quiz (5-10 questions)]
│
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[N8N receives submission] ──► [AI Processing]
│ │
│ ┌────┴────┐
│ ▼ ▼
│ [Whisper [AI grades
│ transcribe quiz answers]
│ audio/video]
│ │ │
│ ▼ ▼
│ [AI grades recording:
│ tone, clarity,
│ confidence,
│ objection handling,
│ script adherence]
│ │
│ ▼
│ [Composite score:
│ recording_weight + quiz_weight]
│ │
▼ ▼
[Candidate in DB] ◄── [Score stored in candidates.ai_screening_score]
│
┌─────┴─────┐
▼ ▼
[Score >= 70] [Score < 70]
│ │
▼ ▼
[Tag: AI Passed] [Auto-reject via
[Notify Walt GHL SMS/email]
or Michael]
│
▼
[Interview offered]| Criteria | Weight | Score 1-10 | What AI Evaluates |
|---|---|---|---|
| English native dialect | 30% | Must have excellent English with only very slight accent — native-level fluency, no communication barriers, natural cadence. Candidates who do not meet this standard cannot be considered. | |
| Icebreaking | 15% | Ability to get past the first 10 seconds of a call and persuade the contact to ENGAGE in speaking further — hooks attention, builds rapport instantly, prevents hang-ups | |
| Closing | 15% | As the call wraps up, adept at transitioning to a Live Transfer (preferred) OR booking an appointment — smooth handoff, clear next steps, does not let the call end without an outcome | |
| Objection handling | 10% | Responds naturally, doesn't freeze, stays on script, turns objections into engagement | |
| Technical skills | 10% | Ability to operate software in real-time while on a headset with the contact: ViciDial platform, GHL contact/submission form and calendar, Google Maps popup, Project Sunroof solar suitability popup | |
| Tone & energy | 10% | Friendly, confident, professional, enthusiastic — sounds like a helpful assistant, not a telemarketer | |
| Professionalism | 10% | No slang, no filler words, no inappropriate language, maintains composure under pressure | |
| Composite | 100% | /100 | Weighted average → stored as ai_screening_score. English dialect is a hard gate — candidates scoring below 7/10 on this criterion are auto-rejected regardless of composite score. |
| Criteria | Weight | Score 1-10 | What AI Evaluates |
|---|---|---|---|
| English native dialect | 30% | Must have excellent English with only very slight accent — native-level fluency, natural cadence. Hard gate: below 7/10 = auto-reject. | |
| Icebreaking | 10% | Hooks the homeowner's attention in the first 10 seconds — builds trust, creates engagement, prevents "not interested" | |
| Closing | 15% | Strong close: transitions smoothly to signed agreement or next appointment — creates urgency without being pushy, leaves with clear next steps | |
| Presence & confidence | 15% | On-camera comfort, eye contact, body language, professional demeanor | |
| Solar knowledge | 10% | Accurate information, handles technical questions, explains financing clearly | |
| Objection handling | 10% | Natural responses, doesn't get defensive, turns "no" into "let me explain" | |
| Professionalism & appearance | 10% | Appearance, language, demeanor — looks and sounds the part of a trusted advisor | |
| Composite | 100% | /100 | Weighted average → stored as ai_screening_score. English dialect is a hard gate — below 7/10 = auto-reject regardless of composite. |
| Criteria | Weight | Score 1-10 | What AI Evaluates |
|---|---|---|---|
| English native dialect | 30% | Must have excellent English with only very slight accent. Hard gate: below 7/10 = auto-reject. | |
| Physical appearance & presentation | 20% | Clean, professional appearance suitable for door-to-door representation. Approachable, well-groomed, company-branded look. | |
| Icebreaking | 15% | Ability to engage a stranger at their door within the first 10 seconds — friendly, non-threatening, builds immediate trust | |
| Closing | 15% | Gets the appointment or permission to follow up — does not leave without a next step | |
| Energy & resilience | 10% | High energy, positive attitude, handles rejection without losing momentum | |
| Objection handling | 10% | Addresses door-slam objections naturally, stays positive, pivots to value | |
| Composite | 100% | /100 | Weighted average → stored as ai_screening_score. English dialect and appearance are hard gates — below 7/10 on either = auto-reject. |
/apply page with built-in audio/video recorder (browser MediaRecorder API) → upload to Supabase Storage → link stored in GHL custom fieldapplicant_recordings (retained for 90 days post-decision)Call Center Agent (Audio):
"You are calling a homeowner. Start with a strong icebreaker to get them talking. Then: confirm their information, handle their objections confidently, request any additional details needed, and close the call by either transitioning to a live transfer or booking a firm appointment. You will be evaluated on your English fluency, confidence, tone, pacing, objection handling, and your ability to close."
[Homeowner scenario provided on screen]
Objection 1: "I didn't sign up for anything."
Objection 2: "I already have solar."
Objection 3: "I need to talk to my spouse first."
QA (Audio — Multiple Assessments):
"This assessment has three parts. Part 1: Act as an assistant following up to confirm a homeowner's information and appointment — confirm their details and guide them toward a confirmed appointment. Part 2: You are receiving a live call transfer from a call center agent — conduct an assessment, perform additional qualification confirmations, then either pass the homeowner to a sales closer or book the appointment yourself. Part 3: Listen to the following sample call recording and identify what went well, what could be improved, and any compliance issues."
[Homeowner scenarios and sample call provided on screen]
Closer (Video):
"Record a 60-90 second video of yourself pitching solar to a homeowner. Pretend you are sitting at their kitchen table after they invited you in. Include: who you are, why solar makes sense for their home, and how you'd handle the objection 'I can't afford the monthly payment.'"
This plan is a living document. After management review and approval, it will be broken into detailed implementation tasks (using the writing-plans skill) and built by the engineering team (Roel + Amp).