How to future-proof your scrap business

Success in scrap isn't just about what you know — it's about who you know, what they're hauling, and how fast your team can get it unloaded. In a fast-paced industry, having a strong crew that works well together is just as important as having the right connections.

At United Metals Recycling, that mindset has fuelled more than 50 years of success. Since 1972, the family-owned business has grown through strategic acquisitions, strong partnerships, and plenty of teamwork. Now, with third-generation leader Brett Ekart at the helm, the formula remains simple but effective: invest in your team, roll with the punches, and keep things fun. 

Whether you're starting from scratch or trying to take your operations to the next level, Ekart knows exactly how to build a business that stands the test of time. Here's his blueprint for long-term success in the scrap industry.    

How to build a team

1. Find the right people

Building a successful team starts with recruitment, and while the scrap industry might not top the list of glamorous careers, it's full of opportunity. Ekart says it's all about shining a spotlight on those opportunities and making sure the right people notice.

"Our industry isn't for everyone, so let's not fool ourselves," he says. "It's a tough industry that takes a certain individual to want to do what we do, but those that we can recruit into it and teach them the value of it tend to rarely leave."

With the baby boomer generation starting to exit the workforce, opportunity is everywhere. Businesses are going up for sale, some are closing due to a lack of an exit strategy, and others are looking for fresh energy and new ideas. According to Ekart, there's never been a better time for young entrepreneurs to step in and make their mark on the industry.

"It's up to us as owners and operators to actively recruit them. It's up to us to encourage our kids to go actively recruit the next generation," he says. "There's a lot of coal out there that, with the right amount of pressure, will turn out to be diamonds in our industry. We just have to keep our eyes and ears open and then find a way to get them involved."

2. Invest in training

Once you've found the right people, Ekart says it's all about providing the space for them to stumble, learn, and come back stronger. 

"I allow them the opportunity to make some mistakes and see if they learn from them or if they repeat them," he says. "If they learn, and they're eager to grow from them and want to learn more, I know we have someone we can work with."

When it comes to building a strong team, Ekart prioritizes attitude over skill. "We hire for attitude. We feel strongly that we can train for skills based on what our needs are at that time. I can't make you get out of bed with a positive attitude. That's something you're going to have to figure out how to do on your own."

3. Promote growth

Flexibility is essential for team development, and business owners should be open to moving workers around if needed. 

"If someone feels like they would be good at a certain job or needs a change, we're not afraid to rearrange the pieces a little bit and test it out," says Ekart. "That's one of the biggest advantages of being a smaller business that I don't think people take advantage of often enough. People change, their interests and their lives change. If they're good people, then it will most likely benefit your business if you're willing to change with them."

How to retain a team

1. Cultivate company culture

Job satisfaction isn't just about having a ping-pong table in the breakroom (although that never hurts). It's about feeling valued, and employees need to believe that their opinions matter. They likely won't be satisfied all day, every day, but when they feel that their employer cares about them, it makes it a lot easier to get out of bed for work each morning.

"Work for me is so much like team sports," says Ekart. "When you're winning, it's easier to enjoy your role and everybody is in a better mood. When you're losing, it can be tough to keep everybody from fighting or being dissatisfied with their role. Great leaders find a way to hear what the team is saying, allow them a voice, then help get everyone back on track and working toward winning again."

2. Choose strong leadership

The best management teams have a knack for making sure both veterans and newcomers know what's expected of them in their roles. Whether it's the janitors, mechanics, or executives, every person should feel valued, and that feeling should remain even as the company grows.

"Culture and values always start at the top and flow throughout the organization," says Ekart. "When it's a 10-person company, it's easy to spend quality time with each person in your business. When you get to 100 or 1,000, you must lean on your executive team and your management team to continue reinforcing what's important and what you consider successful within the business. Success means very different things to different people, but everyone should have a good idea of what success looks like in their role."

3. Take risks as a team

Business is risky, but Ekart embraces the uncertainty. "Life is risky, business is risky, entrepreneurship is risky. We signed up for it, so we must find ways to manage it. I manage it by surrounding myself with great people and allowing them to help me with the decision-making process," he says. "I'm definitely not an expert in every facet of our businesses, but we have such a smart group of people who aren't afraid to voice their opinion. That's how we move quickly and make decisions about what risks are worth taking and which ones we need to shy away from."

He emphasizes that decision-making isn't about control — it's about collaboration. "I don't want to run a dictatorship, though I do know that it will ultimately be my call which direction we go. All the thoughts and ideas come from so many directions on our team. Things just don't feel as risky when you put smart people around you who are bought in on the idea as much or even more than you are."

Ekart also believes the success of his business is a direct result of his team's contributions. "Our businesses would not be even close to where they are today if it were just me making all the decisions. If you want to build a business, you need the right people on the bus and, more importantly, you need those people in the right seats."

How to market your business

Ekart didn't set out to build a brand. All he wanted was more options to sell his scrap. But, a strong online presence, a popular podcast (A Scrap Life), and countless industry panel appearances later, he's built a solid one. His approach? Show up, be yourself, and keep the conversation going.
Ekart breaks his process down into five key steps:

1. Identify the goal: Identify exactly what you're trying to achieve so you know where to direct your resources.

2. Identify the leader: Find someone in your organization who's passionate about marketing (or at least curious) and give them the reins.

3. Commit time and energy: Like anything worthwhile, marketing needs time, energy, and focus if you want to see results.

4. Put some money into it: Set aside funds for marketing, whether it's ads, branding, or content creation. Smart spending will get you the best results.

5. Decide on measurable outcomes: Determine how you'll track success. For Ekart, it was simple: more legitimate offers for his material and a broader range of sales.

Outside consulting firms like Recycled Media (which Ekart also helps run) can offer valuable assistance, but without full buy-in from management and the team, marketing efforts can fall flat. Marketing takes time and energy to be successful, but the businesses that stick with it can reap the rewards. 

"There are very few overnight marketing successes, but there are countless businesses that give up way before they have given the strategies enough time to see if they are working," he says.

How to plan for succession

A strong succession plan isn't just about handing over the reins — it's about giving the next generation space to learn, whether that's through hands-on experience, building relationships, or making sure they have the support they need. Ekart has a pretty simple take on it: let them fail. "Not on a macro level," he clarifies, "but giving them the space to make mistakes and learn from them while you guide them through the transition process."

Looking back on his own journey, Ekart credits his parents for giving him the freedom to try, stumble, and ultimately succeed. "That takes a lot of courage as a parent or an owner to feel strongly about the decision that needs to be made, but allowing someone else to try it their way. It's not always going to work out in your favour, but you may be surprised that there's more than one way to climb the mountain."

How to define success

Scaling a business isn't about chasing every new idea that comes your way, says Ekart. It's about doubling down on what you're already good at and staying open to opportunities that complement your strengths. When most of the pieces are already in place, progress happens faster than starting from scratch.

"I define my success by the opportunities we are creating. If your business is growing, you're creating opportunities for people to take on bigger roles than they were a year or two ago," says Ekart. "If people believe in you, they'll bring you opportunities and ideas. Winners want to be around other winners, so when other people around you are winning, they're attracting people who want to be a part of what you are doing."

Success means different things to different people, but for Ekart, it's not just about climbing the ladder — it's about enjoying the climb. "My success is measured by my happiness in what I do and who I get to do it with. I've said it before and will say it until I'm blue in the face: If I'm not having fun anymore, I won't just walk away — I'll run to the next opportunity."