I Invested $30,000 in Alex Hormozi’s “VAM” Workshop: 10 Brutally Honest Lessons on Scaling Your Business

When it comes to scaling a business, most entrepreneurs believe the key lies in tweaking offers, optimizing ads, or increasing lead flow. But after investing $30,000 to learn directly from Alex Hormozi and his team at their VAM workshop, my entire perspective shifted. This wasn’t a vacation or a fluffy mastermind; it was a raw, no-nonsense deep dive into what truly moves the needle in business growth.

In this article, I’m going to break down the ten most valuable lessons I learned from Hormozi’s team—lessons that have transformed how I lead, build culture, execute strategy, and hire talent at Remote Latinos. If you’re ready to rethink how you build and scale your business, these insights will give you a clearer, more powerful blueprint to follow.

1. The Leadership Problem: Scaling Is About Leading Better, Not Doing More

One of the biggest shifts in my mindset came from understanding that scaling a business isn’t about doing more tasks or hustling endlessly. It’s about doing things better and leading better. Alex Hormozi introduced a powerful concept of leverage—not just about taking more steps but about taking steps faster and more effectively than others.

As a founder or CEO, your primary job isn’t to be the busiest person in the room. It’s to build your people. Your team builds your business. Over the past few years, I’ve experienced firsthand how removing myself from certain parts of the operation and focusing on building my team has allowed the company to thrive.

Hormozi’s framework forces you to think in systems, teams, and culture rather than just hustle. Despite the hustle reputation, their processes are incredibly systemized and structured, from office security to daily operations. This level of organization is a huge factor in their success.

2. Clear Vision: Leadership Without Clarity Is Impossible

Another foundational lesson is the importance of a clear vision. Hormozi’s team emphasized having an “ideal future set” — a vision of where you want to be in three, five, or ten years. But they also caution against “dying in your vision.” Life changes, markets shift, and flexibility is critical.

Leadership demands clarity. Your team needs to know where you’re going, or you risk losing their buy-in. That means constantly communicating the mission, vision, and core values. It’s your job as a leader to pour positivity and purpose into your team, especially when they face negativity from clients or internal challenges.

Hormozi outlines seven qualitative descriptors for vision that every founder should consider:

1. Magnitude of impact
2. Market dominance potential
3. Simplicity and execution
4. Scalability
5. Retention mechanism
6. Competitive moat
7. Founder fit

These are lenses through which to evaluate your business and where you need to improve. For example, if your market is saturated, your market dominance potential might be low. Or if your client lifetime value is weak, your retention mechanism needs work. And critically, are you the right founder to lead this company?

3. Ruthless Focus and Priority Setting: Less Is More

Trying to do everything for everyone is a fast track to burnout and stagnation. Hormozi’s team teaches the power of ruthless focus through phase-based execution.

In practice, this means narrowing your offerings. We used to serve 20 different roles across 15 industries — way too scattered. Now, we’ve trimmed down to 5 or 6 roles in just a few industries, and that focus lets us scale faster and deliver better results.

Saying no is hard but necessary. The more you say no to distractions and non-core business, the more yeses you’ll get from your ideal clients and partners. This ruthless prioritization applies not just to your daily tasks but to the entire business model.

4. Hiring Right: Bring Media Buying In-House

One of the most eye-opening lessons was Hormozi’s stance on media buying. His acquisition team never outsources media buying anymore. Instead, they hire in-house media buyers, either experienced or trained internally.

Here’s the smart approach they use: they initially hire a marketing agency to run ads and get results. Then, around months three or four, they shift the agency’s role to teaching their internal team how to run the ads themselves, while still paying the agency for support. This way, they retain knowledge and control.

Outsourcing media buying means you’re always dependent on someone else for your leads. If that agency or freelancer leaves, your lead generation could collapse overnight. Owning the marketing skillset internally makes you far more resilient and agile.

5. Hiring Salespeople: Experience Isn’t Everything

Perhaps the biggest surprise was learning that Hormozi’s team deliberately does NOT hire experienced salespeople. Instead, they hire green, charismatic, coachable people with the right energy and attitude and train them to be sales “savages.”

This flies in the face of conventional wisdom that says you should hire seasoned sales pros. But experienced salespeople often have ingrained habits and mindsets that are hard to retrain. Newer reps are moldable and can be shaped to fit your exact sales process and culture.

For us, this means looking for candidates with about six months to a year of experience—enough to know the basics but still coachable and hungry. Culture fit is paramount. If someone doesn’t mesh with your company’s values and energy, it won’t work.

Stop filtering by resumes and start filtering by raw traits like coachability, charisma, and mindset. Use multiple interviews, role plays, and skill tests to find the right fit. This approach aligns with how the biggest companies scale their sales teams rapidly.

6. Interviewing Top Talent: Go Deep, Not Surface-Level

Interviewing A-players requires a sophisticated approach. Hormozi’s team doesn’t settle for general questions; they dig deep to assess role-specific skills and mindset.

For example, when interviewing media buyers, they ask about what makes a bad offer, frameworks for testimonials, final leads, and even request fake ad accounts to test knowledge. This level of detail signals to top talent that your company operates at a high level.

A-players expect high-level questions because they know their worth. Interviewing them with basic questions can make your company appear inexperienced and unprepared, pushing them away.

7. Marketing Is a Foundational Skill Set for Founders

If you don’t understand marketing, you’re a liability to your own company. Learning how to generate leads through paid ads, cold calling, or organic marketing is essential.

Many founders outsource media buying and never learn the craft themselves, which creates dependence and risk. Instead, founders should study case studies, run ads with their own money, reverse-engineer winning campaigns, and pay experts to teach them the skills.

There’s an abundance of free resources online, but the key is action. Will you take the time to learn and apply these skills, or will you take them for granted?

For those interested in diving deeper into digital marketing and lead generation, check out our Level 1 Digital Marketing & Social Media course for structured learning.

8. Sales Is Psychology, Not Just Pitching

Hormozi’s sales philosophy is rooted in psychology. The core principles include:

• Repeat the problem clearly
• Sell the highest pain point
• Use the prospect’s past failures as context
• Sell the dream, not the process
• Great sales have no objections

Objections signal that the sales process wasn’t done properly. Connecting emotionally and empathetically with prospects is key to closing high-ticket sales.

For years, I underestimated how good Alex Hormozi was at sales. Selling gym memberships is notoriously tough because you’re selling a dream, not a guaranteed financial return. That requires deep understanding of human psychology and emotion.

9. Culture Isn’t Just Vibes—It’s Infrastructure

Many founders mistakenly think culture is just about fun Slack channels or casual hangouts. Hormozi’s team teaches that culture is a rigorous infrastructure built on:

• Clarity
• Standards
• Expectations
• Feedback loops

Without these, you lack a true culture. Effective communication, frequent alignment meetings (like biweekly “Wins of the Week”), town halls, and shared core values are essential.

Your team needs to know what you truly value as a leader and what the company stands for. Define what great communication looks like and how success is measured. This transparency drives alignment and accountability.

For more on building a strong organizational culture and leadership clarity, visit our automation and systems resources to help streamline your team’s communication and execution.

10. Top Performers Aren’t Always Great Leaders

A critical lesson I learned is that just because someone is your top executor doesn’t mean they’ll be a great leader. Using Michael Jordan as a metaphor: he was arguably the greatest basketball player ever but was a poor team owner and leader.

Leaders need to know how to execute, but they don’t have to be your best individual performers. Promoting top performers to leadership roles can dilute their impact and hurt your company if they lack leadership skills.

We’ve had to restructure our leadership team to keep top executors focused on what they do best and place true leaders in leadership roles. It’s a counterintuitive but necessary mindset.

Conclusion: Was the $30,000 Worth It? Absolutely.

Investing $30,000 to learn from Alex Hormozi and his team was one of the best decisions I’ve made for Remote Latinos. We gained clarity on our company’s vision and mission, aligned better as cofounders, simplified our offerings, and revamped our leadership and hiring strategies.

One immediate action we’re taking is recreating our entire Video Sales Letter (VSL) using Hormozi’s proven framework to make it more powerful and effective. We’re also doubling down on hiring internal talent and accelerating execution.

If you’re ready to hire an A-player sales or marketing professional who can make an immediate impact, I encourage you to explore Remote Latinos’ talent matching services. Mention this article for a $500 discount and start interviewing your next rockstar team member within weeks.

To continue learning about building systems, marketing, and scaling your business, visit GFunnel, where you’ll find world-class tools, courses, and resources designed to help entrepreneurs like you channel your success.

Remember, scaling your business isn’t about doing more; it’s about leading better, focusing ruthlessly, building culture with infrastructure, and hiring the right people. These lessons from Alex Hormozi’s workshop have transformed the way I think—and they can transform your business too.