How do you build a crew that holds up under surge conditions?

Look past the resume. Technical skill matters, but attitude, judgment, and composure under pressure determine whether a crew member helps you or costs you when recovery work gets demanding.

Use behavioral interview questions, not hypotheticals. Ask how a candidate has actually handled pressure in the past, not how they think they’d handle it. Their answers tell you more than any certification.

Hire for these five things specifically: calm under pressure, problem-solving on the fly, empathy, honesty, and adaptability. A team that takes pride in quality and communication shows up ready, makes fewer mistakes, and represents your company well on the jobs that matter most.

Structure your onboarding instead of hoping people pick it up. A written week-one plan, an assigned mentor, short training videos, and a 30-day check-in dramatically improve how fast a new hire actually becomes useful, and how likely they are to stay.

Once someone’s on your team, recognition is what keeps them there. It doesn’t need to be elaborate: a genuine thank you, a shout-out, a bonus, a real path toward advancement. People who feel seen stay longer, and turnover is one of the most expensive things in this business.

Watch for burnout, in yourself and your crew. Exhaustion, cynicism, a short fuse, more mistakes than usual, rising friction: these are the warning signs. Real time off, rotated assignments, and being willing to talk about it openly prevent it from becoming a bigger problem.