DR. ALEX SPINOSO
CHARISMEDX
Nobody Wants to Work? Wrong. You Just Don't Have a Way to Find the Ones Who Do.
The same step-by-step process I'm now using to hire and develop the people running my clinics, so your business stops depending on you for everything.
It's not that nobody wants to work. It's that every hire you make is a gamble, and you're the one paying when it doesn't pan out. You read resumes that don't predict performance. You trust a gut feeling that has no structure behind it. You hope the right person just shows up. And when they don't, it confirms the story you've been telling yourself: there just aren't good people out there.
I told myself that same story while I was building Genesis Lifestyle Medicine to 80 locations. Then I had to stop and ask a harder question: where am I not taking responsibility as a leader? The day I stopped blaming the labor pool and started building an actual process was the day my hiring changed for good.
I didn't learn this in a classroom. I learned it building seven companies past $250 million in revenue, hiring hundreds of people, and putting a strong operator inside all 80 Genesis locations so the business didn't live or die by me.
80
locations built
$250m+
in revenue
7
VERTICALLY INTEGRATED COMPANIES
100+
HIRED AND DEVELOPED
"Following Dr. Spinoso’s advice, I made significant changes to my team; not only did I drastically lower payroll costs and increase profit, the team is far more unified and effective!"
— Danielle W. | Revive Aesthetics and Wellness | Waxahachie, TX
"During my latest interview process, I followed Dr. Spinoso’s guidelines, and I hired a winner!"
— Traci C. | Optimal Joy Wellness | Maryville, TN
Hiring well: building a repeatable process to find, evaluate, hire, and develop people who take real ownership inside your business, so it grows beyond what you can personally carry. It is an art, not a science. But it is a learnable one.
the real story
I scaled Genesis fast. Faster than I had any business doing without a system behind me.
We were opening locations and I needed bodies in seats, so that's exactly what I hired. Warm bodies. No consistent process, no clear standard for what "right" even looked like. I'd interview on instinct, hire out of urgency, and hope it worked out. Sometimes it did. A lot of times it didn't.
And the cost was brutal. Headaches I created for myself, week after week. Revenue bleeding out the back door every time someone I'd rushed to hire turned over and I had to start again. I even ended up in frivolous HR and legal messes that never should have happened, the kind that drain your time, your money, and your attention all at once. That's the real price of taking warm bodies. It doesn't show up on day one. It shows up for years.
So I did something most owners are too scared to do. I stripped Genesis down to the studs. I tore the hiring approach apart and rebuilt it from the ground up with one consistent system across every location.
And that's when it turned. I'm rolling this system out across my companies right now, and the difference is already night and day. Instead of a roster of C players, I'm bringing in real A players, on purpose, not by luck. I'm cutting the deadbeats instead of tolerating them. The drama is quieting down. The turnover is dropping. The headaches I used to live with are starting to disappear.
I want to be straight with you, because that's the only way I know how to teach. I'm not standing on a mountaintop telling you I've got this perfectly figured out. I'm in it. I'm a practitioner, using this in my own businesses as we speak. But I've built and staffed enough, 80 locations, hundreds of hires, seven companies, to know exactly what works and what doesn't, and I'm watching it work in real time. That's what I'm handing you. Not theory from the sidelines. The actual system I'm running.
Here's what I want you to take from my mess: I didn't fix Genesis by finding a magic candidate or working even harder. I fixed it by putting one consistent system in place for how I hire and develop people, and then holding the line on it.
That's the whole difference. Without a system, every hire is a roll of the dice, turnover eats your revenue, the drama never ends, and you stay the bottleneck no matter how hard you grind. With one, you start cutting the deadbeats, stacking A players, and watching the headaches you used to live with simply disappear.
You don't have to tear your business down to the studs the way I did to learn this. I already paid for that lesson. This course is me handing you the system on the other side of it.
If you keep hiring without a system, here's what you can expect to keep dealing with:
You stay the bottleneck — every decision routes back to you
Good money wasted on bad hires, over and over
Turnover that quietly bleeds time, energy, and momentum
Standards that drop the moment you're not in the building
Strong candidates passing you by because the role wasn't built to attract them
Hiring out of desperation instead of strategy
Giving away equity too early to keep someone, and regretting it
A team that waits for you instead of owning outcomes
Frivolous HR and legal headaches from the wrong hires
A business that can't run a single week without you in it
The same story on repeat: "Nobody wants to work anymore."
Clearly, not having a real hiring process puts a ceiling on everything you're trying to build.
there's another path
it's the one this course walks you down
You learn to define what "great" looks like before you ever post a role. You learn the four traits that actually predict success — willingness to work, evidence of good character, positive attitude, and teachability — and why character beats credentials every time. You learn where to find strong people, including the ones who aren't even looking. You learn how to interview so you see who someone really is, not the version they rehearsed. You learn to structure the role so the right person is excited to say yes. And you learn how to align, onboard, and develop that person into a real operator over the first 90 days and beyond.
That's not a tactic. That's a complete, repeatable system. Build it once and use it for every hire you ever make.
What's included in Nobody Wants to Work?
Here's everything inside Nobody Wants to Work? — the full video course taught by me, walking through the exact nine-part framework I built and use to staff my businesses:
Module 1 — Mindset: The five things to get right internally before you recruit.
Module 2 — What to Look For: The four traits that matter and how to stop hiring warm bodies.
Module 3 — Defining the Role Clearly: Core values, SOPs, and "recruit to replace yourself."
Module 4 — Where to Find the Right People: The "always watching" mindset, referrals, and active recruiting.
Module 5 — How to Evaluate & Interview: The questions that reveal who someone really is, plus red flags.
Module 6 — Structuring the Role: Base plus upside, why not to give equity early, selling honestly.
Module 7 — Alignment Before Day One: Command philosophy, authority, and the hard conversation early.
Module 8 — The First 90 Days: A real onboarding system, not a day-one checklist.
Module 9 — Delegation, Trust & the Long Game: How to let go and lead over years.
Downloadable PDF resources for every module — worksheets, scorecards, and checklists.
The companion book, Nobody Wants to Work? — read, mark up, and reference the whole framework.