Podcasts about j o b

We talk a lot about side hustles as a transition strategy from the world of the J O B to the world of entrepreneurship but what if you could do it in a big way. From wage slave to 500K business, it can be done and today we talk to someone actively doing it. Our guest today is Nate who will remain anonymous other wise.  He started his business in 2019 on a whim ager a slew of other attempts failed.  This time he has gotten traction and is blowing it up.  Today we will dig into how you actually … Continue reading →

Join Steve and Captain Evil as they take a trip down memory lane, reflecting on the jobs that shaped them, and the awkward reality of becoming “THAT GUY" when a frat runs wild in a hotel.

This a big difference in following a 'job' or #career Doug's Dime: A 'job' or a #career?Support the show: https://www.facebook.com/AM790KFGOSee omnystudio.com/listener for privacy information.

To sign up for our Patreon go to-> Patreon.com/cultofconspiracypodcast   To Join the Cajun Knight Patreon---> Patreon.com/cajunknight     To Find The Cajun Knight Youtube Channel---> click hereTo Invest In Gold & Silver, CHECK OUT—-> Www.Cocsilver.com  10% OFF Rife Machine---> https://rifemachine.myshopify.com/?rfsn=7689156.6a9b5c      To find the Meta Mysteries Podcast---> https://open.spotify.com/show/6IshwF6qc2iuqz3WTPz9Wv?si=3a32c8f730b34e79    50% OFF Adam&Eve products---> :adameve.com (promo code : CULT)  To Sign up for our Rokfin go to --> Rokfin.com/cultofconspiracy Cult Of Conspiracy Linktree ---> https://linktr.ee/cultofconspiracyBecome a supporter of this podcast: https://www.spreaker.com/podcast/cult-of-conspiracy--5700337/support.

The Dolphins general manager has not made any splash signings early during NFL free agency and Hoch is taking it as a sign that the team believes their roster is close to contending.

Whether you're an employee, leader, or HR manager, at some point in your career you may (probably) have thought, "Ugh, this job..." Today we have Lisa Even on the show, and guess what? Joy really is her job! Lisa is a keynote speaker, entrepreneur, and author of Joy Is My Job: A book to spark joy filled mindset, moments, and experiences!  Lisa believes that leadership is more than hitting metrics or chasing numbers. True leadership is about creating environments where people choose to show up, engage, and make an impact. Lisa believes that if you wait around for JOY to come, it will never happen. That is why she believes that JOY is your J-O-B. Listen today as Lisa and Nicole discuss how to become more inspired to create JOY in your life AND work - even through the tough times, the busy times, the stressful times, and everything in between. In this episode, Nicole and Lisa discuss: [00:03:33] How joy often comes from "hard stuff"[00:12:39] Why we all need reinforcements when things get tough[00:25:23] Why it's important to know what makes you a better human[00:39:18] How it's even more fun when you get others involved in your joyLisa's book: https://a.co/d/flehUgZYour FREE joy resources: https://www.lisaeven.com/freejoyFind Lisa at:LinkedIn: https://www.linkedin.com/in/lisa-even-have-good-ripple-effect-0778b112/Facebook: https://www.facebook.com/lisaeven11Instagram: https://www.instagram.com/lisaeven_/Also mentioned on this episode:Man's Search for Meaning by Viktor Frankl: https://a.co/d/gSw8GiwWe are grateful to Lisa for bringing her joy to the Build a Vibrant Culture podcast! 

Jesus deserves our best sacrifice. Deuteronomy 12:11-12.

Join us in this series as we discover how to honor God with our best work efforts. Ephesians 6:5-9

Wednesday January 8, 2025 Main idea: The character of the apostle makes him effective. Mission commission mentioned four times in the synoptics. God wants each of us and our church on the mission.... for full notes: https://www.cgtruth.org/index.php?proc=msg&sf=vw&tid=3103

Buckle up, theater lovers! Jeff and Richie are serving up a sizzling recap of Broadway and Off-Broadway's most talked-about plays of 2024. From the Off-Broadway gem 'Job' that left audiences stunned, to the revival of 'Appropriate' that had everyone buzzing, we're dishing out our hottest takes on the year's biggest hits and misses. Get ready for some juicy debates as we crown our top picks, spill the tea on standout performances, and reveal the shows that pushed the boundaries of comedy and drama. Plus, we'll give you our insider predictions on which plays might be taking home Tony gold. Whether you're a Broadway buff or just love great storytelling, this episode is your backstage pass to the best of 2024's theater scene. Don't miss out on the laughs, the gasps, and maybe even a few theatrical mic drops! Follow and connect with all things @HalfHourPodcast on Instagram, and YouTube. Share your thoughts with us on the plays of the 2024 year on our podcast cover post on Instagram. Learn more about your ad choices. Visit megaphone.fm/adchoices

Sunday December 29, 2024 Main Idea: The apostle had a mission to teach the gospel with sacrifice and suffering. Mat 10:1-4 for full notes: https://www.cgtruth.org/index.php?proc=msg&sf=vw&tid=3100

Denise is a Clinical Psychologist turned Dream Life Coach and knows that she is making more of an impact now, as an online life and business coach than she did in her J O B. She has a 12 week overcoming self-sabotage course that helps clients align their Dream Life Pathway - gain clarity for what they want next, clear the cobwebs of the heart, and create the daily habits that will lead them to success. As we retrain your subconscious brain and reprogram limiting beliefs, the changes you experience in 90 day u turn will support you (and your family) for years to come. Join the next round of 90 Day U Turn - www.90DayUTurn.com Become a Dream Life Coach www.DeniseWalsh.com Join the FREE FB Group - https://www.facebook.com/groups/dreamlifecoachSupport the showJoin our free FB Group Here - https://www.facebook.com/groups/dreamlifecoach www.DeniseWalsh.com Facebook - https://www.facebook.com/thedenisewalsh Instagram -https://www.instagram.com/thedenisewalsh/

Special Offer Do you desire to have a clear message, confidence to deliver it and make money? Join our Founder's Club inside the new Messagepreneurs Community. We're building something big and want you to see you there! http://messagepreneur.com

Raven might need to have his license taken away, who knew yellow curbs were so difficult to avoid! Time for Pick ‘Em News! Anna lists three news stories that seem almost out of this world, and Raven can only pick and hear about one! Black Friday shopping is back and in a big way, but you need a flashlight to keep yourself safe?! Listen to learn more safety precautions for shopping Friday! The Anna and Raven Santa Tipline is back, call 877-881-7440 and leave a message so we can share with Santa! Need to make dessert for tomorrow but not sure what to make? Chef Plum has the best Apple Pie recipe and the secret to making it perfect! Are you up to date on this week's biggest news stories? Anna and Raven will get you caught up on the current trends including Moana coming to theaters, and Beyoncé playing at the Christmas half time show, and Taylor Swift being named No. 2 Artist of the Century!  Anna and Raven are actually in a movie! Producer Justin and Producer Julie have to watch Santa's Second Wife over Thanksgiving weekend and do a book report on Monday! What's your Thanksgiving J.O.B? Everyone has something they're in charge of on Thanksgiving, what's your #1 responsibility? Eric and Lucy can't agree on what to do about their son's birthday presents. Their son is having his classmate's birthday party next weekend at a kid's place. He's turning nine. There are 14 kids from his class attending. Mom wants to send out a follow up email saying, “please no gifts, make a donation or just make a craft!” She thinks that Santa brings too many toys as it is, he already has everything he wants, there's no need to get 14 more toys. Dad thinks he's just a kid, let him get the junk! That's what being a kid is all about.  Mary Beth and her daughter Carrie have a chance to win $2600! All they have to do is answer more pop culture questions than Raven in Can't Beat Raven!

You can 'go for', 'land' and 'hold down' a job, you can even 'pack it in' if you don't like it. These are some verbs that are commonly used with the noun 'job'. You can learn these and more with Phil in this podcast.TRANSCRIPT Find a free transcript for this episode and more programmes to help you with your English at: https://www.bbc.co.uk/learningenglish/english/features/english_in_a_minute/241022FIND BBC LEARNING ENGLISH HERE: Visit our website ✔️https://www.bbc.co.uk/learningenglish Follow us ✔️https://www.bbc.co.uk/learningenglish/followus LIKE PODCASTS? Try some of our other popular podcasts including: ✔️ Learning English from the News ✔️ Learning English Stories ✔️ Learning English ConversationsThey're all available by searching in your podcast app.

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Sorry we have been away but today's episode is all about the changes that have happened in our lives. More specifically, new jobs! Instagram: https://www.instagram.com/changingthechances/ Hosts: Alisha and Jesse Chance Podcast logo by: Rebecca Wolf Kalm Producer and Editor: Maxwell Myers Song by: Sophie's Place

Can you actually Manifest Your Future?  Do your dreams and goals seem to be out of reach?  For many of us, we never feel like we are good enough to achieve much of anything.  We sometimes feel like it takes all of our energy to get out of bed and drag ourselves to a J-O-B. But we are meant for so much more than that.  The world is a big, amazing place that is full of opportunity if we are willing to work for it, but we tell ourselves we can't do better, we couldn't do better and we don't deserve better....so we don't ever try. Let's try to break that pattern and stinking thinking, shall we? This week on ANT Live, Tom and Adam are going to talk about Dreams, Goals and How to Manifest Your Future. Manifesting your future is an exciting and empowering process that combines clarity, intention, action, and belief. While it's often associated with visualization and the Law of Attraction, the underlying principles of manifesting your dreams and goals are more about aligning your thoughts, emotions, and actions with the future you desire. I am sure you are saying, "Sure, that sounds good and all, but how do you manifest your future?" As I have gotten older, I realized from my own experience that it is possible to manifest your future.  You can achieve those dreams and goals, but the keys are aligning your thoughts, you actions and your focused intensity over time.  It is possible, especially when we understand the execute on the 9 steps for Manifesting Your Future. I am sure Adam has a lot to say from his own experience. After all, he is manifesting his dream with each Farmer's Market and sale! Special Guest: Adam Rick.

Hey Friend! Have you ever wondered what it takes to become a full-time podcaster? Do you dream about leaving your job, having more time for your family, or even homeschooling your kids? Do you wish you could make a substantial income without sacrificing all your time? If you've been thinking about podcasting but don't know where to start, this episode is for you! Today, I'm breaking down tactically six steps to help you build a profitable podcast while working less than two hours a week. This easy, simple, and streamlined system lets you focus on actually fulfilling your online offer or coaching while still being truly present in your everyday life.  I can't express how grateful I am that podcasting is my job. My actual J-O-B. And I believe from the depths of my being that this is possible for you, too. If you're ready to make an income without sacrificing all your time, lean in and let's go! I pray this blesses you! Xo, Stef   Next Steps: Watch the Free Podcast Workshop: http://podcastforgrowth.com Watch the Free Clarity Workshop: http://freeclarityworkshop.com Join the Stefanie Gass School: https://stefaniegass.com/school Grab Your Freebies: https://stefaniegass.com/ Join the FB Community: http://stefgasscommunity.com  

Can't Judge An Entrepreneur By The Cover 11/17/18. Something struck me recently about the changing ideas of what makes one an entrepreneur, hustler, influencer, business leader, etc.... There is no "set" type of person. Old, young, male, female, suit-and-tie or jeans and a t-shirt types. All types of people are pursuing their careers or other passions while trying to find ways to make it all work. That's the common bond - making your "thing" work because that's what you want to do with your life. Career, Side-Hustle or Hobby - Levels of Entrepreneurship 1/12/19. I run through the levels of entrepreneurship: Side Hustle, Project Based, Outside Interest, Second Career and Hobby. Each has its own set of rules, expectations, and return on investment (or lack thereof). If your full-time/part-time J-O-B isn't enough, there are a few options. There are many options for "being your own boss" with levels of risk, freedom, and fringe benefits. Let's talk about it.

Here's a look at the top headlines from around the Northland for Wednesday, Sept. 18, 2024.  The Duluth News Tribune Minute is a product of Forum Communications Company and is brought to you by reporters at the Duluth News Tribune, Superior Telegram and Cloquet Pine Journal. Find more news throughout the day at duluthnewstribune.com. If you enjoy this podcast, please consider supporting our work with a subscription at duluthnewstribune.news/podcast. Your support allows us to continue providing the local news and content you want.

Pour réaliser un bilan de compétences et être accompagnée par Garance&Moi : https://urlr.me/8mBzJTu peux tenter de remporter 200€ de réduction sur ton bilan de compétences grâce à Basilic.Dans cet épisode de Basilic, nous accueillons Clara, fondatrice de Blomeko à Annecy, pour un témoignage inspirant sur sa reconversion professionnelle. Après un burn-out, elle décide de se recentrer sur ses aspirations et découvre les arts créatifs à travers un ikigai. Elle part ensuite sur un voilier pendant 9 mois avant de lancer des ateliers de conception florale. Un an plus tard, elle ouvre Blomeko, un atelier où nature et créativité se rejoignent. Découvrez son parcours, ses défis, et sa vision d'un métier en harmonie avec ses valeurs.Blomeko : https://www.blomeko.fr/Pour réaliser un bilan de compétences et être accompagnée par Garance&Moi : https://urlr.me/8mBzJTu peux tenter de remporter 200€ de réduction sur ton bilan de compétences grâce à Basilic.

This week, I'm overjoyed to celebrate a monumental achievement—our 300th episode of Quantum Revenue Expansion! To mark this incredible milestone, join me for a special solo show where I share the secrets to creating your very own Freedom Schedule. Many of us started our businesses seeking freedom, only to find ourselves stuck in a J-O-B that we hate. That's why I'm sharing five steps to create your Freedom Schedule, which aligns your time and resources with your values and the life you truly desire while triggering next steps to double your revenue! Our clients make a decision to work 25 hours a week or less while making six or seven figures, and I'm here to help discover your customized path to freedom as well! Recognizing your business as a separate entity from you allows it to grow beyond your personal limitations and I show you how to do that, too. Finally, I'm super excited to announce that we will be opening up six spots in our very popular MasterMind and Group Coaching Program, The CEO Table, so join our Priority Waitlist today through the link in the show notes!Episode Highlights:Know Your Why 9:04Set a Monthly Revenue Goal 11:21Recognize Your Business as a Separate Entity 13:35Design Your Ideal Work Week 15:52Block Your Calendar 20:31 Resources Mentioned:The CEO Table WaitlistFollow: Ursula: @7figure_CEO

How do you go from a 9-to-5 J-O-B to a 8-figure real estate portfolio?  The TEAM!  Ian Horowitz joins me today to talk about "passive" real estate investments, scaling up strategies, and building a team around you that it is part of the incredible journey in real estate.  Check out his podcast:  Real Estate Reserve Podcast.

Real Estate investor, and Lifestyle enthusiast, Emma Powell joins the Passive Cash Flow Podcast to explain how she has created financial freedom through investing passively in real estate, allowing her and her family to travel the country and world at large. Emma has an interesting structure of lending money out to flippers using "hard money loans" so investors can earn a high interest rate and secure their money through real estate title. Enjoy two experienced investors discussing the fundraising landscape in today's market and how to build a passive income machine leading to an easier, more enjoyable lifestyle.I was a stay at homeschool mom,now I'm a multimillionaire who retired my husbandbefore age 50 through commercial real estate investing.Retire 10 years early from a J-O-B, not life. Even if you want to work until 65, you don't want to have to!Making money matter after executing a 5-7 year planthat replaced our income with passive investing.Now discovering ourselves version 2.0 throughvolunteering, spending more quality time with loved ones,and starting a passion business helping others.We help you do the same for IF and WHEN you choose to retire early after financial freedom.High achievers can earn double-digit returns backed by real estate and build wealth to give back to your communities.We walk our own talk and share the same investments we use to retire early in our private investor portal.If that's worth having a conversation about,reach out to sign up for our portal at investwithemma.comIf you're enjoying this content, please like, subscribe and share!------------Enhance your real estate investing knowledge !Learn more at https://www.peoplescapitalgroup.com/------------00:00 Intro01:22 Meet Emma Powell04:41 Make money with loans and debt08:27 Debt Fund16:20 Value of a RIA18:24 Sales coach22:56  Syndication fundraising events26:37 Traveling with passive income32:33 Generational wealth35:04 Learn more at peoplescapitalgroup.com------------Website - https://www.peoplescapitalgroup.com/Facebook- https://www.facebook.com/profile.php?id=100093318587146Instagram - https://www.instagram.com/real_estate_investments_nj/?hl=enTwitter- https://twitter.com/PCGrealestateLinkedin- https://www.linkedin.com/company/peoples-capital-groupYoutube - https://www.youtube.com/channel/UCCeJh5UgrdBDOabr2YLbAHg------------This is not a solicitation for funds, tax advice, or legal advice. This is not intended to be, and must not be construed to be in any form or manner a solicitation of investment funds or a securities offering. Peoples Capital Group LLC is NOT a United States Securities Dealer or Broker nor U. S. Investment Adviser is a Consultant/service provider and makes no warranties or representations as to the listener or viewer. All due diligence is the responsibility of the investor.Support the Show.

Welcome to the "Half Year Review," where we delve into the true stories behind this year's most compelling headlines. Your host, Tony Brueski, joins hands with a rotating roster of guests, sharing their insights and analysis on a collection of intriguing, perplexing, and often chilling stories that have dominated the news. This is not your average news recap. With the sharp investigative lens of Tony and his guests, the show uncovers layers beneath the headlines, offering a comprehensive perspective that traditional news can often miss. From high-profile criminal trials to in-depth examinations of ongoing investigations, this podcast takes listeners on a fascinating journey through the world of true crime and current events. Throughout the past six months, we've followed and dissected cases such as Ruby Franke and Jodi Hildebrandt, Harmony Montgomery, the Delphi Murders, Kouri Richins, Bryan Kohberger, Rex Heuermann, Alex Murdaugh, Chad and Lori Daybell, and the Adelson family. Each episode navigates through these stories, illuminating their details with factual reporting, expert commentary, and engaging conversation. Tony and his guests discuss each case's nuances, complexities, and human elements, delivering a multi-dimensional understanding to their audience. Whether you are a dedicated follower of true crime or an everyday listener interested in the stories shaping our world, the "Half Year Review" brings you the perfect balance of intrigue, information, and intelligent conversation. Expect thoughtful analysis, informed opinions, and thought-provoking discussions beyond the 24-hour news cycle. Want to listen to ALL of our podcasts AD-FREE? Subscribe through APPLE PODCASTS, and try it for three days free: https://tinyurl.com/ycw626tj Follow Our Other Cases: https://www.truecrimetodaypod.com The latest on The Downfall of Diddy, The Trial of Karen Read, The Murder Of Maddie Soto, Catching the Long Island Serial Killer, Awaiting Admission: BTK's Unconfessed Crimes, Delphi Murders: Inside the Crime, Chad & Lori Daybell, The Murder of Ana Walshe, Alex Murdaugh, Bryan Kohberger, Lucy Letby, Kouri Richins, Malevolent Mormon Mommys, Justice for Harmony Montgomery, The Murder of Stephen Smith, The Murder of Madeline Kingsbury, and much more! Listen at https://www.truecrimetodaypod.com

Welcome to the "Half Year Review," where we delve into the true stories behind this year's most compelling headlines. Your host, Tony Brueski, joins hands with a rotating roster of guests, sharing their insights and analysis on a collection of intriguing, perplexing, and often chilling stories that have dominated the news. This is not your average news recap. With the sharp investigative lens of Tony and his guests, the show uncovers layers beneath the headlines, offering a comprehensive perspective that traditional news can often miss. From high-profile criminal trials to in-depth examinations of ongoing investigations, this podcast takes listeners on a fascinating journey through the world of true crime and current events. Throughout the past six months, we've followed and dissected cases such as Ruby Franke and Jodi Hildebrandt, Harmony Montgomery, the Delphi Murders, Kouri Richins, Bryan Kohberger, Rex Heuermann, Alex Murdaugh, Chad and Lori Daybell, and the Adelson family. Each episode navigates through these stories, illuminating their details with factual reporting, expert commentary, and engaging conversation. Tony and his guests discuss each case's nuances, complexities, and human elements, delivering a multi-dimensional understanding to their audience. Whether you are a dedicated follower of true crime or an everyday listener interested in the stories shaping our world, the "Half Year Review" brings you the perfect balance of intrigue, information, and intelligent conversation. Expect thoughtful analysis, informed opinions, and thought-provoking discussions beyond the 24-hour news cycle. Want to listen to ALL of our podcasts AD-FREE? Subscribe through APPLE PODCASTS, and try it for three days free: https://tinyurl.com/ycw626tj Follow Our Other Cases: https://www.truecrimetodaypod.com The latest on The Downfall of Diddy, The Trial of Karen Read, The Murder Of Maddie Soto, Catching the Long Island Serial Killer, Awaiting Admission: BTK's Unconfessed Crimes, Delphi Murders: Inside the Crime, Chad & Lori Daybell, The Murder of Ana Walshe, Alex Murdaugh, Bryan Kohberger, Lucy Letby, Kouri Richins, Malevolent Mormon Mommys, Justice for Harmony Montgomery, The Murder of Stephen Smith, The Murder of Madeline Kingsbury, and much more! Listen at https://www.truecrimetodaypod.com

Welcome to the "Half Year Review," where we delve into the true stories behind this year's most compelling headlines. Your host, Tony Brueski, joins hands with a rotating roster of guests, sharing their insights and analysis on a collection of intriguing, perplexing, and often chilling stories that have dominated the news. This is not your average news recap. With the sharp investigative lens of Tony and his guests, the show uncovers layers beneath the headlines, offering a comprehensive perspective that traditional news can often miss. From high-profile criminal trials to in-depth examinations of ongoing investigations, this podcast takes listeners on a fascinating journey through the world of true crime and current events. Throughout the past six months, we've followed and dissected cases such as Ruby Franke and Jodi Hildebrandt, Harmony Montgomery, the Delphi Murders, Kouri Richins, Bryan Kohberger, Rex Heuermann, Alex Murdaugh, Chad and Lori Daybell, and the Adelson family. Each episode navigates through these stories, illuminating their details with factual reporting, expert commentary, and engaging conversation. Tony and his guests discuss each case's nuances, complexities, and human elements, delivering a multi-dimensional understanding to their audience. Whether you are a dedicated follower of true crime or an everyday listener interested in the stories shaping our world, the "Half Year Review" brings you the perfect balance of intrigue, information, and intelligent conversation. Expect thoughtful analysis, informed opinions, and thought-provoking discussions beyond the 24-hour news cycle. Want to listen to ALL of our podcasts AD-FREE? Subscribe through APPLE PODCASTS, and try it for three days free: https://tinyurl.com/ycw626tj Follow Our Other Cases: https://www.truecrimetodaypod.com The latest on The Downfall of Diddy, The Trial of Karen Read, The Murder Of Maddie Soto, Catching the Long Island Serial Killer, Awaiting Admission: BTK's Unconfessed Crimes, Delphi Murders: Inside the Crime, Chad & Lori Daybell, The Murder of Ana Walshe, Alex Murdaugh, Bryan Kohberger, Lucy Letby, Kouri Richins, Malevolent Mormon Mommys, Justice for Harmony Montgomery, The Murder of Stephen Smith, The Murder of Madeline Kingsbury, and much more! Listen at https://www.truecrimetodaypod.com

What can be the driving force for people to leave an incredible career? Ericka Pino shares a quick story of her life as a TV personality for over two decades, what made her and her husband invest in real estate, and how she eventually found a more fulfilling life.Ericka will also give her top advice for aspiring investors to avoid the biggest pitfalls in rental property investing, tips for acquiring and making a profit from a property, and her insight on the current market condition!Key Points & Relevant TopicsEricka and her husband's journey to real estate investing and retirementWhat made Ericka choose real estate as their investment vehicleEricka's advice for people who want to start purchasing investment propertiesInvestment strategies people can consider in real estateEricka's perspective on owning a home in today's marketWorking and growing together in real estate as a coupleThe hardest lessons Ericka learned throughout her investing journeyResources & LinksApartment Syndication Due Diligence Checklist for Passive InvestorAbout Ericka PinoEricka is a certified bilingual meteorologist with over 20 years of experience in major television markets around the nation. Although a fabulous career and experience the truth was that it was still a J O B. One with a boss and a schedule. She recently took a leap of faith and said goodbye to her 9-5 (to simplify because that schedule is a unicorn on TV).  She resigned from her job, profession, stress, sweat, and salary to live her very best life, while investing in real estate.Get in Touch with ErickaFacebook Page: Ericka PinoInstagram: @erickazpinoTo Connect With UsPlease visit our website www.bonavestcapital.com and click here to leave a rating and written review!

Automating the application process is pretty popular these days. From companies like Paradox to Humanly and others, allowing job seekers to submit their information by tapping a screen or talking into a phone is becoming big business. Then along comes Germany-based Talk'n'Job who believe they've built a better mousetrap, and they've even won a competition that says they just might. CEO Markus Krampe joins the boys in a lively Q&A to get to the bottom of things and whether or not Talk'n'Job has what it takes to compete on a grand scale. Do they survive the Firing Squad? Gotta listen. 00:00 - Talk'n'Job Intro 03:20 - Market Challenges and Opportunities 13:13 - Funding and Expansion Plans 16:27 - Blue-Collar Jobs and Easy Recruitment Processes 27:44 - The Impact of AI

Welcome to the "Week in Review," where we delve into the true stories behind this week's headlines. Your host, Tony Brueski, joins hands with a rotating roster of guests, sharing their insights and analysis on a collection of intriguing, perplexing, and often chilling stories that made the news.       This is not your average news recap. With the sharp investigative lens of Tony and his guests, the show uncovers layers beneath the headlines, offering a comprehensive perspective that traditional news can often miss. From high-profile criminal trials to in-depth examinations of ongoing investigations, this podcast takes listeners on a fascinating journey through the world of true crime and current events.       Each episode navigates through multiple stories, illuminating their details with factual reporting, expert commentary, and engaging conversation. Tony and his guests discuss each case's nuances, complexities, and human elements, delivering a multi-dimensional understanding to their audience.  Whether you are a dedicated follower of true crime, or an everyday listener interested in the stories shaping our world, the "Week in Review" brings you the perfect balance of intrigue, information, and intelligent conversation. Expect thoughtful analysis, informed opinions, and thought-provoking discussions beyond the 24-hour news cycle. Want to listen to ALL of our podcasts AD-FREE? Subscribe through APPLE PODCASTS, and try it for three days free: https://tinyurl.com/ycw626tj Follow Our Other Cases: https://www.truecrimetodaypod.com The latest on The Downfall of Diddy, The Trial of Karen Read, The Murder Of Maddie Soto, Catching the Long Island Serial Killer, Awaiting Admission: BTK's Unconfessed Crimes, Delphi Murders: Inside the Crime, Chad & Lori Daybell, The Murder of Ana Walshe, Alex Murdaugh, Bryan Kohberger, Lucy Letby, Kouri Richins, Malevolent Mormon Mommys, Justice for Harmony Montgomery, The Murder of Stephen Smith, The Murder of Madeline Kingsbury, and much more! Listen at https://www.truecrimetodaypod.com 

Welcome to the "Week in Review," where we delve into the true stories behind this week's headlines. Your host, Tony Brueski, joins hands with a rotating roster of guests, sharing their insights and analysis on a collection of intriguing, perplexing, and often chilling stories that made the news.       This is not your average news recap. With the sharp investigative lens of Tony and his guests, the show uncovers layers beneath the headlines, offering a comprehensive perspective that traditional news can often miss. From high-profile criminal trials to in-depth examinations of ongoing investigations, this podcast takes listeners on a fascinating journey through the world of true crime and current events.       Each episode navigates through multiple stories, illuminating their details with factual reporting, expert commentary, and engaging conversation. Tony and his guests discuss each case's nuances, complexities, and human elements, delivering a multi-dimensional understanding to their audience.  Whether you are a dedicated follower of true crime, or an everyday listener interested in the stories shaping our world, the "Week in Review" brings you the perfect balance of intrigue, information, and intelligent conversation. Expect thoughtful analysis, informed opinions, and thought-provoking discussions beyond the 24-hour news cycle. Want to listen to ALL of our podcasts AD-FREE? Subscribe through APPLE PODCASTS, and try it for three days free: https://tinyurl.com/ycw626tj Follow Our Other Cases: https://www.truecrimetodaypod.com The latest on The Downfall of Diddy, The Trial of Karen Read, The Murder Of Maddie Soto, Catching the Long Island Serial Killer, Awaiting Admission: BTK's Unconfessed Crimes, Delphi Murders: Inside the Crime, Chad & Lori Daybell, The Murder of Ana Walshe, Alex Murdaugh, Bryan Kohberger, Lucy Letby, Kouri Richins, Malevolent Mormon Mommys, Justice for Harmony Montgomery, The Murder of Stephen Smith, The Murder of Madeline Kingsbury, and much more! Listen at https://www.truecrimetodaypod.com

Welcome to the "Week in Review," where we delve into the true stories behind this week's headlines. Your host, Tony Brueski, joins hands with a rotating roster of guests, sharing their insights and analysis on a collection of intriguing, perplexing, and often chilling stories that made the news.       This is not your average news recap. With the sharp investigative lens of Tony and his guests, the show uncovers layers beneath the headlines, offering a comprehensive perspective that traditional news can often miss. From high-profile criminal trials to in-depth examinations of ongoing investigations, this podcast takes listeners on a fascinating journey through the world of true crime and current events.       Each episode navigates through multiple stories, illuminating their details with factual reporting, expert commentary, and engaging conversation. Tony and his guests discuss each case's nuances, complexities, and human elements, delivering a multi-dimensional understanding to their audience.  Whether you are a dedicated follower of true crime, or an everyday listener interested in the stories shaping our world, the "Week in Review" brings you the perfect balance of intrigue, information, and intelligent conversation. Expect thoughtful analysis, informed opinions, and thought-provoking discussions beyond the 24-hour news cycle. Want to listen to ALL of our podcasts AD-FREE? Subscribe through APPLE PODCASTS, and try it for three days free: https://tinyurl.com/ycw626tj Follow Our Other Cases: https://www.truecrimetodaypod.com The latest on The Downfall of Diddy, The Trial of Karen Read, The Murder Of Maddie Soto, Catching the Long Island Serial Killer, Awaiting Admission: BTK's Unconfessed Crimes, Delphi Murders: Inside the Crime, Chad & Lori Daybell, The Murder of Ana Walshe, Alex Murdaugh, Bryan Kohberger, Lucy Letby, Kouri Richins, Malevolent Mormon Mommys, Justice for Harmony Montgomery, The Murder of Stephen Smith, The Murder of Madeline Kingsbury, and much more! Listen at https://www.truecrimetodaypod.com

Disturbing Jailhouse Calls and Dark Text Messages Highlight Chad Daybell's Manipulative Behavior In the ongoing trial of Chad Daybell, newly released jailhouse phone calls and text messages reveal the disturbing and bizarre dynamics between him and Lori Vallow Daybell. In a recent episode of the "Hidden Killers With Tony Brueski" podcast, retired FBI Special Agent and Hidden Killers Daily Contributor Jennifer Coffindaffer provided a deep dive into the unsettling relationship between Chad Daybell and Lori Vallow Daybell. The prosecution presented jailhouse phone calls where Lori expressed frustration over their failed plans and Chad's manipulative behavior. Lori's frustration was evident as she questioned why their plans, supposedly guided by the ghost of her deceased brother, Alex Cox, were not working out. "I want to know why that is 100 percent instead of 3 percent chance of having a problem," Lori said during one of the calls. Chad attempted to reassure her, speaking in bizarre code language about their "construction plan" and the "blueprints" still being intact. Coffindaffer commented on the power dynamics, noting, "You can tell just by how they communicate with one another. She's the one upset. She's the one directing conversation. She's the one pressing everything." She argued that Lori's behavior suggested she knew their religious claims were a facade used to manipulate others. The podcast also featured retired FBI agent Doug Hart reading text messages between Chad and Lori. On July 29, 2019, Chad offered to cause pain to two individuals Lori was traveling with, referring to them as "threes," a term indicating their perceived spiritual darkness. Coffindaffer emphasized the dark and manipulative nature of these interactions, stating, "There's no doubt who's in charge, who's manipulating who, and who's calling the shots." The episode highlighted the emotional toll on the victims' families and the disturbing nature of Chad and Lori's conversations. Coffindaffer expressed disbelief at their casual discussion of their crimes, noting, "It's surreal that people could talk about the murder of their kids and anyone in this way, joking around." As the trial progresses, Coffindaffer believes Chad Daybell is likely to receive the death penalty due to the gruesome details revealed. "I think he will get the death penalty," she said, acknowledging the slow legal process but confident in the outcome. This episode of "Hidden Killers With Tony Brueski" underscores the dark and manipulative behavior of Chad Daybell, shedding light on the disturbing dynamics between him and Lori Vallow Daybell, and the likely consequences they will face for their heinous actions. #ChadDaybell #LoriVallow #JenniferCoffindaffer #HiddenKillersPodcast #TrueCrime #DaybellTrial #JusticeForJJAndTylee Want to listen to ALL of our podcasts AD-FREE? Subscribe through APPLE PODCASTS, and try it for three days free: https://tinyurl.com/ycw626tj Follow Our Other Cases: https://www.truecrimetodaypod.com The latest on The Downfall of Diddy, The Karen Read Trial, Catching the Long Island Serial Killer, Awaiting Admission: BTK's Unconfessed Crimes, Delphi Murders: Inside the Crime, Chad & Lori Daybell, The Murder of Ana Walshe, Alex Murdaugh, Bryan Kohberger, Lucy Letby, Kouri Richins, Malevolent Mormon Mommys, Justice for Harmony Montgomery, The Murder of Stephen Smith, The Murder of Madeline Kingsbury, and much more! Listen at https://www.truecrimetodaypod.com 

Disturbing Jailhouse Calls and Dark Text Messages Highlight Chad Daybell's Manipulative Behavior In the ongoing trial of Chad Daybell, newly released jailhouse phone calls and text messages reveal the disturbing and bizarre dynamics between him and Lori Vallow Daybell. In a recent episode of the "Hidden Killers With Tony Brueski" podcast, retired FBI Special Agent and Hidden Killers Daily Contributor Jennifer Coffindaffer provided a deep dive into the unsettling relationship between Chad Daybell and Lori Vallow Daybell. The prosecution presented jailhouse phone calls where Lori expressed frustration over their failed plans and Chad's manipulative behavior. Lori's frustration was evident as she questioned why their plans, supposedly guided by the ghost of her deceased brother, Alex Cox, were not working out. "I want to know why that is 100 percent instead of 3 percent chance of having a problem," Lori said during one of the calls. Chad attempted to reassure her, speaking in bizarre code language about their "construction plan" and the "blueprints" still being intact. Coffindaffer commented on the power dynamics, noting, "You can tell just by how they communicate with one another. She's the one upset. She's the one directing conversation. She's the one pressing everything." She argued that Lori's behavior suggested she knew their religious claims were a facade used to manipulate others. The podcast also featured retired FBI agent Doug Hart reading text messages between Chad and Lori. On July 29, 2019, Chad offered to cause pain to two individuals Lori was traveling with, referring to them as "threes," a term indicating their perceived spiritual darkness. Coffindaffer emphasized the dark and manipulative nature of these interactions, stating, "There's no doubt who's in charge, who's manipulating who, and who's calling the shots." The episode highlighted the emotional toll on the victims' families and the disturbing nature of Chad and Lori's conversations. Coffindaffer expressed disbelief at their casual discussion of their crimes, noting, "It's surreal that people could talk about the murder of their kids and anyone in this way, joking around." As the trial progresses, Coffindaffer believes Chad Daybell is likely to receive the death penalty due to the gruesome details revealed. "I think he will get the death penalty," she said, acknowledging the slow legal process but confident in the outcome. This episode of "Hidden Killers With Tony Brueski" underscores the dark and manipulative behavior of Chad Daybell, shedding light on the disturbing dynamics between him and Lori Vallow Daybell, and the likely consequences they will face for their heinous actions. #ChadDaybell #LoriVallow #JenniferCoffindaffer #HiddenKillersPodcast #TrueCrime #DaybellTrial #JusticeForJJAndTylee Want to listen to ALL of our podcasts AD-FREE? Subscribe through APPLE PODCASTS, and try it for three days free: https://tinyurl.com/ycw626tj Follow Our Other Cases: https://www.truecrimetodaypod.com The latest on The Downfall of Diddy, The Karen Read Trial, Catching the Long Island Serial Killer, Awaiting Admission: BTK's Unconfessed Crimes, Delphi Murders: Inside the Crime, Chad & Lori Daybell, The Murder of Ana Walshe, Alex Murdaugh, Bryan Kohberger, Lucy Letby, Kouri Richins, Malevolent Mormon Mommys, Justice for Harmony Montgomery, The Murder of Stephen Smith, The Murder of Madeline Kingsbury, and much more! Listen at https://www.truecrimetodaypod.com 

Disturbing Jailhouse Calls and Dark Text Messages Highlight Chad Daybell's Manipulative Behavior In the ongoing trial of Chad Daybell, newly released jailhouse phone calls and text messages reveal the disturbing and bizarre dynamics between him and Lori Vallow Daybell. In a recent episode of the "Hidden Killers With Tony Brueski" podcast, retired FBI Special Agent and Hidden Killers Daily Contributor Jennifer Coffindaffer provided a deep dive into the unsettling relationship between Chad Daybell and Lori Vallow Daybell. The prosecution presented jailhouse phone calls where Lori expressed frustration over their failed plans and Chad's manipulative behavior. Lori's frustration was evident as she questioned why their plans, supposedly guided by the ghost of her deceased brother, Alex Cox, were not working out. "I want to know why that is 100 percent instead of 3 percent chance of having a problem," Lori said during one of the calls. Chad attempted to reassure her, speaking in bizarre code language about their "construction plan" and the "blueprints" still being intact. Coffindaffer commented on the power dynamics, noting, "You can tell just by how they communicate with one another. She's the one upset. She's the one directing conversation. She's the one pressing everything." She argued that Lori's behavior suggested she knew their religious claims were a facade used to manipulate others. The podcast also featured retired FBI agent Doug Hart reading text messages between Chad and Lori. On July 29, 2019, Chad offered to cause pain to two individuals Lori was traveling with, referring to them as "threes," a term indicating their perceived spiritual darkness. Coffindaffer emphasized the dark and manipulative nature of these interactions, stating, "There's no doubt who's in charge, who's manipulating who, and who's calling the shots." The episode highlighted the emotional toll on the victims' families and the disturbing nature of Chad and Lori's conversations. Coffindaffer expressed disbelief at their casual discussion of their crimes, noting, "It's surreal that people could talk about the murder of their kids and anyone in this way, joking around." As the trial progresses, Coffindaffer believes Chad Daybell is likely to receive the death penalty due to the gruesome details revealed. "I think he will get the death penalty," she said, acknowledging the slow legal process but confident in the outcome. This episode of "Hidden Killers With Tony Brueski" underscores the dark and manipulative behavior of Chad Daybell, shedding light on the disturbing dynamics between him and Lori Vallow Daybell, and the likely consequences they will face for their heinous actions. #ChadDaybell #LoriVallow #JenniferCoffindaffer #HiddenKillersPodcast #TrueCrime #DaybellTrial #JusticeForJJAndTylee Want to listen to ALL of our podcasts AD-FREE? Subscribe through APPLE PODCASTS, and try it for three days free: https://tinyurl.com/ycw626tj Follow Our Other Cases: https://www.truecrimetodaypod.com The latest on The Downfall of Diddy, The Karen Read Trial, Catching the Long Island Serial Killer, Awaiting Admission: BTK's Unconfessed Crimes, Delphi Murders: Inside the Crime, Chad & Lori Daybell, The Murder of Ana Walshe, Alex Murdaugh, Bryan Kohberger, Lucy Letby, Kouri Richins, Malevolent Mormon Mommys, Justice for Harmony Montgomery, The Murder of Stephen Smith, The Murder of Madeline Kingsbury, and much more! Listen at https://www.truecrimetodaypod.com 

Having fun should be easy. But is it? And are YOU having as much fun as you want to be having in life? In this episode I'm joined by Meatball - despite the hard SH** that's happened in life, he has made it his J-O-B to have a great time with the time he has LEFT in this life.

Ready to ditch your 9-5 and become a full-time real estate investor? In this powerful episode, Laura Alamery shares her inspiring journey of transitioning out of a corporate job and into a thriving real estate investing career - all while juggling MBA studies and raising three young kids. Discover the mindset shifts and strategic actions that allowed Laura to replace her income and build a business that supports her ideal lifestyle. She reveals her secrets to maximizing limited time, focusing on needle-moving activities, and leveraging market transitions to get ahead. Don't miss this game-changing episode - tune in now and take the first step towards your new life!

Today on the #laidofflife podcast, we're shaking things up with our guest, seasoned sales executive and recent new hire, Molly Dotson. In March, Molly Dotson wrote a post celebrating her birthday and the successful end of a difficult six-month job search after experiencing a layoff. Her post became one of the top trending LinkedIn posts in the job search category. You can find her post here: Molly's Job Search Post People were inspired by her positive and authentic message that read and highlighted her job search journey: 'Job seekers, IYKYK, but for everyone else, I'll paint a picture.' The post was a great summary, but the true riches were found two clicks below the surface, and today, Molly is bringing us an innovative way to look at the job search using a familiar framework applied brilliantly within a different context. Discover brand new #landmines and #goldmines that WORK when it comes to networking, interviewing, and converting interviews to offers. Including a demo that Molly prepared for listeners, demonstrating one of her tools and one of her unique processes to accelerate and elevate the job search process. Watch Video  So lets stop the insanity and start thinking about how to do things differently for a better result. Contact Information: Molly Dotson: Molly Dotson | LinkedIn Kelsey Waldrop: Kelsey (Dues) Waldrop | LinkedIn  www.KelseyWaldrop.com   Additional Reading Recommendations: Influence, New and Expanded: The Psychology of Persuasion, by Robert B. Cialdini https://a.co/d/gRpvJDr How to Win Friends and Influence People, by Dale Carnegie https://a.co/d/gRpvJDr Getting to Yes, Without Giving In, by  Roger Fisher, William L. Ury, Bruce Patton  https://a.co/d/9ntAiA2  

In this hilarious episode host Chris Robinson sits down with Matt Glidden, Rafiq Shaheen, Nick Giasullo and Jake Klark to talk about making real money as a young comic.

If you're a property manager, you know that property management is a tough and demanding industry at times. Property managers often feel pressure to make owners and tenants happy.  In today's episode, property management growth expert Jason Hull sits down with Logan from Virtually Incredible to talk about how property management entrepreneurs can improve their company's customer service. You'll Learn [03:41] Making big impressions as a small business [10:39] Does every other property manager suck?  [18:52] Things you can do to improve your customer service [25:59] The importance of process documentation [32:46] Importance of culture when hiring remotely Tweetables “If you are letting yourself get bogged down on the stuff that you can delegate and the stuff that doesn't need your immediate attention, you're going to be limited on the big impact stuff that really deserves your attention.” “If you avoid investing cash, then you're going to have to invest more time and effort.” “Phone calls are probably the biggest source of interruptions and the biggest source of staffing expense in a property management company.” “Automation shakes hands with customer service.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: Phone calls are probably the biggest source of interruptions and the biggest source of staffing expense in a property management company. And we've been able to cut some of our clients staffing costs in half just by convincing them to not do phone calls  [00:00:17] All right. Welcome DoorGrowers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you are open to doing things a bit differently then you are a DoorGrower, DoorGrower property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. [00:00:42] Many in real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income at DoorGrow. We are on a mission to transform property management, business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I'm your host, property management growth expert, Jason Hull, the founder and CEO of DoorGrow. Now, let's get into the show. [00:01:19] And I'm hanging out today with Logan Breen of Virtually Incredible. What's up, Logan?  [00:01:25] Logan: What's going on, man. Thanks for having me. It's good to have you.  [00:01:28] Jason: So in our topic today, we're going to be chatting about small business, big impressions: mastering customer service for a professional edge. So before we get into that, Logan, why don't you give people a little bit of background on yourself? How did you get into property management? And give us some backstory.  [00:01:51] Logan: Okay. I'm third generation in property management myself. A lot of people might know my dad, Todd Breen. He is a pioneer in outsourcing and the property management industry. And I'm sitting today. I usually work from my home office, but I wanted to make sure I had a nice, bright background for our podcast today. So I'm sitting in our property management office here in South Florida. And I grew up with my dad being a one man show and running a small business without a lot of the automation and tools and outsourcing that has come with technology. And I can recall as a kid cleaning this same office with my sister. If we wanted to use the family company vehicle, part of our chores was to make sure all the office was clean and we would see stress pills and we would see a heart monitor what is it? Heart pressure monitors and stress tea remedies all over the place and we made a blood oath that we would never get into property management because it was way too stressful. And now fast forward to today, she's the broker at our management office and I'm helping hundreds of property managers across the U S implement the same best practice strategies, outsourcing strategies to make life a little bit easier. [00:03:10] Jason: All right. So what was the consequence of this blood oath?  [00:03:13] Logan: There's a little bit of an exaggeration, but we promised that we would not be in the family business, but you know what? It's a complex business and we learned it just through working with dad growing up, we worked in a variety of ways in the management company. [00:03:30] And with the tools of outsourcing and having a good team, it's not as stressful as it once was.  [00:03:35] Jason: Yeah. And now you're helping alleviate everybody else's stress, so they don't need stress pills and yeah. So let's talk about this topic, small business big impressions. And I think when entrepreneurs are starting a business, they all want to appear big. They all want to because their insecurity is they're small. Yeah. It feels small. And they're like, "people are going to know that I'm small. And if they know that I'm small, they're not going to want to work with me and trust me because I'm small." I remember feeling that way when I started my web design business decades and decades ago. And so I was like, "I got to make this sound really big and really official." like, you know, as openers, they're like adding the word group to the end of their business name. There's no group.  [00:04:17] Logan: That's great. Yeah. Yeah.  [00:04:19] Jason: So one of the things we would help with is we help them have branding website, like stuff to look like they are a larger, more established or more reputable company. And it does, it helps trust, but let's talk about customer service. How does this really play into people's perception and trust? And as everybody's heard me say on this podcast, a million times, sales and deals in this industry and every other happen at the speed of trust.  [00:04:47] Logan: I think you're right when you say that it's a mental thing as well, because there's benefits of being a small business and a level of personal touch that a small growing business can give somebody who's trusting you with their biggest asset. [00:05:02] Depends on who you're working with, right? If you're talking about a big investor that has multiple pile of bricks that makes them a few bucks. If you're talking about somebody who, is an accidental landlord, that's just trying to be financially responsible with this asset they're trying to hold on to, having somebody they can get ahold of having somebody they can talk to, those are all strengths if you want to do a concierge side of thing, but regardless of how big you want to get and what your goals are, it comes down to time management. And if you're tripping over, what's that saying, tripping over dollars to pick up dimes if you are letting yourself get bogged down on the stuff that you can delegate and the stuff that doesn't need your immediate attention, you're going to be limited on the big impact stuff that really deserves your attention. And it's really going to help you meet your goals.  [00:05:53] Jason: Yeah, there's really this interesting dichotomy between the cheapos, as I call them, that are being cheap while trying to start a business in order to save money versus being smart and spending effectively so they can have even more money. [00:06:10] Logan: Yeah. Yeah. There's definitely something to be said about, being smart with your money. It's something to look at. You need to monitor where your labor costs are going. For instance one of the biggest things we did at our management company. Is we started looking into the labor costs in our leasing on a micro level to where we're looking at each property, how much it's costing to rent it and the labor costs going towards it. [00:06:38] And if you're not taking reports of your call volume per property, your super competitive properties are very likely exceeding your leasing fee, the labor costs to be able to rent them. So there's tools out there. And in fact, that's one thing we do at Virtually Incredible is when somebody is using phone tenders, or 24/7 call center, we give them a breakdown of their call volume per property. [00:07:01] So that way you can look at, "okay, This really competitive three bedroom is getting 40 percent of our calls. We need to yank the phone number right off of that sucker because we're not going to make money losing money by exceeding our leasing fees on that specific one." And on the opposite side of the fact, if we're getting a really low call volume on a specific property, that's a perfect opportunity to tell your landlord, "Hey. You're losing more money than this place is sitting vacant." but if you don't take the time to invest in these tools and these procedures, and you're just spending money blindly or saving money blindly by doing it yourself, you're going to be time poor. Time poor is something you can't invest. You know what I mean? It's something you can't regain or build. [00:07:41] Jason: Yeah. I talk about five currencies. I learned this concept from Alex Charfen and five currencies are time, energy, focus, cash, and effort. We have to invest some of these in order to grow and scale a business. And if you avoid investing cash, then you're going to have to invest more time and effort. But I think one of the biggest secrets that we have at DoorGrow is instead of time management, we get our clients focusing on energy management. We get them on which things give them life and energy and which things drain them. And the things that are usually the lowest level tactical type of work. [00:08:19] It's not this strategic stuff of planning and being a visionary and dreaming about the business and learning new stuff. It's the stuff that's like detail oriented, nitty gritty stuff that should be offloaded and it's usually low dollar work, right? I think the very first person, any entrepreneur should hire, and usually they will get something the business needs. [00:08:42] Not what they need. They'll get like a maintenance coordinator or they'll get something. But I think the very first thing that every entrepreneur should get is an assistant for themselves. They should take care of themselves and get rid of the stuff that's draining them because then they have so much more energy. [00:08:59] And I think the biggest challenge I see in this industry and in any industry is that usually entrepreneurs in the early stages try to build the business around what the business needs. They started to build the team around what the business needs instead of building it around what they need. And so then eventually they end up with a business that maxes out their level of miserableness and they have an entire team. [00:09:24] Yeah, so by default that means they have the wrong team because they should be getting more freedom and more fulfillment If they were doing it correctly. Even though they have more money, they have less of those things and so what we have people do to figure out what sort of assistant and what they could do is we just have them do a Time study and put plus or minus signs next to everything like does this give me life or take it away? [00:09:46] Logan: I love that and you know. When people decide that they want to be an entrepreneurs versus have a J O B and, clock in, it tends to be because they want the freedom and they want the energy and then they end up giving themselves a job. And if you've given yourself a job, I wouldn't call that prime entrepreneurial. [00:10:03] You know what I'm saying? Yeah. That's so cool. Yeah. Yeah. Yeah. Yeah. Delegation buys you freedom and it's a skillset. If your slogan is, if it's to be, it's up to me, you're giving yourself a glass ceiling. And so yeah, we're on the same page. I agree with you.  [00:10:20] Jason: Yeah. So why don't you let everybody know, how do we master customer service for professional edge? How do we solve this problem? Because customer service in this industry is generally considered to be pretty shitty. Yeah, property management has a bad rap. Yeah, most property managers I talk to, especially the startups and they always tell me, " I started this business because I had some rental properties and all the other companies sucked in my market." But it's never them. [00:10:52] Nobody ever thinks they suck. Everybody else sucks. Yeah. So what do you think needs to happen there? Like, why is that?  [00:11:00] Logan: It depends on your goals. Okay. I talked to hundreds of management companies, maybe dozens every month, we'll say on what their goals are with their portfolio. [00:11:09] If their goal is to have a not real demanding, residual income to just supplement a retirement or something like that. I would say, keep your current clients, the owners happy. And and, try to reduce turnover. So nobody's losing money. If their goal is growth and building, then it's going to come down to meeting the needs of your market. Now, what we're seeing in most markets right now is that our leasing market is getting back to normal. Okay. And what I mean by that pre pandemic, we had these seasonal fluctuations where summer was red hot. [00:11:49] And fourth quarter and into the first quarter was a little bit cooler, and everybody tried to make their leases end in summer for quick turnover. And then 2020 was dead, but then 21 and 22 was a red hot leasing season. And people took leasing for granted. If you ask me. And what I mean by that is it was going to move, right? [00:12:13] In most markets you were going to get that, and there's different theories as to why that is. I think part of it is people were a little weary to move if it was already in their agenda anyways in 2020. 'cause they didn't know what was going on. But then we had this super surge of a lot of different areas and people started working remotely. So they weren't really considering in 21 and 22 necessarily geography distance between them and their careers because a lot of people remote work when went way up. So I think that kind of played into it as well. [00:12:46] But this is the first year that i'm seeing that we're back into this seasonal dip where people are having long times on market. And fourth quarter which to me is signifying business as usual again but you know a lot of people in my opinion treat leasing as their red headed stepchild because, you know when it's a healthy season, it's something easy to overlook as long as you know screen the applicants appropriately everything goes well. But when a leasing season gets tight that, separates the men from the boys if you will on how you're going to do it because when somebody's showing up and they need a property manager, it's generally not because they have a awesome tenant that's paying rent on time in place and they just are looking for somebody to split the money with. They're looking for somebody who's going to give them a good long term return on their investment. And when they're deciding who they're going to park their best investment with, they need somebody who's going to answer the phone and really juice every bit of leads when these tight leasing markets are happening. [00:13:47] So that's one aspect. And then the other aspect, Jason, and I know this, in fact, we've talked about this before, but somebody who dumps a bunch of money and to getting management leads, but then lets those leads go to voicemail. Yeah. It's like cranking your AC all the way down and leaving the windows open. [00:14:05] Yeah, that's a good analogy. Yeah, it doesn't make sense. We do a secret shopping campaign where we call management companies across the U S and we document how many of them answer the phones. And we call as both an owner. And as a prospective tenant and even for owner calls, which I would argue if scaling or even maintaining a door count matters to you, the management leads matter to you. And less than 50%. In fact, I think it was even less than a third. It's been a minute since I've looked at the numbers, but less than a third of people are answering that line live. So it's not really hard to stick out and do well. But if you're bogged down saying, "I don't want to spend any money," and "if it's to be, it's up to me," and "I'm the only person that's going to run the show," then you're limited and you end up letting what you consider low importance tasks fall off. [00:14:59] And then, the cycle of suck that you just mentioned that nobody can answer the phone, give me good customer service. I'm going to start my own management company. You'll end up doing that to yourself.  [00:15:08] Jason: Yeah. It's a cyclical thing because if they're spending money on marketing and they're not answering their phones, and a lead's only good for maybe five, 10 minutes max, and then it drops I don't know, 80 percent in conversion rates, right? So then you're right. It's like leaving the window open with AC on. And then because they're spending all this money on marketing and they're allowing these leads to fall flat and they're not getting a good ROI, they're spending a bunch of money. [00:15:34] Some companies spend 20, 30 percent of their revenue. And a lot, there's a lot of property management companies that don't even have that percentage of profitability in their business. And so they're wasting money on marketing. They're not answering their phones. And then that's going to lead to a lack of cashflow and a lack of cashflow means they can't hire good or enough people. [00:15:56] And then there's bad customer service. And then it makes the problem worse. And for some reason they just bounce around like this rock in a tumbler rolling at the bottom when they could be flying, like it could be a lot better. And so that's interesting. So I'm curious what else you're, people that you're talking to are seeing right now. [00:16:16] Are you seeing people in some markets, I've heard some complaints that it's becoming more and more difficult to get renters. Others, I think are like have a scarcity of property. And I think maybe it could be due to like migration. There's been a lot of migration, migrating happening due to, from COVID people gravitating towards States with more freedom. [00:16:38] Logan: As far as the limitation of properties, that's going to vary a lot more market to market and I think that the higher interest rates on sales and deflating what sale prices are, is going to lead to more people holding on to their investments to regain their equity again, which I think that'll bring that back around if somebody's having a hard time finding accidental landlords who, for, I'd say the majority of our clients. [00:17:07] I have people that work with hedge funds and people that work with big time investors, but would say the majority of our clients, our own management company is designed on the one off two off handful, maybe 34 units that somebody is a small time investor. And I think that for us has always been a good long term strategy of somebody just keep it being happy at splitting their money with and getting rid of the headache with a property manager So on that side of things, I think the interest rates are going to bring that back now when it comes to the leasing leads yeah, I do think politically and stuff like that, that can that likely has a lot to do with some of the inflows and stuff like that. [00:17:45] But I think that we're getting back to the norm of people don't want to move during the holidays, especially you get up north of interstate 40. That'd be brutal to move in the winter up North during the holidays and in that time. And I think we're getting more into the steady flow. I'll tell you with leasing, I think that's a more quickly moving market, which is why those call stats that I mentioned before are so important. [00:18:13] Like down here in Florida, we've had huge influxes and huge rate increases on both rent and own, and purchase prices. Yeah. Yeah. And being able to see the call volume in real time per property. Allows us to really make micro changes and what the market's doing on a seasonal basis and all that. [00:18:37] Jason: Yeah. And that's from calls coming in on these vacant properties or up for rent properties that that your team are fielding. So this is an advantage using Virtually Incredible that you get data and metrics and insights that you just probably wouldn't be able to gather otherwise.  [00:18:52] Logan: Yes, it's a perk that we use. [00:18:54] I'd imagine that somebody could make a system to do it. That is a big perk that our clients enjoy. Yes. Is that they get a call breakdown for their leasing calls per property and for mainline calls per caller type, for instance, at our own management company when we first started looking at our mainline calls, we noticed that current tenant calls made up almost 50% of our call volume. Meanwhile, we're using cutting edge management softwares with tenant interfaces, and yet people would still rather pick up the phone. So we took that insight and we created a newsletter that said " hey, it's in your best interest to be communicating with us in writing." In reality it's in our best interest too because we're saving on the labor costs and the time management and all that comes with it. But we were able to reduce that down to 12 to 15%. And if you're not looking at those stats, you're not looking at the opportunity to save on the labor cost. [00:19:49] Jason: Yeah, it's interesting because phone calls are probably the biggest source of interruptions and the biggest source of staffing expense in a property management company. And we've been able to cut some of our clients staffing costs in half just by convincing them to not do phone calls and to figure out ways to do things through text and email so there's a record kept in a lot of instances. Now, and I've read some books on customer service recently, and nowadays people do prefer to be able to self serve like that would be better, but they always look for whatever's easiest. And if they can't figure out how to self serve easily, or they don't know, they're just going to pick up the phone because making a phone call seems like the easiest option. But a lot of people, especially the younger crowd today, they don't like talking on the phone to human  [00:20:38] Logan: beings.  [00:20:39] Automation shakes hands with customer service, right? So the more that you're able to supplement a "do it yourself," frequently asked questions, texting, whether it be, any interface like that with portals is absolutely great. [00:20:57] And it allows you to have the budget for the customer service where it matters. For instance, you mentioned earlier, a management lead goes goes down in value you say in five minutes, I say in the moment that the voicemail is hit. The moment, because if it is a referral that you're getting, maybe that person wants to work with you more than anybody else. [00:21:23] But if this was just a, if you're just a company they found online due to whatever marketing advertising, you have good reviews. That'll be a plus, obviously. But if they hit a voicemail, the immediate thoughts that they're thinking, "Is this company still taking on more management accounts?" Yeah. "Is my property even going to be a fit to their portfolio?" [00:21:45] " If it's hard to get ahold of them right now, is it going to be hard to get ahold of them about my investment later?" And they're thinking all of that while they're scrolling down to the next lead and calling them. So yes, I think that having the do it yourself is key to be able to have the budget to put the customer service where it really matters. [00:22:04] Jason: So what are some things that property managers can do based on what you've seen to improve their customer service directly? And then what are some ways in which virtually incredible could help do that?  [00:22:17] Logan: So it's going to depend on the goals and it's also going to depend on their size. Okay. Usually one of the first questions when I'm sitting down with a potential new client and I'm doing a outsourcing consultation. [00:22:30] On what would be best for them is I get an idea of their team size, their door count, and their goals. So the two options that we then discuss from there is either phone tenders, which is our 24/7 property management call center that's divided up into three departments where we have a leasing call center where we pre qualify, answer questions, and schedule showings. We have a main line where we answer any call with custom scripting and escalation that would come into a management office. So we have custom scripts for current owners, current tenants, applicants, vendors, whoever would come in and however we can best assist them, answer their frequently asked questions, and escalate them to the right person if that's what they end up needing. And then we have the emergency repair where we're available for after hours maintenance emergencies to qualify the emergency and troubleshoot it with them over the phone, seeing if we can delay it and that sort of thing. [00:23:32] And the cool part about that particular service is it, the minimum subscription cost is 97 bucks a month and you have 24/7 coverage on all of these departments. And then based on your usage, it can go up from there on a per minute basis. So somebody who is really wanting to grow, doesn't have the need for a full time person yet, and really wants to grab time management and and grab control of their life and their, their work life balance, that's a great first place to start. [00:24:03] Then from there, if you have an idea that, "okay, I've got all my systems in my head. I really need somebody who isn't just fielding these calls for me and helping me with time management, I need somebody who's going to help me and executing processes and taking the process from what's between my ears and making a policy, procedure, and systems," because I'll tell you right now, most people that start their management company from the ground up, it all starts right here. It's all going to be between their ears and if it's to be, it's up to me because it's going to take longer for me to train somebody how to do it than it is for me to just do it myself. [00:24:43] That's all the limiting beliefs that I find a lot of people who have not mastered the power of delegating, that's what's blocking them. That's what's limiting their imagination here. And so what we do is we train each one of our virtual assistants, how to take a screen recording, and we give all of our clients a subscription to Screencast O Matic or Loom or some other screen recording tool where they just demonstrate a process over the computer and it hooks up to their microphones. They dictate anything they're keeping in mind while demonstrating that process. And then our virtual assistant will review that video, create a step by step outline and then file it in their network next to the video to create a handbook process and procedure on everything they're doing. And it serves as a point of reference for our virtual assistant to be able to refer to later or it as this person scales, whether it be in their own. [00:25:40] Whether it be locally they scale or remotely with remote team members and virtual assistants, this serves as a starting training manual. On everything that they do. So we're helping them bring everything from here and lay it out to really get over that hurdle of scaling. [00:25:59] Jason: Yeah. I think it's important to get that first level of process documentation done, and a lot of entrepreneurs mistakenly think they need to do it when they're usually the worst person to do it. So it just show somebody how to do it and record it then they can give that to them and then give them the challenge of creating that process documentation. [00:26:20] The second level after process documentation level two is like process checklist. This is where you're using maybe a tool like Lead Simple or Process Street or something where now people have to run through some steps and check things off to complete a process. And the third level is something like DoorGrow Flow. Which is a visual workflow and it has the ability to have checklist, but it's something that everyone understands and it's a lot more intuitive visually and workflows are how humans think about process or flow charts and so you're building a flow chart to build your processes. Anyone can check this out at doorgrowflow.com this is new but if you're following the process visually and you map it out that way, it's super intuitive. Everybody on the team understands it. And it doesn't have to just follow a linear path because a lot of processes in property management are not just linear. There's things happening concurrently. So there might be decisions to be made and building that stuff out in checklist based software is really complicated. You have to be like systems nerd. And then once you build that, no one understands it, but you. But if it's visual, it could be like, "do they have pets" go down this path. No? This way... back together." and so you can do more complicated stuff and everybody can look at it and go, "Oh, this makes sense." [00:27:43] Logan: Yeah, absolutely. Getting that systems out in a way that's navigable, but navigable by everybody else. I'd say that's the biggest hurdle to scaling.  [00:27:51] Jason: Yeah, in order to scale rapidly, you need a really good process system. You need a really good people system for hiring. And if you're not, you don't have that developed yet and you're playing Russian roulette, it's good to start with some agencies to get help, right? [00:28:06] Yeah. Your first initial hires, you're going to learn a lot just by working with agencies like virtually incredible because they're going to walk you through the process. They're going to ask you a lot of questions, things you haven't thought about yet. They're going to help you avoid some of the common pitfalls and mistakes. [00:28:22] Like I call it the clone myth where everybody, when they're starting out, thinks they need to go find themselves. Yeah. You go find a clone. And later they learn that in order to actually duplicate yourself as an entrepreneur who wears every hat in the business, you need 10 people to actually clone yourself and not do anything. [00:28:39] And so that's the clone myth. But then yeah, so I think getting all these things mapped out and then being able to get the help that you need early on. Then you can graduate to having your own hiring system if you want to but you're going to need really great people to help you run that as well. [00:28:55] Logan: So when you're doing it yourself when it comes to hiring somebody remote, there's a couple big pitfalls that I make sure to talk with clients about because we have recruit direct options. So there's traditional virtual assistant placement is basically a version of a no compete contract, right? [00:29:17] It's a staffing company that says, "I want to be the middleman forever and ever, amen. You'll never work with this person except through me." And then over the last few years, we've seen an evolution to like recruitment to where somebody helps you pick the right person and helps you with all the different processes, maybe some of the training and they do an initial upfront fee, and then you pay that person the hourly rate that they take home. And the pitfalls with that is there's only so much that's in their control after they hand you the wheel. So they give you like a 90 day warranty on turnover. And if hit bumps in the road and lose the person after that, start from scratch, you've got some of the training materials. [00:29:57] "Here was a list of best practices. Good luck." And so that inspired our hybrid model, which is that people are welcome to work with our staff member as long as they like through us on a month to month basis. And if they ever decide that they like their person, but for whatever reason, they'd like to take advantage of the savings and work with the person directly or they don't see the value in the different tools and free replacements that we offer and they're welcome to take that same person they're experienced in working with and not only will we allow them to hire that person direct, but we will coordinate it with them and we will have an orientation and we will walk them through the process of offboarding from Virtually Incredible and onboarding directly with them. Some best practices and we do it at a discounted rate for the longer that the person has worked. With that person through us.  [00:30:52] Jason: Got it. So the longer they're using you as an agency to have this team member, the less it costs to buy out their contract or to have them just move over to paying you directly.  [00:31:03] Logan: Even less they have to pay if they use the promo code DoorGrow, where they get 5 percent off on the hourly rate and the per minute rate. [00:31:11] Jason: Yeah, there you go. Say that discount again. A discount promo code is DoorGrow D O O R G R O W. And if you have any technical difficulties, just talk to Logan and he'll make sure it's it's applied for you when you're doing it, but it's pretty simple. There should just be a spot for it.  [00:31:28] Cool. So get your discount. [00:31:30] So yeah, if you're in the early stages, you haven't had a lot of success in hiring, or you've been around for a while and I've seen larger companies, they're still playing Russian roulette when it comes to getting team members. And if you have not successfully had several experiences yet in the outsourcing, getting people from Philippines or Mexico or anything else, I highly recommend to anyone listening, you leverage an agency. [00:31:55] They're going to help you manage that relationship. They're going to help you manage cultural differences. They're going to help you make sure there's a stronger level of accountability and they back it up that if they, you need to replace the person, they can help you do that quickly because there's a lot of potential pitfalls, a lot.  [00:32:10] Logan: There is. And one of the biggest ones that I see people that they just haven't even thought of is with the growing industry of freelance work and Fiverr and all these other things. You don't want what I would call a mini entrepreneur or a freelancer. [00:32:28] Somebody who's building their skillset and then is going to just keep their resume out for a couple of bucks an hour more than what you're paying them. Because I don't care whether you're talking about hiring somebody local or you're talking about hiring somebody remote. Turnover is the most expensive part of staffing. [00:32:46] Jason: Yeah, I want to own the team members attention if they're on my team. And so one of the biggest challenges I'll see when people are hiring freelancers, and I've hired lots of different types of people right in the past from lots of different areas. And I've learned the costly mistake of hiring people that are not focused on your business. [00:33:06] If somebody is a freelancer, And they're working maybe part time for you and part time for somebody else. They have their primary focus is getting jobs. Their primary focus is their own life and business. Whereas if they are full time with you or dedicated just to you, even if they're part time, cause that's all the bandwidth they wanted to like to focus on you have their full attention. Their focus becomes your business, which is what we want. We want them to be focused on our business to help us improve our business, not constantly working on their own agenda and their business. And that's the big differentiator that I've seen. And I want team members that are thinking about DoorGrow in the shower. [00:33:50] I want team members that are giving me their discretionary time, believe in what we're doing. And they're excited about it and they're doing something that they enjoy doing, right? I want them to be a culture fit for DoorGrow, personality fit for the role, and a skill fit, meaning they've learned what they need to do in order to be successful. And then we're winning and I think that's the greatest secret in business is that it doesn't matter how many processes you have, it doesn't matter how many KPIs you have, it doesn't matter how many metrics you throw at your team... if you want a team to perform well, it doesn't even matter how much money you throw at your team members. [00:34:26] A lot of entrepreneurs mistakenly think team members behavior will improve if they throw more money at them or bonuses. And that actually tends to go get worse for most team members. That may be entrepreneurs and salespeople. Most people don't actually deep down like money. I know that sounds crazy. And so we need to make sure that we are building an effective team. [00:34:47] An effective team is the secret sauce to having great customer service. That's the secret sauce, is to have a great team that like, buy into you, believe in you, and are not just what I call a hider employee, where their secret goal is to do as little as possible if they could get away with it, get paid as much as possible if they could get away with it, and complain about you and live for the weekend. [00:35:10] Logan: Yeah. Yeah. One of the first things I ask in an interview regardless of the position is what motivates you? And it's super important to be able to speak somebody's motivation language. You throw money at somebody who cares more about work life balance or who cares about accommodations. [00:35:27] A lot of people on my team we make sure that everybody's very well taken care of and money's not overlooked by any means, but reassurance and it's no secret that we do the majority of our hiring out of the Philippines and one thing that is a beautiful thing about their culture in the Philippines is how naturally it meshes with customer service and the wanting to please. Okay. And in fact, one of the training modules. that we have is that your job is not necessarily your identity, which means that when you have a tenant that is so frustrated because when they moved in and just spent all this money and it wasn't exactly how they wanted it, or, something happened and they need to they feel that they, that breaking their lease is the way they need to do it. [00:36:23] And they want everything the way they want it when they want it, we found that a lot of our really rockstar virtual assistants that were just great were getting high burnout because their level of empathy with these people and having to enforce was just hurting, crying. And so we have a, "Hey, you're not your role." [00:36:42] And when you're at home and when you're with your family and your friends. We love your culture and what you're driven to just always be such a helpful, great person and do that when you can, but it's okay to say no, and it's okay to enforce policies and to not take that personally. [00:36:58] And until you understand the nuances of the culture that you're working with, if you're not working with a professional who has a leadership team that shares that same culture and values, you're going to have burnout that you don't even know why you're burning out. Because you'll hear. "Oh, I have a sick relative. [00:37:19] Oh, I have to go move and I have to go take care of this and I can't work with you anymore because I don't want conflict and I don't want you to feel bad about yourself, so I'm going to tell you that I have to leave because of something that's out of your control and in my life." And so people are sitting there beating their head against the wall, not knowing why. [00:37:37] Jason: Like, "why do I keep losing all these Filipino team members? Yeah. And they're all having all these problems?" No, the problems you and you need to be a better boss probably. Yeah. Yeah. Culture in a team and in a business is everything. You cannot have a great team without great culture like that. And culture, it means you shared values. You have to find people to share your values. Otherwise you have hiders and hiders are trying to get money from you and do as little as possible and, or they're going to quit and leave because they don't believe in you. They don't believe in the company. [00:38:09] They don't believe in what they're doing. You need believers. Yeah Logan, this has been fun. And you've told us a little bit about phone tenders. You told us about your mainline service, the emergency repairs service. Line, it sounds like it's pretty affordable for people to get started. [00:38:25] How can people reach out to Virtually Incredible and find you guys?  [00:38:30] Logan: So info at virtuallyincredible. com, Logan@virtuallyincredible. Com. My direct line is (561)-323-7039. I should be a better person to know our mainline office number, but I'll re I'll answer that one too. But it's on the website virtuallyincredible. com and if you are interested in the idea of outsourcing and you're not really ready to talk with somebody about it, but you're just curious. If you go on our virtual assistant page, we have something that's pretty interesting. We have a list of people. These are not examples. I'm not just shining up our brightest and best and and have a sample of resumes and voice recordings. [00:39:14] We have a live list that's updated automatically every 10 minutes with candidates that are ready to get started and have already started training. And there's voice samples where you can hear what they sound like. And there are their resumes where you can see the difference experience and stuff that they have. [00:39:33] And then there's a little note that mentions based on our experience, what their ideal role would be. It's like a catalog of humans. You can just go on there and listen to them. And  [00:39:43] yeah, that's pretty cool. It's just a job. Yeah. It's something that these people have already been vetted. [00:39:48] We've already done all the background checks. We've already validated their resume, contacted their previous employers. And so if anybody on that list looks interesting then reach out to me, we'll chat about it and we'll start talking about scheduling interviews.  [00:40:04] Jason: So go to virtuallyincredible. com and start window shopping some virtual team members. All right. All right. Thanks, Logan. Appreciate you being here on the show.  [00:40:14] Logan: Thanks, Jason. Appreciate you having me.  [00:40:15] Jason: All right. So if you are a property management entrepreneur that wants to grow your business, you want to add doors, you want to figure out when is the right time to hire, how do I scale my team? [00:40:25] How do I start adding and scaling doors without wasting any money at all on advertising? How can I do this? We have clients that are scaling rapidly. We just need really good property managers. So if you feel like you're a good property manager and you just need the right system. We've got the system and we call it the DoorGrow code and the DoorGrow code is our roadmap and our system for scaling businesses. [00:40:49] It's like a martial arts style belt system going all the way from white belt, stepping onto the mat with your first door to yellow belt with your first 50 doors on and on until black belt, a thousand doors. And we confidently know that we can get you to a thousand doors in the next three to five years, even starting from zero, if you will follow the code and do what we say, you can do this. There's really only two ways to 10x the growth in your property management business. That's through acquisition or that's through doing our strategy of organic rapid growth. It's not going to be through advertising. [00:41:25] It's not going to be through cold lead marketing. It's not going to be through SEO or pay per click or content marketing. So if you want a 10 X to grow through your business and be like one of our recent podcast guests, Kent Hardman, who added went from zero to a hundred doors in six months, investing only 10 to 15 hours a week, two to three hours a day towards making some phone calls, using our strategies. [00:41:47] We want to help you grow, reach out to us. We can help you scale your business. And if adding more doors right now sounds uncomfortable or not fun for you. It means if you add another a hundred or 200 doors, it would increase your stress level. And you have a business that's not scalable. So reach out to DoorGrow. [00:42:04] We can help you turn this around, turn around your team and turn this into a scalable business. You probably believe what we call the process myth, but it's not true. You don't just need more processes. You need a better team and we have a whole training on this. We're happy to give to you for free. Just comment on any of our social media, the word myth, or say you would like our process myth training. [00:42:27] And we're happy to send you that for free. It might blow your mind and change your thinking forever. So reach out to us. We would love to help you figure out how to get more leads and how to solve the process problem in your business. And you will become infinitely scalable and you can grow rapidly. And just like our clients are doing. So we'd love to support you and help you out. Reach out to us at DoorGrow. com. Bye everyone. [00:42:50] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:43:17] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. 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How is your week going so far? Are you attacking your goals or are you dealing with the same old issues? Are you feeling like you are on track or stuck?   I am finding more often than not, that most people are cycling through the same problems. …and this problems are almost entirely struggles with the mind.   Sure there are challenges and obstacles in life, but most of them involve our mind or perspective.   So…I want to focus this week on Hacks for the Mind…because I feel like the DAILY battle with your mind is the BATTLE you must win if you are going to live your best life.     Recently, I've had to deal with some super challenging situations and I've found myself looking to my mentors and lessons learned for advice, counsel and answers.  So, I'd like to share some of those with you…   Let me do the leg work and offer you some great perspective, ideas, tips and tricks that work for battling with your mind.   So…when I'm starting to struggle a bit there are certain mentors I go straight to based on what I know helps me cope and get on top of the situations in my life…David Goggins is right on top of the list so lets start with him today…   David Goggins is well know for his ability to push past the normal limits of his body and the average person.   David says that most people live in 40% of their best life.  In other words most people quit at 40%.   They quit their relationships, their businesses, their fitness goals, and everything else they do.   He says its like a car with a governor…explain The car can certainly go faster…and it you are my car, it definitely likes to go fast…lol But, the governor from the factory slows the car down.  No matter how much you try it wont go above a certain set speed.   This is what our brains are doing to us when we start to encounter difficulty in our lives.   Our brains are designed to keep us safe, comfortable, out of difficult situations, so it sends us signals that make us want to quit and slow down or walk away from a challenge.   The problem is that usually our minds quit at about 40% of our potential says Goggins.   I find this really crazy because our minds really are our greatest tool…but also our greatest weakness.   And to make it worse, our minds know all of our dang weaknesses and have the language that it knows will make us slow down, doubt our abilities, create fear and basically make us quit.   Your mind knows you better than anyone or anything in your life….But guess what…   Believe it or not…YOU CONTROL YOUR MIND…You are the driver of this incredible tool.   You are not your mind.  You are the driver of your mind.  The key is to NOT let go of the steering wheel.  Thats what most of us do.  We let our minds do what they want and shut us down.   And when you let go of the wheel and let your mind wander enough times, you form the habits of giving up, being lazy, “settling for less”, and ultimately a mediocre life…at 40%…you start to coast through life.   How many of you feel like you might be just “going through the motions right now?”…waiting for a break in the storm…waiting for something to change…waiting for answers?…Well you are the answer.  You have the answers inside you...   So, why does this happen?  Why do we settle and give up on our relationships, business, and all types of things in life?   Basically, its because we crave comfort and many times don't see solutions to fix the problems so we quit.  But, this is when we need to look to give ourselves the most hope.  Because you do have the answers.  they just lie on the other side of quitting…on teh other side of the 40% mark.   See the key is to do what prosperity Principle # 3 says and ACT IN SPITE OF YOUR MOOD.   None of us wants to get up and go to the gym… None of us want to set feelings and ego aside and work through challenging relationships Noe of us want to get to work building our business after a long day at the J O B   But the truth is its only at the 40% level that David Goggins says we can truly create new habits and find real solutions.  It's at that point that the brain learns to become creative…not before.   You see your best life lies inside the pain…past the 40% mark. Your solutions will only come to you WHEN you are “experiencing” the difficulties.  The brain (your mind) is very resourceful, but it is also very tricky.  It knows your weaknesses.  It steers you toward comfort.     Go back to bed. Start Monday instead of today.  Give up and find a better opportunity, relationship, business, or gameplan.   When you tell yourself you are going to quit at that 40% level…your brain shuts down.  It wants to shut down.  Its wants the easy way out.  But don't let it control you. You control your mind...   This is when you need to tell yourself that “I am never going to give up”. Tell yourself that you have no choice but to succeed and your brain will go to work finding a solution to what you are dealing with.  It will look for the answers and help you be creative.   Eric Thomas says…when you want to succeed as much as you want to breath…that's when you will be successful.   Stop worrying about finding solutions to the problem and start focusing on never giving up.   This is going to be a daily battle with your mind.  You can develop habits, but just accept the fact that you will be battling your mind throughout your life…make it a challenge.  make it a game.   And this is where it will become a productive…become fun…become fulfilling…become success.   You see we have been searching most of our lives for happiness and fulfillment in the wrong place.  We spend our lives wanting happiness, but looking for it in places of comfort and easy paths.  I know I have...   David Goggins continually emphasizes that you won't find toughness, resilence and fulfillment in a comfortable environment.  This is why he challenges himself every single day.  He looks forward to being uncomfortable because that is where you will find your greatness and the greatest rewards in life…in the difficulties.  Learn to love to challenge yourself.   Science has shown us that you get small dopamine hits even with small accomplishments.   -overcoming a challenge -losing a few pounds -not giving up on that business or relationship   You don't need to get to the end goal to actually experience the fulfilling emotions…the dopamine hit that you and your brain desire…   Victory lies inside the smallest of steps…the smallest of accomplishments…   You will truly experience your best life and emotions by simply choosing to place yourself inside the battle.  Place yourself inside DISCOMFORT.  Let yourself get past the 40% mark where most people quit, cause that is where your greatness lies.   There are many ways you can help yourself get to this point and beyond:   -visualize what lies inside or beyond the battle -learn to disconnect from external needs for fulfillment…they are all inside you -know that the most fulfillment truly comes form the emotions you experience in the little moments of victory…THIS IS WHY WE SAY ITS THE “LITTLE THINGS IN LIFE" -visualize with clear and specific EMOTIONS…try this -learn and discover what motivates you (music, pictures, objects, emotions) -find a person or thing that drives you with something to prove -use past failures to DRIVE yourself   Just remember “one more rep”…thats a perfect example of being at the 40% mark and pushing through to your greatness.   Also, you have to realize that you do not have to have a trainer, coach, or specific tools.  You have all the tools inside you right now.  Your mind creates most problems and has the power and tools to overcome those problems.    I've spend most of my life searching for fulfillment, happiness and joy in the rewards and successes.  What I've learned is that ultimately we are all just seeking the emotions that various accomplishments or things will give us.   The secret is that we can experience those same emotions right now.  In the moment.  In overcoming small challenges…not just end goals…you've already experienced happiness in your life…visualization and small wins will bring those same emotions back into your life right now.   Learn to live beyond the 40% Learn to live in the gaps most people avoid Learn to never quit on your relationships, business, fitness goals and desires Learn to value the daily battle with your mind   See it as an exercise in uncovering your greatness… Look forward to the battle because it will bring you the happiness and fulfillment you desire.   Find ways to challenge yourself daily so that you can ultimately live the life you are capable of living…Push past the 40% mark.   Your Brain will find the tools to solve your problems    Yes, Your Thoughts Create Your Life…Yes, You are the One Who Steers the Ship…Your Mind.   Start Today to Challenge Yourself to become the Best Version of Yourself.  Learn to love LIVING inside UNCOMFORTABLE SITUATIONS.   And as David Goggins Says….STAY HARD  

Paridhi Pandey is a full time digital marketer who took a leap and quit her job after 5 months of starting her digital marketing business and isn't looking back. Tune into this episode of Wake Up Legendary to hear her story and how she is staying consistent with her content and engaging her followers. Follow Legendary Marketer on Youtube & Facebook Follow Paridhi on Instagram

[REBROADCAST FROM October 3, 2023] "Job" is a play that centers on the relationship between a crisis therapist, played by "Succession" actor Peter Friedman, and his client, a tech employee played by Sydney Lemmon whose recent workplace breakdown has become a viral video. Friedman and Lemmon join us with the playwright Max Wolf Friedlich. "Job" is running another limited engagement at Connelly Theater through March 3. 

#3 J'ai Osé Bifurquer (J.O.B) Avez-vous déjà eu l'envie de changer de vie professionnelle afin d'exercer un métier davantage aligné à vos valeurs ? Dans la série J.O.B, Jeane vous propose des témoignages d'individus qui ont osé bifurquer pour exercer un métier plus en phase avec leurs convictions personnelles et leurs envies. Cette semaine, Jeane reçoit Ilica Dumitru-Blanchard. D'origine roumaine, Ilinca a vécu en Espagne, en Belgique et finalement en France. Elle parle cinq langues et a travaillé pour la Commission européenne et le Parlement européen avant de plonger dans l'aventure de l'entrepreneuriat. Son parcours professionnel est marqué par une quête de sens et une envie de contribuer à un monde plus juste et plus sain. Suivre Ilinca sur LinkedIn : https://www.linkedin.com/in/ilinca-dumitru-blanchard/

Owning a property management company can be expensive, risky, and stressful. Property management business owners often surround themselves with the wrong team members. Today, property management growth experts Jason and Sarah Hull sit down with Pete Neubig with VPM to talk about building effective and efficient property management teams. You'll Learn [01:58] Having a business in “Chaos Mode” [09:02] The importance of core values [14:45] How VAs help your business thrive [23:18] Accountability, KPIs, and training [30:06] Creating company culture with VAs [37:07] Getting the right people in the right roles [41:30] VAs for property management companies Tweetables “When you're in high growth, you seem to be in chaos mode, and when you're in chaos mode, you don't make any money.” “When you're not proactive in your business and you're reactive, you're losing trust and churn goes up.” “If you don't have your org structure correct, it doesn't matter how many whistles and bells you have.” “I think every business owner needs to build the business around themselves.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Pete: If you don't have your org structure correct, it doesn't matter how many whistles and bells you have. If your org structure is not correct, It all goes to hell in a handbasket.  [00:00:09] Jason: All right. Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:28] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not, because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners, and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. [00:01:03] I'm your host, property management expert, Jason Hull, the founder and CEO of DoorGrow, along with Sarah Hull, my wife. Co-owner of DoorGrow and the COO of DoorGrow. Now let's get into the show.  [00:01:16] So our guest today, we've got Pete Neubig back on the show with VPM Solutions. Welcome Pete.  [00:01:23] Pete: Welcome Jason, sarah. Thanks for having me.  [00:01:25] Jason: Yeah, good to have you. So now Pete, you were an operator of a property management company.  [00:01:31] Pete: That's correct.  [00:01:32] Jason: With Steve Rosenberg and you really helped to dial in the operations there and build that up. And now you're helping people do this in their property management business with your VA company. So we're going to be chatting about today is the number one way to increase productivity and profitability, so this should be interesting. So Pete, what is the number one way to increase productivity and profitability? Let's get into the subject.  [00:01:57] Pete: Sure. So before I jump right in, I'll talk about just a little brief history of Empire Industries, which was the company that we owned. So, we came from the investor side, Steve and I, we partnered up, we owned about 31 homes. Bought too many, didn't know how to manage it. [00:02:12] We love the idea of buying the deal. We hated the idea of managing it. So we went out looking for management firms and then realized we felt we could build a better mousetrap, which we ended up doing. Our original vision, I know you talk a lot about vision in your coaching, our original vision was we were going to own 500 homes and manage them ourselves, and within a year, that vision went to crap and we ended up managing 60 homes and I owned 37 of them. I'm like, "Steve, how are we managing these other homes?" And we were third-party managing all of a sudden. Because he felt that everybody needed help. And so we started third-party managing. So that's how we got into it, and we ended up building a better mousetrap and we created a third-party management firm and we took it from those 31 doors that we had all class D minus stuff, which is a whole other podcast. And I think you've actually listened to one of yours recently about something like that. So we ended up taking it to about 980 single-family homes and nothing more than four units in Texas, single families, one to four units and we went to three markets. We were in Houston, Dallas, and Fort Worth. And what happened was with us, our vision was no longer aligned. Steve wanted to take the property manager firm national. I wanted to literally just stay in Houston and get like 1500 homes. And so that fractured the partnership to the point where we decided to sell the business. Long story short, I couldn't afford to buy him out and he didn't want to buy me out. So we ended up selling to My Management, took a job with them for a couple of years, and realized I was no longer employable and that's when I started VPM Solutions. So that's the short version of it, but we were in chaos mode for many years at Empire. [00:03:43] When you're in high growth, I don't know if you've seen this with your clients, but we were in high growth and when you're in high growth, you seem to be in chaos mode. And when you're in chaos mode, you don't make any money. We didn't anyway. And so what we had found was our number one challenge was payroll costs. So the number one challenge that I've seen, and I've talked to a lot of people across the country, your number one challenge is either growth or payroll costs. The interesting thing about property management because it's a service-based industry and because it's so service-based that you almost have to stress your team out to make money. [00:04:16] Right? So you're on this kind of seesaw where I don't really have that many doors, but I need the people. But so the salary cost is so high that there's no money for me. As I grow the doors. Right. Now I don't hire anybody, but now I'm making money, but my team is now completely stressed out. They work in weekends, they work at nights, they're taking phone calls. They don't give the great customer service. And so payroll costs, what we saw was with us, our payroll costs are about 56%. Which is really high. A business should be around 30 to 36% is what I was taught by my business coach. I don't know if you've seen anything different in the service space, but that's what I've heard. So I had to figure out how to get my payroll cost down from 56% all the way down to about 30%. And I'll tell you how I did it with virtual assistants, so I'll let the cat out of the bag, right? We got it down to about 34%. So from 56 to 34%, and every percentage that you save in payroll costs is a dollar in your pocket. [00:05:11] But then you'd be like, "Well, Pete, if you have less people or, you have less payroll, typically you have less people. And if you have less people, your team is stressed," and I get all that. But let's talk a little bit about what happens when you have a stressed team. Okay. So when you have a stressed team, the little things go out the window, right? [00:05:27] All of a sudden, you're not making those calls to get those online reviews. All of a sudden, you're not making the calls and your communication goes downhill. And when a landlord owner or an owner client calls you to find out what's going on with the problem, whether it's maintenance, lease, you know, lease renewal, whatever it is, they feel like they're managing you. [00:05:43] So when you're not proactive in your business and you're reactive, you're losing trust and churn goes up. At Empire, our churn was around 34%, which is insane, right? The average churn in the business, my understanding is like 18 to 20%. Right.  [00:06:00] Jason: And that's his annual churn.  [00:06:02] Pete: Yeah. So it's high, right? [00:06:03] 34%. And I can tell you that the majority of it was people were unhappy with our service. Yeah. Right. So it wasn't good churn, right? Because you have good, neutral, bad, however you want to define it. We had mainly bad churn. People weren't selling houses and like, "all right, we're out of here, we sold." No, they were taking them because they were not getting the love, the communication really from us. So by having these payroll costs so high, I couldn't afford it. I couldn't afford people. So what happened, especially after 2020 with that pandemic is that the cost of hiring people got incredibly high, right? [00:06:34] So I call them low-level, low enjoyment jobs. Let's take a maintenance coordinator, for example, right? That's the number one job that is posted on VPM solutions today. Is the maintenance coordinator. So that's the first thing people look for typically. Well, a maintenance coordinator in Houston, Texas, back in 2018, 2019, was about a $35,000 a year job. Well, after 2020, people that want to do a job, they want like about $50-55,000, right? And the company just can't absorb that. They can't afford to hire people. On top of that, the type of people that we were getting were GEDs or high school, diplomas, no longer college-educated people wanted that job. Most of those people have challenges in their life and they bring them into your business. So, this all came to a head. I had a lady named Sharon, and Sharon was my front office coordinator. This is back in a day when we had these things called offices and office space. [00:07:22] Jason: Yeah.  [00:07:23] Pete: So I remember those days. In 2019 and before so people would walk into our office, drop off, rant or whatever. Right. And Sharon was this, she was like this angry lady. And I'm like this tells you what my hiring process was back then it was not very good. And some of the things that you teach, I'm like, man, I wish I would have known that back in 18, 17 and 19. So she's the wrong person. She was the wrong person and she was the wrong fit. But in my mind, I'm like, "Well, she's mean." I'm like, "She'd be great for a maintenance coordinator, right? She can tell people no all the time." So I decided instead of firing her, I decided to promote her, right. Which was a terrible mistake. So I promote Sharon to maintenance coordinator. Now, unfortunately for Sharon, she was my maintenance coordinator. I was actually managing properties back then at the time. And so just for that, she probably should've got some hazard pay. So I get that. I'm not the easiest guy to work for, especially when I'm managing properties. So Sharon comes and within one week, Now I gave Sharon a raise, so I moved her from front office to the maintenance coordinator. She was making about $35, I gave her like $ 40,000. [00:08:20] She's making what I think is decent money. That's not great money. I get that, but it was good money at the time. Within one week, she comes to my office. She tells me she needs more money. I'm already just scraping by as the business. Just scraping by, single-digit profit margin. So that's when I realized that I could eliminate her position. I can hire three people that are overseas for the same cost as one Sharon. But here's the big difference. Those three people, they're obviously bilingual, right? And here I'm in Houston and Dallas and Fort Worth at the time, Spanish is like, a lot of our tenants, about a third of them didn't really speak English. A lot of our vendors, Spanish was their first language. So I can get bilingual people, I can get college-educated people, I can get people that are ready or knowing that they want to work from home. And here's the most important thing though. I can get people that were not just a J-O-B to them, but a career and they were excited about the opportunity to work with us and for us. And so the attitude and all of a sudden I can find people that align with our core values.  [00:09:18] Jason: Yeah. That's significant to be able to find people that align with your core values. Yup.  [00:09:22] Pete: A hundred percent. But now I have three people doing the work. So now what happened is I had a little hesitation from my property managers, right? Because property managers are designed to be taskers. Right. So I had to take my property managers and I had to lift them up. And we actually changed the name. We said, you're no longer considered a property manager. You're a client relations specialist. Or an asset manager. I like asset manager better, but that was one of the fights I lost with Rosenberg. If anybody knows Steve, he's 6'4 full of muscles. So we arm wrestled and I lost on that one. We call them client relations specialists.  [00:09:55] Jason: But you wanted to call them what? Asset managers?  [00:09:58] Pete: Asset managers. I think an asset manager just has a little bit more cachet. And if you really think about it, right? How many clients do you have, like you're listening, that call you up and tell you how to manage their property, even though you're the expert? I felt the property manager, I call them gophers. I felt the property manager, they had to take these calls from these owners all the time and say, "Hey, go to my property, make sure the water in the pool is being filled up. Go to my property. Gas man's going to come there. I want to know about this $12 expense." meaningless and small conversations. You would never have those conversations with the guy managing your money, right? Imagine calling your Smith Barney guy and say, "I don't like the way you made this trade. Like you should make this trade different." no, you just let the guy do his thing. So how do you let us do our thing? Well, words are powerful and property manager to me has lost its luster. And it just reminds me of a gopher.  [00:10:45] Jason: I think also the phrase property manager in the property management space has become like saying " miscellaneous role" and that like it doesn't have meaning a lot of times there runs into this a lot with coaching our clients. [00:10:58] Sarah: Like, "what does your property manager do?" And they're like, "they pretty much do everything." "Okay..."  [00:11:02] Pete: And that's a problem And the reason why they do everything is because they can't afford more people because the margin is so slim. Right, so we got to the point where our property managers got elevated, made them client relations specialists. And what does that mean? It means that they had to learn a new skill. They had to manage by reports. They had to manage people because now all of the low level property management tasks were being done by my team in the virtual assistant world. And when I mean everything, but by the time Empire was done now, granted, we're almost a thousand units. But at that point we can hire some people. Everybody had one hat, which was a beautiful thing because now you can have your job description really set. You can have your KPIs really set. You can have your DISC profile really set. And you know who to hire. [00:11:43] And they have one or two numbers and they end up doing a much better job than the manager who's doing all of it. So over the course of your growth, you have to change your infrastructure, right? You go from portfolio to hybrid, hybrid to departmental to pod and all that good stuff. I got to departmental, we never got to pod and then we sold. That was probably going to be the next move for us. [00:12:05] If you don't have your org structure correct, it doesn't matter how many whistles and bells you have. I could have property meld and I can have Zapier and I can have lead simple. I can have all these things. I can have a bunch of VAs, but if your org structure is not correct, It all goes to hell in a handbasket, just even quicker, right? [00:12:22] Cause now you have all this stuff happening even faster and it just gets crazier. And so with us, what we did is we had the structure, right? So now the managers, they're not taking those first phone calls. what was happening, Jason, is that when people would call, right? An owner client would call, my manager would pick up the phone. And as they're talking to this person, they're literally online and doing 14 tasks, responding to 18 emails. And people can hear that, they can see that and they can feel it over the phone. And so what do they do? Well, you don't really have enough time for me, I'm going to go take my property elsewhere. Or if you mess up, you know what, not only do you not have time for me, you mess up, right? So now what we do is we have everything happening on a low level.  [00:13:01] My managers told me, and I've talked to other managers since, my managers told me that maintenance took 80% of their time, right? And so I've heard that time and time again. So that was the first thing. So everybody always asks " okay, if I do hire a virtual assistant what's the first thing I should hire?" And the answer is, it depends for me. I knew my churn rate was directly related to the way we handle me.. I knew it. I didn't have to have a consultant come in and tell me that, right? [00:13:27] I just getting beat up every day by it. So I ended up hiring I was going to hire one remote team member, I ended up hiring four, right? And I trained them, figuring that somebody is going to drop off, but I wanted to train them all together. Now I did the training. Training is like literally the most tedious thing ever. And nobody wants to train. Everybody wants to hire somebody that they know exactly how to do it and they know exactly how to do it your way. It doesn't work that way. You have to take one step back to two steps forward. What people don't realize is the time you spend training your people, you get back in perpetuity forever. Because if you train your people correctly and you have good core values and you have a great culture, they ain't going to leave, right? People are so worried. I'm going to transfer, isn't going to leave. Yeah. If you're running a crappy company. Right. If you're running a crappy company and yeah, I'd be freaking worried too. [00:14:11] Right. Yeah. Make sure you're running a great company. You train the people. And then here's the great thing. As people moved on, whether they moved on and got another job or they moved on because I promoted them, guess who did the training for the next batch? My team did the training for the next batch. By the way, my churn rate for my remote team was way less than my churn rate in my US team. Right. Right. Incredibly different.  [00:14:32] Jason: Churn rate of retaining clients, of team members?  [00:14:36] Pete: Team members. Retaining team members. Churn rate of clients and you have churn rate of team members, right?  [00:14:39] Jason: Yeah. Their loyalty is just a lot stronger because they don't get these kinds of opportunities as often.  [00:14:45] Pete: Correct. Correct. So once my maintenance team was on board, now my manager, I literally saved with the narrow minds 80%, but here's the funny thing, right? So as I'm training. I had a director of operations. Her name was Margo and I still talk to Margo today. I love Margo. She would come to my office every day for 90 days. She came to my office with her cup of coffee every morning and said, "I don't think these VAs are going to work. I don't think these virtual assistants are going to work." Okay. Because when I was training right now, I did the training, not Margo. [00:15:12] I was training them, but when I was training them. What we had to do is every work order had to go to the property manager, then to the virtual assistant, then the virtual assistant would talk to the resident, the owner, bring it back to the property manager because they were getting, they were training, right? So they had to learn what to do in each situation, which caused my property managers more time, right? So that 80 percent went to 90 percent or even a hundred percent or 110. Now they're working extra hours. So they hated it. On day 91 I don't know if I'm allowed to say this, but I shit you not, day 91, she comes into my office and she has our same cup of coffee and I'm getting ready to listen to the spiel and she goes, " do we have maintenance anymore?" [00:15:47] Yeah. And I laughed and it took 90 days, but I got it. Yeah. The point where, so all of the work orders were being done by the remote team that nothing was getting escalated anymore. Only very little things right? So my managers do say, what do they do? Well, they take on all the escalations. Now imagine. What brain power, right? My team in United States, they were the ones that were the experts, right? So, but imagine if they only are dealing with high level escalations, not all the other little, because how many times did I have all these little things get done, but then we missed the big thing. [00:16:18] And then all of a sudden what happens is I call them taps, two by fours, and mack trucks, right? A tap is basically a maintenance request. That's going unanswered for, let's call it 15 days. Okay. That's a tap. The two by four is now the resident bypass you calls the owner. Now the owner knows that it hadn't happened or the resident blasts you on social. And then the mack truck is the lawsuit that gets across your desk, the tech, the report the complaint to the the real estate commission. Right. Or you're just getting, or you lose a client, right? Yeah. Those are two of those. So my team was so busy that they were missing the taps that they were becoming two by fours. And these are called fires. All right. And all we're doing is trying to deal with this fire. And then of course, every once in a while you get a mack truck, right? And it's what the heck? So now that my managers are not doing the day to day stuff, they're able to be proactive. So they're looking at reports. They're literally looking for taps. And now they're solving those taps. What that means is now the owner clients not calling you to find out what's going on. You're calling them, you're reaching out to them, you're letting them know, or you're taking care of it before they even, before it even becomes an issue. [00:17:18] And so by, by having your high dollar people that are licensed and they have experience by allowing them to not do the low level, low enjoyment stuff they actually became not only do they take all the escalation, but they actually became internal salespeople. All of a sudden, and this is stuff that we didn't anticipate, all of a sudden, though, like my company's name was empire property management in realty. That 90 percent of my customers had no idea that we could buy and sell homes for them. We're called realty and no idea. But once I got my property managers to be client relations specialist, guess what's happening. All of a sudden people are going to buy houses and they're buying them through us. [00:17:54] All of a sudden people want to sell. They want to sell through us. So all of a sudden our revenue goes up, right? Then all of a sudden they're like, who do investors hang out with? They hang out with other investors, right? You're the, you're like the five most, what is it? It's the old saying that you hear you're the average of the five people you hang out the most. All of a sudden they're getting, we're getting referrals. We never got referrals. So now we're getting a bunch of sales. We're getting a bunch of referrals. We're getting people to buy stuff where the agent, right? And when you're the agent, you get, you build that, that relationship. [00:18:18] And so now all of a sudden our churn rate dips down to, I think it was 22 percent from 34%. Right. So the interesting thing is I told you when I first started, right, I went from 54 percent to 34 percent in payroll costs. My payroll actually stayed the same. It was the churn rate that went down, increased my revenue. [00:18:36] It was the other clients, right? And retaining people and getting more clients. That's what, that's where the difference was. And now my managers. We're incredibly happy. They're no longer working nights and weekends. They're no longer stressed. Right now. And so now they are they're having the best life ever. [00:18:53] And my VA team, my remote team, they're making more money than they've ever made before. And it was easy to, and then they all had KPIs and they were all like. People want to inherently do a good job. They do. Right. And so, but they don't know how to do a good job unless you tell them what that looks like. And that's the job description. And they want to report card and that's KPIs. And my team down there, we had them in Mexico cause they're the Spanish speaking. But what happened was again, another thing that we didn't realize was not only the team do the work, they hit the KPIs, they exceeded the KPIs and we create a bonus structure around the KPIs. [00:19:26] So if you hit the KPI, you got a firm handshake. Thank you. Right. But if you exceeded the KPI, you got a bonus. And if you were part of a team, everybody in team added the KPI or you didn't get the bonus. And what I like about with the virtual team is the bonus was a hundred dollars a month. If you hit a certain level, you got a hundred dollars for us wasn't a lot of money, a hundred dollars to somebody in the US. Like literally would get mad at me. That's a little, that's too little of a bonus. It doesn't even fill up my car. Right. And they throw it at you. Somebody in the Philippines or Mexico or Costa Rica it's an extra couple of days of work per month. [00:19:58] So they were really appreciative of that, of the opportunity to make more money. What happened was everybody started exceeding their KPIs to the point where I couldn't make the KPI any more difficult. Like it just is what it is. And they were just doing it. And then here's the magic. [00:20:11] What happened next? was they ended up updating or changing the process. So my deal as the business owner was, I am the policy maker, I make the policy, but you own the process. And when somebody comes in and says, "Hey, I changed the process." And I use this example a lot. I had Jessica who was running all my lease renewals. [00:20:30] So we had about a thousand units and I have one person doing all lease renewals, inspections and lease renewals. Our policy was that you could not do a lease renewal unless an inspection was done, an annual inspection was complete. And we used to start the process 60 days out. Jessica moved it to 90 days out. And when I was talking to them, I'm like, Jessica, I'm just curious what made you, and I don't, I try not to ask why questions because why questions put people blame, excuse, denial below the line and they get defensive. I asked, what made you decide to move it from 60 to 90 days? And she goes, "well, with 90 days, I can do X and Y. Like I can get to the owners faster. I know if the, if the residents do it" and she laid it all out. I'm like, amazing. She was doing a better job than I could have done because that's what her core focus was. Yeah. She was just on that. So then what people will say to me is Pete. [00:21:13] Okay. Well, how do you know she's just not doing the lease renewals and not the inspections because she wants to hit our number. Right. That's the first question I get all the time. And I say, "well, we hire people based on our core values. And one of our core values was integrity. And so if you hire people with integrity, they're not going to do the loop around." [00:21:30] I was able to run reports very quickly that determined all the lease renewals and if they had an inspection done so I've been reporting it. It was very simple to, to make sure that I was, I hold them accountable. Yeah, that's another core value of that we had is we hope people get, we run our business by numbers. [00:21:48] We hold people accountable. And so that's so, so because we did all of that, we were able to solve our challenge of no profit or single digit profit margin to, double digit and eventually get to about that 20 percent profit margin, even though we, even while we were still investing in a lot of money, growing the business. [00:22:07] Jason: Yeah, so we've, I love all the stuff you've been talking about. I think we've had some phenomenal results getting clients to improve their profit margin. And we've got clients easily getting up to 40%. Sarah ran her business over 60 and I think the three biggest profit levers are building a really solid process system, a really solid people system, and a really solid planning system and the planning system we call DoorGrow OS. [00:22:33] But that was really where we started to motivate the team to think in terms of outcomes and get them to think more strategically like business owners. And so that strategic work is what moves businesses forward. That's where they're innovating. That's where they're improving a process and so those kind of goals, if we give a team member an outcome and we say, "figure out however you can best do this, within our values with integrity. Figure out a better way," then I'm not concerned about micromanaging them. I we're less involved in managing the team. They're now managing themselves because they're trying to achieve the outcome. And a lot of team members in a lot of business don't even have job descriptions. So they don't even know what outcomes they're expecting. [00:23:15] Pete: If you're not sure what they're supposed to do. How do they know what they're supposed to do?  [00:23:18] Jason: Right. And if you ask anyone listening to this, if you ask your team members. This would be a curious and interesting experience for you or experiment. Ask your team members, "what are the outcomes that you think are most important for your role?" and compare that with what you think they are. I think you might be surprised. These should be agreed upon and defined, right? That should be in the job descriptions. Pete, I really appreciate all your transparency and sharing, because a lot of times everybody wants to, especially with like coaches in the industry, I see a lot of people coaching mentoring, but you don't get to see how the sausage is made and you don't really hear the challenges they have, but they might be really charismatic. They might really be good at speaking, but there's a lot of stuff going on behind the scenes. And then what a lot of coaches in the industry do is they try to get people to build the business the way they did, which may not even be working. And so I think what's important, I think every business owner needs to build the business around themselves. It needs to be built to allow them the maximum level of fulfillment and freedom and contribution and support in their own business and that fifth reason of safety and certainty. [00:24:25] And that means every business is going to be unique because every business owner is unique. If you started a property management business right now, it would be run very differently than some others, because you're very operationally minded and you would build your team very differently than somebody that's very visionary sales oriented, right? [00:24:41] And I think it's important to get the right team built around you. And a lot of times I think the foundational challenges, a lot of business owners aren't clear on themselves. And then they start building a team and they're miserable. They have an entire team and they're still miserable. They've built the wrong team. [00:24:55] Pete: Well, I think every new business owner does that, right? They don't feel like they deserve good people. So they self sabotage sometimes. Right.  [00:25:04] Jason: They don't believe the good people are out there. A lot of times they just don't even believe there's good people. They're like, "Oh, everybody's terrible." so guess what they attract? Right. And what's surprising the truth is just like you had mentioned, when you find good people, they will exceed you doing that role. Especially if it's one of your minus signs, it's not one of the hats you enjoy wearing, they will be better at it than you, if they enjoy doing it. A hundred percent. And that's super humbling for these early stage entrepreneurs, because they think they're the best at everything initially.  [00:25:33] Pete: There's two thoughts, right? So when you hire somebody, there's the whole abdication of it. And then there's a delegation and then there's the micromanagement. And so, what I find is that when people hire people in the United States, they abdicate a lot of times when they hire people that are remote, they want to micromanage for whatever reason, even though they've invested a lot more money in the person in the United States. Right. And then there's people that just, they just abdicate regardless. [00:25:58] And what I mean by abdication is, I'm a property manager. I'm doing a whole bunch of stuff myself. I hire an assistant and I just throw up on them and say, here's all the things that I'm doing. Go ahead and do it. There's no direction. There's no accountability. There's no management. [00:26:11] Right. And then they get excited. " Oh yeah, I'm a great delegator." No, you're an abdicator. You're not a delegator because you're not giving them the tools and the guidance that's needed. And then what happens is the VA or the person leaves and " well, I don't understand. I can't find any good people, so I'm just going to keep doing it myself." the first thing is when you hire somebody, you have to understand, you just can't just abdicate. You have to make time for them, especially in the first couple of months, right? They're learning you and your culture. At the end of the day, if you are the sole operator and the business owner each one of us have core values, right? We have our personal core values. Most of those are going to be embedded into the company that we built. They should be anyway. You shouldn't change your core values for your company. If I'm full of integrity, I'm not going to create a company that's not, that doesn't have a lot of integrity, right? [00:26:55] So these people are going to learn by you training them or your team training them, right? Core values always get pushed down. If you're listening to this and you do not have core values in your company, you have core values in your company they're just not yours. The team created core values. They push them up and they may or may not be the ones that you want. Right. But when you hire somebody, it's important that you spend a lot of time with them to train them properly so that they understand what they're doing. What I have found is that most jobs can be trained within two to three weeks. Especially if you're wearing one hat. The more, what I call decision points or if then else's, and the biggest one that I've found is in maintenance coordination has a lot of decision points. What if it's over the threshold? What if it's a home warranty? What if it's an emergency? What if it's cosmetic? [00:27:39] Right? You go on and on. That's why it took me 90 days. Because we had to go through every one of those scenarios and I had to train on. And it's just a little bit more in depth. My least renewable person, I was able to train her in two to three weeks. And you're right. And so by the training and by creating the KPIs and then by having a weekly meeting with structure. [00:27:57] Right. So nothing gets me more fired up than having a meeting, just to have a meeting. And then we sit there and we sit there for an hour and I literally just wasted not just my time, but everybody else's time all because we don't have any structure. So I'm a big fan of EOS. I'm sure that you have something that's very similar to a meeting structure. [00:28:15] Jason: We call it DoorGrow OS.  [00:28:16] Pete: DoorGrow OS. So DoorGrow OS. So if you're not part of DoorGrow, join DoorGrow and get on the OS. That's like number one, right? Because if you just get your meetings in order, you will see an increase in productivity just like that. So by the way, the maintenance team that I built, they always reported to me, even when I sold, until the day I sold the company. I just had a soft spot for them. I like maintenance. I know I'm weird that way, but I really did. And so they reported to me. My other team, I had other supervisors. I actually had supervisors in Mexico that were managing the other team members in Mexico. And that supervisor report to somebody in the U. S. or to report directly to me. But I still had my weekly meeting with my team every week. And we had our OS and one of the questions I asked every week, there's two questions that were always number one was always. "What can I do as the business owner to make your job easier?" I think there's a, I think there's a sphere, a circle, right? My job is to take care of my team. My team's job is to take care of the client. The client's job is to take care of the business and the business job is to take care of me. That's the circle right? So no the client is not always right. And let's do what we have to do to make sure that if we did mess up, we want to make it right. And I get all that. But how can I make my team's job easier? And that could be, I need to go talk to Sandy in accounting because she's not doing something or it means, "Hey, can you create this report for me?" I need a whatever it is. What can I do? Then the last question I asked on every meeting was what is your stress level on a scale of one to 10? And this was really important because it does two things. Number one, if somebody is a 10 plus for three weeks in a row, they are ready to punch out. Yeah. No one wants to work in a stressful environment for more than if we can see that Hey, it's summer, we're a little short staffed, you're going to be stressed for next, six to eight weeks, but there's a, but we're going to do X, Y, and Z to get out of it, I get it and people will handle stress for a short period of time. [00:30:05] The second thing is, believe it or not, sometimes people are stressed out and has nothing to do with you or your company. I know we all think it's about us and our company, but personal stuff. So one time I actually. And so if anybody's 10 plus and I want to talk to them, I do it off the meet. Like we have a one on one say, "Hey, stay on everybody else. Get off the meeting, whatever." Yeah. And I had this one lady 10 plus and I said, "Hey you're usually a two what's going on. My brother got hit by a car right now." What this does is everybody's always asking me how how can I, how can I bring my team, my remote team into our culture. This is a great way, right? Because at the end of the day, just like you, you want to give time to your owner clients and you want to build relationships, you want to build relationships with your remote team. And so by, by taking an interest in them as human beings. [00:30:52] Right. It doesn't mean you have to give them, I'm not going to, I didn't fly down and give them a whole bunch of money. I just listened and I cared that her brother was doing okay. I would ask, and it was just an emotional human thing. My team, if your team, if your remote team know that you actually do care about them. So if your remote team knows that you care about them, they're not going to leave you for a 50 cents more or a dollar more an hour. They're just not. Because most of the time, if you're paying them a fair wage. They are making more than enough money to cover their, what I call their nut, just to cover their living expenses. So they're not going to leave because the grass isn't always greener and they are freaking happy. [00:31:28] If you make your team happy by asking them, how can I help? How can I make your job easier? And letting them know that you care about them as people. That's the, that's like a number three question I get, right? Number one is how do I train them? Number two is where do I find them? [00:31:41] Number three is how do I make a part of the team? This is how you make a part of the team, right? By, by advocating and just throwing a bunch of throwing a bunch of stuff on them and letting them go. That's not how you do it. And by micromanaging, I'm saying, I want to see all the screenshots. I want you to write down everything you did from this time to this time. [00:31:57] And if you take a 15 minute break, I need you to punch out and punch in. Right. You said it earlier. You manage by results. That's what I do. Do I care if you put 40 hours a weekend? I really don't. I'll pay you for 40. But if you get if if you're available and I need you, right. So I have managed on availability first, it had to be available. [00:32:16] So we have policy. We use Slack. If I Slack you, you Slack me back within 30 minutes. If I email you, you email me back within four hours. If we have a meeting, you're on video and you're in your home office. None of this Starbucks crap, none of this on the beach crap, like you're in your home office, you're working, right? [00:32:30] So availability is number one. Then number two is KPIs. Are you meeting or exceeding your KPIs? Number three, and if I have the right KPIs, I can just look and if it's green, I know that position is doing well. And then number three is escalations. Am I getting calls from our clients or from internal members of the company saying that you're not, that you can't, that you're not doing your job or you're not getting back to them or whatever. [00:32:53] Those are the three things I need to know. I don't need to know that you're moving your mouse every 30 seconds. I could care less on that. If I got those three things, I know, and again, I know I have the right people because I hired them based on my core values or the company's core values. [00:33:06] Jason: Yeah, totally. We do a lot of the similar things at DoorGrow. Like one of my mentors would say, cadence is culture. And I really believe that the cadence of your meetings creates the culture. It really does. And this is where you're able to set the culture with your team. And we ask questions like, where are you stuck? How can we support you? We do caught being awesome. We, and I think what team members really want more than money, a lot of entrepreneurs, we like money, right? We don't hate money. And so we assume mistakenly that's the highest priority for all of our team members. Well, I'll just give them bonuses or I'll pay them more. The reality is most team members. With the exception of maybe entrepreneurs and salespeople, most everybody else on the planet would prefer once their basic needs are met, financially would prefer to be recognized rather than get a bonus. And so creating the right cadence and creating a system like DoorGrow OS allows the team to be seen and recognized for their accomplishments strategically and moving the business forward. [00:34:03] And that prioritizes that we find that if you can get those three systems in place. The planning system, that's DoorGrow OS here at DoorGrow. The people system, we've got DoorGrow Hiring, Applicant Tracking System, etc. And the process system, we've got DoorGrow Flow and some other stuff. If you have these three systems in place, these are three of the biggest profit levers you can get in place. [00:34:23] And a lot of times people try to skip those three and jump right into profitability and micromanage through just more severe actions, more severe KPIs, and trying to control more. Thinking they can squeeze more blood from the stone when if they did these three profit levers, we've got clients that are hitting amazing profit margins. [00:34:42] They don't even have KPIs because they don't even need them because they trust their team members so much and their team members are really great culture fits and really motivated. And so focus on those three profit levers first, and you're going to make a lot more money. And really what happens is you get three times the output from good team members. [00:34:59] Easily and they can be anywhere. And what's, what I love about being able to have a remote team, we've got team members all over the place. Some of the U S Canada, Mexico, one's in London now, Philippines. I'm able to hire the best. I'm able to hire the best, no matter where they are. And I'm able to also for certain roles, get, make sure it's really affordable for the business. [00:35:20] And so we're not, I'm not too particular about where they're at or what they're doing. It just needs to be a price point that we can afford. And I need a really good outcome. And if we can get that, then that's the ideal. And it's easier for me to run things remotely than if everybody were interrupting me coming into my office all day long, it's a lot quieter. [00:35:42] And I feel like everybody's able to get more done, but we're able to create that connection in our daily huddles. We check in with everybody, ask where they're stuck. We do one on ones like you were talking about. All these things to figure out where everybody are at. The one thing that we do that I think is really impactful is we have our team members do time studies, not as a punitive measure, as a way to support them and figure out how to get them additional support and help. [00:36:05] And this is where we figure out which, what are their plus and minus signs. So Adam, who's been on my team for almost, I think almost a decade now. Yeah. I'm like nine years. And he started as a content writer and he's done multiple time studies and every time he gets really honest with me, he's these are the things I don't enjoy doing anymore. [00:36:21] I'm not enjoying doing all this writing. I'm, what do you enjoy? I enjoy interacting with the clients. He now manages our entire department for websites, branding, all this. He's got a whole team under him. Whereas nobody initially would have thought, Hey, Adam is a manager, but he by default naturally became one because we just got him the support he needed. [00:36:40] And so he's been, he, and that's how we've been able to retain Adam. And the cool thing about retaining team members is they're like wine. They get better with time. Better and better. And so Adam knows lots of ins and outs in the business. He's super adaptable and versatile, and we're able to use them for billing related stuff and website stuff. [00:36:58] And there's so many things over time that he's developed and absorbed and learned. He can run significant pieces of the business for me if necessary.  [00:37:07] Pete: Well, I'll give you a funny story because, here I am teaching and telling you, oh, here's how hire people. Right? So when I first started VPM Leon, who is our onboarding guy now came over and he was with me at mind and he was with me at empire. [00:37:20] So I've known Leon and I knew he had our core values, right? And so we're like, maybe eight months in and I go to one of my business partners and I go, "Hey man, I don't think Leon's working out," and he's like, "really?" he did the, I called the Mongolian reversal, right? Because he basically takes my words and he puts them right back at me. [00:37:34] He goes "let me ask you what's his job description?" And it's crickets. So I'm like, "yeah, he don't really have a job description." He's " what's his KPIs?" I'm like, "yeah, we haven't really got to that." So he's like, "how much have you trained him?" And I'm like, "all right, enough." [00:37:45] Basically, Leon was the right guy. I just didn't know what he's supposed to do. So how did he know what he's supposed to do? So then I got serious about the job description. And then what we realized is Leon was running about two hats, maybe three hats. It's really like he, he was good at one of them. [00:38:01] So we ended up hiring another guy, Angelino, and gave that hat away. And now Leon just runs and now he is. Thriving and exceeding all of the metrics that we put in his place. And he's the happiest he's ever been. And even though, this stuff, sometimes you have to continuously, make sure that you're doing it. [00:38:20] Jason: Oh yeah. We had a conversation last night about a team member that we realized they weren't doing some things right. And Sarah put it back in my face. She's well, did you train them on this? And I was like, No, I didn't. I made a mistake in training. I thought they would understand it in my superficial explanation. [00:38:38] And yeah,  [00:38:39] Pete: it's shortcuts, right? Those three things that you put out there, the hiring and the process, it sounds so easy, right? But we know it's tedious. And there's, that's a, that's the reason. Why most entrepreneurs who are most of 'em, are visionaries, right? A lot of guys start business with visionaries. [00:38:53] They're not in the details. They don't like doing that. It's not natural, right? I need an integrator. They need a, they need an integrator. I'm guessing Sarah's the integrator. I'm the integrator. I'm guessing you're the visionary, right? So they need an integrator to, to literally do that stuff and you get, like I said you, when you do it you get it back in perpetuity, like it just, once the system is complete, it's just tweaking. It's not rebuilding, once, and and but a lot of visionaries, they skip that part because they don't like that part. [00:39:18] Yeah. I agree. It's from hire a consultant or hire the, hire somebody that, that likes that stuff.  [00:39:23] Jason: Yeah.  [00:39:24] Sarah: And I love that you just keep like, thank you for continuously driving home the point. Like you have to train people. You have to. And a lot of times what we see is we see doesn't matter your location. [00:39:34] Doesn't matter your size. Doesn't even matter what industry you're in. People hire out of pain, which makes sense, but they're in so much pain that they're like, Oh, they think as soon as they hire somebody, they're like, Oh, like I'm, it's solved. It's not solved yet because you haven't trained them.  [00:39:48] It's still your problem until they are properly trained. And it does take time. So for a period of time, when you hire somebody, your life is going to get worse. You're going to be taking on more if you want them to do a good job That is what has to happen because if you hire somebody and you're like, "here just have it like baptism by fire figure it out go ahead and do it." [00:40:09] It's not going to work out. You're going to be frustrated They're going to be frustrated and it looks bad for both people and then you guys are both frustrated at each other and you're like Why are they not working out? And this person is like I didn't even get training. I don't like you're mad at me all the time. [00:40:22] And I just I don't even know what to do, but you didn't tell me what to do. Help me.  [00:40:25] Pete: I'm not going to hire people because I just, there's no good people out there. Right. It's just, when I was telling you that story about training the maintenance team, I was trained about two hours a day on the maintenance, which is a little too much, probably an hour and a half is probably the maximum we can take. [00:40:37] But I was doing two hours. That didn't mean that my 10 hour day. was still a 10 hour day. It became a 12 hour day because I still had 10 hours of work. I had to do, I just took on more, two hours of training. And a lot of times they ask more, a lot of times it's even more than that because as you're training, what I have found, and maybe you guys see the same thing is as I'm training, I actually learned a lot more about my processes and about my company, and then I realized, oh. [00:41:00] There's no policy here. Oh, there's no field for that. Oh, that's just in my head. However, I feel that day I'm going to, I'm going to judge on that. And so I, there was a lot of work that I ended up having to do as I'm creating the, to training, oh man, this process is not exactly at all what I thought. [00:41:16] Jason: Yeah. Yeah. Cool. Well, Pete, this has been an awesome conversation. We appreciate you coming on the show. Why don't you tell everybody just a little bit about VPM solutions. Do a quick plug and how they can reach out and connect with you.  [00:41:30] Pete: Yeah. So, thanks for that. So VPM solutions is an online platform that connects property management companies with remote team members. [00:41:38] It's a direct hire, so they don't work for VPM. They work directly for you. You negotiate the hourly rate. There is no upfront cost and there's no fee to use the site. So it's all free for the company managers. The way VPM makes money is the virtual assistant. Pays 10%. So when they apply to a job, they have a breakdown of this is how much hourly rate that I'm applying for. [00:41:59] It is how much that BPM charges a platform fee. And this is how much that I'll get. We also have about 20, I think 23 free training. So, there's training on the site from fair housing to marketing, social media, to pro we have a flagship property manager, one on one courses. It's about nine 12, 12 courses, nine hours of content. [00:42:20] Wow. And it's there just to teach folks the basics of property management. No, you're not going to hire them and they're going to be able to run and be a property manager for you, but they're going to know the ins and outs of the verbiage of just the life cycle, like high level stuff. But it's our attempt to get people trained up so that when you, so that when you get them, they're not like that, at least they're crawling. [00:42:44] Right. Yeah. They have a little bit of deal, a little bit of information. And then we also have we also have some free resources that are on the side as well. Like we have I think we have 50 job descriptions with this profiles that we assume, assume assumptive this profiles. [00:43:00] We also have like org charts, like what you should, or chart should be as you grow your business. And then we also have just a list of all the vendors and resources and all the different Facebook groups and all of the conferences that are out there for profit management. [00:43:13] Matter of fact, you're actually on that site by the way, as a vendor. So, yeah. So. That's what we do. And then we also offer what we call the white glove service. It's a free service that helps you go through the hiring process. Because we, what we realized early on, it's a do it yourself platform, but what we realize is most people don't have a hiring process and no idea what to do. [00:43:34] So we guide them. Now your team your clients probably have a good hiring process, but we'll offer, like we'll offer that free white glove service to them as well, if they want to come in and just. Need a little bit of help. What should they ask before they interview? There's some red tape. [00:43:47] Like we say, you get a disc profile, and then the, we have these courses that they take, they get certifications, you can search based on those certifications. So it's really the only platform literally built for property management.  [00:43:57] Jason: Love it. Yeah. Very cool. We'll check it out. So everybody make sure you check out Pete Neubig's VPM solutions. [00:44:04] Take a look at that. And Pete, thanks for being on the show today. It's good conversation.  [00:44:08] Pete: Yeah. Thanks guys. Thanks Jason. Thanks Sarah. Appreciate you.  [00:44:11] Jason: All right. So if you are a property management entrepreneur, you're wanting to grow or add more doors or you're struggling with dealing with your team, reach out to us at DoorGrow. [00:44:19] We can help you with this. We do this all the time. We would love to support you. We have clients that are easily going from, we can help you scale anywhere from zero to a thousand plus, and anybody can do this in the next three to five years. We would love to support you, help you scale your business and help you save collapse a lot of time and not have to go through a make. [00:44:37] So many mistakes in your business. And so until next time to our mutual growth. Bye everyone. [00:44:42] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:45:09] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Learn more about growing your team and schedule your call with Gary to discuss how we can help...click here: https://globalinvestoragent.com/expand-your-team At age 40, retired as Corporate Vice-President, Mergers & Acquisitions in National Banking; Completed over 100 transactions per year consistently every year without a sales team or assistant, with virtually no marketing costs; Traded over 5,,000 Investment properties in less than 5 years; Developed five real estate holding companies, owning more than 250 Rental Units; Self-made multi-millionaire by building a real estate enterprise, including: brokerage, rental management, investment services, settlement services, and appraisal services; Award winner and accepted into Andron Apiphenon Order of Excellence for Real Estate; Author of SEVEN Real Estate Investment books: Rental Profits Without The Pain Flipping For Profits Without The Risk Turning Rental Problems into Real Estate Profits Wholesaling For Profits so Everybody Wins Investor Agent, Make More Money Not More Work The Massive Passive Cashflow Method Real Estate Reality, The Truth Behind No Money Down Investing Founder, Trainer and Coach of Path to Profit System, teaching more than 20,000 Agents and Investors and nearly 1,000 speaking engagements. Appeared on OVER 100 national and local media outlets including: CBS, FOX News, NBC, ABC, Business Week, iTunes What You Will Learn: How to start forming a team around yourself? Today is the perfect time for you to start your own team. Whatever you build, don't make it about you. Have a page of profiles for the team members on your team and highlight or showcase them. Put all the listings and sales in your team members' names. Each step to your people,report it, write this down, do it on zoom or streamer wherever you want so you can record it and have it inscribed and then pay pay an education editor. You have developed the skills and talent to be able to help people buy and sell homes. Do not follow the traditional model because you're going to find yourself with a J -O -B. Start on the blogs and the podcast that will help you grow your reputation in your brand exponentially. Every one of your team members should have a website that ties back to your team website and vice versa. If you're going to really be serious about this building and running a team, you have to have the operational platform.   Additional Resources from Gary Wilson: Website: https://www.myinvestmentservices.com/ Email: gary@rewgw.com Phone: 703-957-0415 LinkedIn: https://www.linkedin.com/in/thegarywilson/?fbclid=IwAR1RT3No2ee0l-SKmGwVO5e67e5_N5YSIG2J62by1Hjfsw6m9ElH_nhki8E Twitter: https://twitter.com/myinvestmentsvc Facebook: https://www.facebook.com/realestatewithgarywilson Instagram: https://www.instagram.com/the.garywilson/?fbclid=IwAR2CU5fG6r84BShvCNR8gnQW3cavcTpsHMQNxGoWwUF2NOJVkmXJ550C8-c Tiktok: https://www.tiktok.com/@the.garywilson?fbclid=IwAR2kteyXufhlXGafEzISLP0C7N3l05hj7sV-WeHxousBIKZCqP4OwPdvAZg Learn more: https://bit.ly/m/rewgw Attention Investors and Agents Are you looking to grow your business? Need to connect with aggressive like-minded people like yourself? We have all the right tools, knowledge, and coaching to positively effect your bottom line. Visit:http://globalinvestoragent.com/join-gia-team to see what we can offer and to schedule your FREE consultation! HEY! You should be in class this coming Monday (MNL). It's Free and packed with actions you should take now! Here's the link to register: https://us02web.zoom.us/webinar/register/WN_sNMjT-5DTIakCFO2ronDCg

Podcast episode about the Workmates collective, a rank-and-file initiative on the London Underground using unofficial direct action and workplace assemblies to fight privatisation in the late-1990s/early 2000s.Our supporters fund our work, and in return get exclusive early access to podcast episodes, ad-free episodes, bonus episodes, free and discounted merchandise and other content. Sign up and get access to exclusive content and benefits at patreon.com/workingclasshistoryIn this episode, we speak to Andy Littlechild, a former London Underground worker and activist with the Rail, Maritime and Transport Workers (RMT) union. He explains how the Labour government introduced privatisation to the Underground, how the Workmates mass meetings began, the start of the Workmates delegate council, the 'Job-and-Knock' dispute, and the eventual demise of the 'Public Private Partnership'.E82.1 bonus episode: Andy discusses the politics of anarcho-syndicalism and their influence on his organising. He also tells us about a failed attempt by London Underground management to sack him for his workplace activismMore information about this episode, including sources, images, links, and eventually a transcript on the webpage for this episode: https://workingclasshistory.com/podcast/e82-workmates-collective/Learn more in our exclusive bonus episode, coming soon for our patreon supporters.AcknowledgementsThanks to our patreon supporters for making this podcast possible. Special thanks to Jazz Hands, Jamison D. Saltsman and Fernando López Ojeda.Episode graphic: reworked image originally by Matt Buck (CC BY-SA 2.0 Deed)Edited by Jesse FrenchTheme tune is 'Bella Ciao', thanks for permission to use it from Dischi del Sole. You can purchase it here or stream it here.This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5711490/advertisement