The Decisions That Finally Get Studio & Gym Owners Paid

Download the Episode 3 workbook → https://bit.ly/p-finance-in-february-workbook This episode is part of our 4-part Finance February series and in episode #3 we stop looking at numbers … and start using them. You’ve got awareness (Episode 1). You’ve got rhythm (Episode 2). Now it’s: what decisions are you making off the back of it? Because the goal isn’t “be good at finance”… it’s get paid properly and make calls like hiring/spending based on rules - not emotions. In this episode, you’ll learn: 1) Owner pay vs profit (and why most owners stay broke). Owner pay = the salary you’d have to pay someone to replace you (fair market wage) Profit = what’s left after the business runs properly (and then becomes dividends / drawings / extras) Most owners think they’re profitable… because they’re paying themselves $0 (that’s not profit, that’s unpaid wages) 2) The “Abducted You” test for owner salary. If you got abducted tomorrow … what would you list your job ad for? That’s your “owner salary” number? 3) Decision rules for hiring (and the 40% labour trigger). Hiring isn’t a feelings decision; it’s a ratio decision. You get “permission to hire” when you’re around the labour % you’re targeting (the example used: ~40%) BUT only if you’re hiring to grow revenue, not to “buy time” and watch Netflix. Labour % moves like stairs: hire → % goes up → revenue growth brings it back down → repeat 4) Stop spending based on vibes (use guardrails, not handcuffs) Forecasting + ratios are guardrails so you don’t go broke. They’re not handcuffs that stop you going big. You can break the rules - but only deliberately with a plan to bring ratios back 5) The true cost of a staff member (it’s not the salary) A “$100k staff member” is not $100k. Add in things like:Super, Leave coverage, Workers comp, Payroll tax (if you’re over threshold)…and you’re closer to $130k+ in real cost. If you don’t model this properly, you’ll hire early and wonder where your profit went. 6) Smarter team design (local vs offshore + base + variable) Don’t pay Aussie rates for tasks that don’t require Aussie expertise Split roles: high-value work stays local, repeatable/admin gets systemised/offshored Base + variable pay models can reduce risk and align performance. Pick one of these and decide it using the numbers (not vibes): Set your owner salary (fair market wage) Separate owner pay vs profit Decide a dividend rule (how profit gets extracted) Create a hiring rule (based on ratios, not emotions) Create a spending rule (business case + cash impact) Redesign your workforce mix (what must be local vs can be offshored) Make one decision. Put it in writing. Put it in the calendar. Want the Sidekicks? (AI-powered assistants + offshore support) DM Doza on Instagram @hey.doza with the word: SIDEKICKS What’s next? Episode 4 is the payoff: what to do with the money (life, wealth, long-term strategy, without doing dumb tax “business write-off” stuff). Connect with us: My website: ⁠https://thegeronimoacademy.com ⁠ IG Geronimo: ⁠https://www.instagram.com/thegeronimoacademy⁠ IG Hey.Doza: ⁠https://www.instagram.com/hey.doza⁠ LinkedIn: ⁠https://au.linkedin.com/in/andrewhandosa⁠ Chapters 00:00 – Episode 3: Decisions + getting paid 00:30 – Owner pay vs profit (why they’re different) 02:05 – The “abducted you” test (owner salary) 03:30 – The danger of “profit” when you pay yourself $0 05:55 – Fixing it when you can’t afford your salary (sales vs overhiring) 08:00 – Profit vs dividends 12:00 – Decision rules: when to hire vs wait 13:15 – The “labour % staircase” explained 15:35 – Vibe spending vs deliberate spending 19:20 – True cost of a staff member (it’s not the salary)