This article breaks down practical lessons from Kurt Hintz of Max Moving and Storage on rebuilding a moving company team, improving accountability, hiring stronger people, and creating a more profitable operation.

How to Rebuild a Moving Company for Profit and Growth

Many moving company owners think growth means more moving leads, more trucks, or more salespeople. But Kurt Hintz of Max Moving and Storage shared a different lesson: sometimes the fastest path to profit is rebuilding the team, the standards, and the owner’s own leadership habits.

Kurt’s company reached about $5.5 million in total revenue, not including self-storage, with around 23% EBITDA. He also runs 22 trucks, 434 portable storage units, and over 700 self-storage units. The big takeaway is not just size. It is how he rebuilt the company after major team turnover and became more profitable.

What Should You Fix First When Your Moving Company Plateaus?

Start with the owner. Kurt said many of his company problems had one common source: himself. Not because he was lazy or careless, but because his habits created unclear expectations, weak accountability, and too much owner dependency.

If your moving business is stuck, do this owner check first:

• 1. Are you giving people tasks without clear deadlines?
• 2. Are you solving problems your managers should solve?
• 3. Are you keeping people because they helped you in the past, even if they cannot grow now?
• 4. Are you hiring around people instead of hiring for the role?
• 5. Are you avoiding hard conversations because the person is loyal or well-liked?

A moving company can outgrow people. But often, the real issue is that people are not willing to adapt to the next version of the company.

How Do You Create Accountability Without Micromanaging?

Kurt’s system is simple: every task needs a clear agreement. If you ask someone to do something, do not leave the timeline open.

The 3-Part Accountability Rule

• 1. Define the task: Say exactly what needs to be done.
• 2. Agree on the deadline: Ask, “When can you have this completed?”
• 3. Follow up on the agreement: If it is missed, discuss what happened and whether it is becoming a pattern.

Kurt’s standard is fair but firm: people do not get fired for one mistake. Mistakes happen. But repeated mistakes with no learning or accountability become a termination issue.

How Should Managers Bring Problems to the Owner?

One major shift is training managers to become solution-oriented. Instead of bringing raw problems to the owner, they must bring options.

The “Bring Me 2-3 Solutions” Framework

• Bad: “Joe did not show up. What should I do?”
• Better: “Joe did not show up. I called two backup movers, checked the schedule, and I can either move one crew member over or cover the job myself. Which option do you prefer?”

This turns the owner from the company’s emergency button into a coach. After a manager works through decisions a few times, they start making stronger decisions without you.

Who Should You Hire for Key Moving Company Roles?

Kurt and Wade discussed a key leadership rule: hire people who are better than you at their specific role. The owner does not need to be the best dispatcher, controller, mechanic, or salesperson.

For operations, Kurt looks for a “puzzle master.” This is someone who enjoys solving moving company problems like:

• How to fit jobs on the schedule
• How to stack crews and trucks
• How to handle call-outs
• How to protect the main location while expanding
• How to keep dispatch moving without giving up too early

For leadership roles, do not hire the convenient person. Kurt made that mistake when replacing an operations person. The interim person was willing, but not the right fit. The result was more owner involvement, not less.

What Interview Questions Help Find Better People?

Kurt uses interview questions to understand how a person thinks, not just what they know. There is not always a perfect answer. The goal is to see judgment, attitude, and self-awareness.

Interview Question Checklist

• When conflict arises at work, how do you handle it?
• How would your colleagues describe you?
• Tell me something about yourself that is not on your resume.
• How do you define hard work in the workplace?
• Why are you leaving your current employer?
• Where do you see yourself in five years?
• What is your proficiency with Google Drive or G Suite?

One strong sign: high performers often ask clarifying questions before answering. For example, if asked about conflict, they may ask what kind of conflict: customer, coworker, or manager.

How Do You Weed Out Weak Applicants Early?

Do not wait until the interview to test attention to detail. Wade shared that he has used simple instructions in job ads, such as asking applicants to send a short video. Many applicants ignore the instruction, which makes the decision easier.

Simple Hiring Filter

• Add one clear instruction inside the job post.
• Make it simple enough for any serious applicant to complete.
• Track who follows it.
• Only spend serious time on people who read and follow directions.

This is especially useful for roles where details matter, such as personal assistant, sales, dispatch, move coordination, or office support.

Why Should Moving Company Owners Teach Financial Literacy?

Kurt is working on financial literacy with his team because money stress follows people to work. When employees are desperate, they may ask for advances, show up distracted, or make poor decisions.

He encourages team members to understand personal finances, track spending, and avoid spending every bonus or commission check. Wade also mentioned the idea of bringing in a Dave Ramsey-style coach to help crews with basic money habits.

Quick Win: Fix One Accountability Leak Today

In the next 30 minutes, choose one open task you gave to a manager or office employee. Send this message:

• “I want to make sure we are clear. What is the next step, and when can you have it completed?”

Then write down the answer. That one habit can reduce confusion, excuses, and owner frustration.

How to Apply This This Week

• 1. List the top three people who depend on you too much for decisions.
• 2. Require each manager to bring 2-3 solutions before asking for help.
• 3. Review one role where you hired for convenience instead of fit.
• 4. Add one attention-to-detail test to your next job posting.
• 5. Ask your leadership team what personal finance tools or training would help them.

What Mistakes Should You Avoid During a Rebuild?

• Keeping the wrong person because they were loyal in the past
• Doing an employee’s job instead of training them to own it
• Promoting the next available person instead of the right person
• Letting repeated mistakes slide without consequences
• Hiring people who are weaker than you to protect your ego
• Accepting problems from managers without solutions

A profitable moving company is not built only with more moving estimates or better moving company marketing. It is built by strong leaders, clear standards, and people who can solve problems without the owner carrying every decision.

To hear the full conversation with Kurt Hintz, watch “How to Overhaul Your Moving Business for Profit and Growth” and visit the 2 College Brothers Moving & Storage YouTube channel.