You Thought You Hired a Rockstar… Until They Ghosted You
They crushed the interview.
Said all the right things.
Seemed hungry. Confident. “Coach me up and I’ll produce,” they said.
Then reality hit.
No calls made. No deals closed. Excuses. Silence. Vanished.
And you’re left wondering, “How did I miss this?”
You’re not alone. Agencies everywhere are plagued by the illusion of a great hire—only to get burned weeks or months later.
The Problem? You’re Playing Solo in a Two-Person Game
Hiring is not a one-person sport. If you’re the only one making decisions, you’re doing it blind.
You need two perspectives:
One to pull talent in
One to pull the truth out
That’s where the Good Cop Bad Cop Hiring Strategy changes everything.
Why This Hiring Strategy Works
We’ve all seen the scene in a crime drama…
The bad cop leans in, slamming the table:
“I’ll get the truth out of you if it takes all night.”
Then the good cop strolls in with coffee and compassion:
“Help me help you. Let’s figure this out together.”
It’s not just TV.
It’s psychology.
And it works.
Apply this same dynamic to hiring and suddenly, you’re no longer guessing. You’re getting the truth before you get burned.
What’s the Role of Each Cop?
The Good Cop: The Magnet
This is your recruiter, your relationship-builder.
Their mission: attract top-tier talent and sell them on the opportunity.
They make your agency irresistible.
The Good Cop Does 3 Things:
Create a list of high-potential candidates.
Craft a compelling narrative about why a career in insurance is meaningful, lucrative, and worth their time.
Tell success stories about real people who made it big with your agency.
Two Powerful Good Cop Phrases:
“We don’t have any openings, but we’re always looking for someone really good.”
“I’d hire you on the spot if I could, but we have a process — and I want to get you into it.”
The Bad Cop: The Truth Extractor
This is your screening assassin.
Their mission: interrogate, investigate, and expose reality.
Are they just talking the talk—or can they actually walk the walk?
The Bad Cop doesn’t care about “vibes.” They care about facts. They don’t get wowed by personality—they want proof of potential.
The Bad Cop’s 6 Brutal Truth Filters
Can they handle rejection?
If not, they’ll fold the second they hear “no.”Are they resilient?
If not, they’ll quit when it gets hard—which it will.Can they build relationships under pressure?
Sales is friction. Can they be trusted when it gets real?Are they smart enough to learn quickly?
If not, training them will be a nightmare.Are they economically driven?
If money doesn’t motivate them, production won’t either.Are they coachable?
If they resist feedback, they’ll crash and burn—and blame you.
Why You Can’t Play Both Roles
You cannot be both the warm recruiter and the ruthless interrogator.
If you try to wear both hats, the candidate will mirror your energy—and give you half-truths.
Split the roles.
Good Cop recruits. Bad Cop evaluates.
And if you’re thinking, “I don’t have time for two people,” — consider this:
How much does ONE bad hire cost you?
Lost production. Burned leads. Cultural poison. Time wasted.
Now multiply that by every wrong hire you’ve made.
This strategy pays for itself.
Why Most Agencies Hire Wrong
Stats don’t lie:
The success rate of hiring a good producer in the insurance world is about 30–40% at best.
Why?
Because most agencies don’t have a process.
They rely on gut feel. And gut feel gets manipulated.
Good Cop Bad Cop is not just a gimmick. It’s a framework that forces clarity.
You’ll finally know:
✅ Who’s ready
❌ Who’s full of it
✅ Who can grow
❌ Who will ghost
Real Talk: Are You Willing to Be the Bad Cop?
Being the bad cop doesn’t mean being a jerk.
It means being unapologetically committed to the truth.
You push—not to break them, but to see what they’re made of.
You dig—not to be right, but to protect your agency.
You press—not to intimidate, but to reveal.
How to Get Started with This Strategy
Pick your team.
Who’s your recruiter? Who’s your interrogator? (If you’re solo, partner with someone—even temporarily.)Script your roles.
Don’t wing it. Good Cop and Bad Cop should each know their part in the process.Build the filters.
Use the 6 Bad Cop Criteria in every interview. Make it non-negotiable.Commit to the truth.
Don’t fall for charm. Don’t get desperate. Follow the system.
Final Word: Hire with Eyes Wide Open
Too many agency owners hire like it’s Vegas—pull the lever and hope it works out.
The Good Cop Bad Cop Hiring Strategy changes that.
It gives you control, clarity, and confidence.
And when you finally build that team of resilient, coachable, hungry producers?
You won’t just grow. You’ll dominate.
