KGCI: Real Estate on Air - Learn Recruitment & Attraction from Current Real Trends Top 500 Broker Jim Remley

Episode Date: June 27, 2025

Welcome, welcome to another episode of Realtor Hacks, Tips and Tricks. Hope everyone's having a good Monday. My name is Hallie McCrory. I'm one of the hosts for this podcast. I am a two-time icon agent with EXP Realty and a host of Emmy-nominated TV show, The American Dream, here in Dallas, Texas. I also works in Angelo, Texas. That's where I started my real estate career and help coach for Tarcafell Muses' team at

EXP Realty as well. And I've got my co-host on here, Ms. Casey Stiers and her sidekick, Rocky, the Rockman. She's also a host for American Dream TV in Raleigh, North Carolina, and she is all things missed downtown.

You might know her from Good Even, Glenwood, her podcast, if you're a Raleigh person listening in on this. And today we've got a really awesome guest on, Jim Remley. I'm super excited. got connected with him. He's been an agent for years and got into coaching. He coaches agents, but more specifically, he's known for coaching brokerages. And so today we're going to be talking a little bit more on building a team and recruiting agents and agent retention. So this isn't a topic

we always talk about, but I think it's important we want to cover, you know, where everybody is, at wherever they might be in their real estate career. So this would be more of the longer game, but me and Casey are both really interested in this, especially being at EXP where revenue shares a big, you know, pillar of our businesses. It doesn't have to be, but for me and Casey, it is definitely.

So welcome, Jim, that long introduction. Hey, we're sure to have you on. Yes. I'm excited and honored to be here. It's really my pleasure. Where are you joining us out of? I'm out of Southern Oregon just over the California border. Okay, awesome.

Beautiful Southern Oregon. Yes, that's on my bucket list. I've heard there's a good wine coast. Yes, yes. We have 70 wineries in our market area. So we're like weather of south of France or something. It's a big winery area. I love it.

I love it. So, you know, every podcast, each of our guests, I like them to give a little history of, you know, how they got into their their space within real estate and where their journey started. So I got in real estate business when I was 19, college dropout. Buddy of mine talked me in to get my license. I finished, he didn't. Had a, you know, like a lot of top producers had a rough start for my first six months.

But the second year in my business, I took 150 listings. And I, like you, rose through the ranks. And I was with the C-21 at that time. So I was a Centurion agent, top 1% of the nation. And then at 23, open my first company. We grew that to 17 offices across the state of Oregon. We were the largest independent in Oregon for a while. Wow.

So I sold my interest in that in 2006 before the crash. I worked for NAR for 10 years, teaching all the designation programs. Then I got recruited to come down and help another company build from about 38 agents. I became an owner in that company in Southern Oregon, where I live today. And we grew that to 250 agents and three offices, one from, I'm $100 billion in production to $1.4 billion in production, closing 3,000 transactions a year in a tiny little population base of 80,000. So, you know, that's my little snippet, my little background.

Yes. No, I can definitely relate to that. I'm currently in Dallas right now, but I work both work and live in both St. Angelo and Dallas, Texas. And St. Angelo is where I got started. And it's a town of 100,000 people. So I can definitely relate, yes. But that's where, you know, I also started my.

team and whatnot and um you know i love i love having a little bit of both right now the suburban and the urban lifestyle so and even a little bit of the rural with the the ranches in less texas yes okay so where i want to know um oh i guess i actually have a question after you just said that um so it's like you started at 19 um started your own brokerage at 23 did you always or did you know pretty early on that you wanted to start a brokerage or like a team like no it just happened kind of interesting story i i was i created one of the first teams of the nation actually was me and another guy and our assistant we were a team and back in the early 90s when we were doing this people were like what do you guys mean you're in a team what does that

mean and they they thought we were romantic partners not like business partners they couldn't understand that two guys would have a team why don't you're standing on the age you right yeah team right so what happened is we were such top producers in our little market we we figured out quickly that we would be number two as an office with our little team so yeah why are we paying our brokerage let's just go open our own office in retrospect i don't know that that was the best solution it became the best solution after we grew to 17 offices and whatnot but in the first we could definitely made more money as a team than we did owning a brokerage but we grew it and then we we started to grow from there. But the idea behind it was I thought, hey, if I can just show people

what I'm doing and help people kind of replicate my business model and help them and teach them and coach them and train them, then I can just have a lot of people kind of out there in the market kind of doing what I'm doing. Now is kind of my mindset at the beginning. I can tell you the problem with that mindset and recruiting is that for the first five years, I had my company, I would rent a hotel room every every month. I would advertise. I'd say, hey,

you think about getting your real estate license. Come to this hotel room. We're going to talk to you about the conference room, all the ins and outs of the real estate business. So we get 30 or 40 people every time. And then you get, because we did a pretty good job presenting. We get three or four people that would say,

yeah, I want to get my license. And of that, we'd hire one or two. And we're crushing it. We're doing amazing. The problem is 87% of agents don't make it in the first two years. So you are going to have this.

massive attrition, nine out of ten people aren't going to make it. The one that does make it, the problem is because they start with you, they think the grass is greener at some other company. And so half of those leave you anyway, right? So we said, we got to change this. This is not working. So I decided I'm going to pivot towards experienced agents, and that's really when my career took off. And that's really when our brokers are starting to grow up. Got it. Okay, cool. That's such a crazy turn of events, but it makes sense. Yeah. So, So then you had your real estate career. At what point did you get into coaching or was there another step in between there?

Yeah. So coaching just kind of happened organically. What would happen is I taught for NAR, so I met a lot of people. But in terms of brokerage coaching, one of my claims to fame is we were able to help our little team in the population base of 80,000, sell $1.4 billion in sales. So we got ranked in the top 500 companies in America. So we're competing against companies in L.A. And New York and Dallas and everywhere else. And people said, Jim, how are you turning these agents in this little tiny town into superstars over and over and over again?

And that was where I got a lot of brokerages reaching out to me and saying, I need to help my agents replicate the same thing. Because the ultimate attraction for anybody that's joining any team or any brokerage is you can have the best song and dance. But at the end of the day, it boils down per agent productivity. Right. So you need to be able to share with people, my agents on my team are more productive than agents on any other team in the market. Right. So my office are more productive than the other agents of the market.

And if I can demonstrate that, then the proof is in the pudding, right? And that's where a lot of people are attracted to me. Got it. Okay, cool. Yeah. And yeah, that's like still a namesake to this day. Right. Okay.

Interesting. So, um, okay. Okay, so that's how you got into coaching. And so now your business is e-coaching or e-real-state coaching. Yeah, e-real estate coach. I coach offices across the country. We've got about 40 offices we coach and we meet with them twice a month. And we dig into recruiting and retention, system building, technology, profitability commission plans.

We really try to help them develop a recruiting platform that attracts agents. We don't want to be chasing agents. Yeah. Because that's, you know, agents don't like to be chased, right? Nobody likes to be sold, but everybody likes to buy. Yes. So then the thought is, well, how do I attract these people, right? What's the secret sauce there?

So I'm not having to cold call these people for the rest of my life. Right. So the solution to that is we treat it like you're an NFL team owner. Like you own an NFL team, how does an NFL team owner recruit, right? Are they, you know, door knocking cold calling? You know, probably not so much. But what they are doing is they are building relationships. And so what we say is identify the two or 300 people in your market area.

If you've got that many, maybe it's five or 600 and you say, these are the people I'd love to have working for me. Right. And I'm going to say, these are the people. These are my target audience. Now I'm going to reach out to them. And if I was reaching out to you guys, I might say, hey, guys, I just want to tell you, I've been watching your podcast and you guys are crushing it. And I appreciate the fact that you guys are so aggressive with what you're doing. And it's just amazing to me.

I just want to say it's just a compliment. You guys are fantastic. And if there's ever an opportunity to have a conversation about making a career change, I'd love to make sure that you know the door's open with me. Yeah. I'm not asking necessarily to a meeting, but I'm giving you a compliment. And just by opening the door, by having that compliment, you're going to think, if I'm never unhappy with my company, maybe I'll talk to Jim.

So here's the situation. The situation is that we all know people that moved last year. They moved companies, and they didn't join your company. But they didn't join your team, right? You're like, why didn't they come talk to me? Right. And the reason is they didn't come talk to you is because you didn't open the door to tell them that you have an attraction to them.

And the agents that are terrible at recruiting are just recruiting to try to put somebody in their downline or try to put somebody in their system. They're not recruiting from the heart. And they're not saying, here's why you are attractive to me. It's a lot like dating. You got to say, why are you attractive to me? You're attracted because you have great negotiation skills. You're active in the community.

I love the way you help me in that last transaction, get over that hump. There's got to be a reason, not just that I want another notch in my belt. And if I'm recruiting at an NFL team level, I'm saying I'm recruiting you because you run an amazing 40-yard dash. Your touchdown record is amazing. I'm finding reasons to compliment you. And then what I'm doing is I'm just stacking benefits. Every time I'm emailing you, I'm texting you, we're having a meeting. I'm just saying, hey, here's all the reasons why you should consider joining us.

everybody's happy until they're not, right? And so you're extremely happy where you're at. Like, this is the best thing since I'm sliced bread. I'm drinking the Kool-Aid. Everything's fantastic. You should work here. I'm not going there until you're not, right? Until something goes wrong with where you're at.

You get pissed at the broker. Somebody makes you mad in the office. Your technology fails. You have a bad transaction with somebody. And suddenly you're on the phone to that to Jim and you say, Jim, I just had a bad day. Let's talk. And this is the way recruiting happens, right?

Yeah. That's kind of my approach. I like that because it's really not even like, I think like it can be anxiety provoking to people to think of like, what is my reach out going to be? But it's just as simple as, you know, opening the door like you said. And that's not like if someone did that to me, I wouldn't, you know, sometimes you get messages and you're just like, dude, that gave me to ick. Yeah, it's right. Yeah. And I think here's an example of this.

I like to call this hot sheet recruiting. Like if I'm in a broker, we just went through a training class last week on this with our brokerage teams. And I said, just go through your hot sheet tomorrow morning and look at everybody that had a new listing, new pending, new soul. And here's what you're going to do. If you're out a new listing, you're going to reach out to them and you're going to text the person who got a new listing and say, hey, I just said you took a new listing today. Congratulations. I just want to compliment you. I just look at your listing.

I love the photos, man. I love the description. I'm not going to say a word about recruiting. I'm not going to bring it up. If I start our relationship by, you know, with the recruiting coming out of my mouth or something like, let's go out of lunch. Let's go to coffee. I want to tell you about my company. You're going to run.

I'm going to start with a compliment and just say, hey, just did a great job. That's it. And then I may come back in a week or so, and now I'm going to build into a meeting. Or if they're a pending transaction, I might say, hey, I just saw you had a pending transaction this morning. I'm just curious because I'm coaching my team this week. What was the activity level? Did you get like tens of showing? So you just get the software out of the blue?

What was it like for you? You know, get into the conversation with people. That's what you're, the ultimate strategy is relationship building. The reason you're not recruiting people is because people don't look at you as somebody that's their friend. No one's never going to come to work for you unless they feel they have a friendly attitude with you. 90% of recruiting is those people have to like you. And if they don't like you, forget it. They're never coming to work for you.

Right. Yeah. Yeah. Simple as that. Simple as that. So, okay. Okay, so is this like texting or emailing or does it kind of depend on the person? It does depend on the person, but I like to think of it as a communication matrix, right?

So I'm not always just calling, not always just texting, always just emailing. Here is a big danger with a lot of rookie recruiters is that they think, oh, I'm just going to plug my 300 person database into constant contact or MailChimp. And I'm just going to email these people every week, some dumb recruiting message. and I'm going to maybe get somebody to call me. Never going to happen. You're going to get the worst agents that move a company every three months. And it's just like it. So it's the worst,

dumbest thing you can do. So throw that out. All great recruiters are personal relationship recruiters. In other words, every single thing they do is a personal message to you. That's not a generic mass messaging campaign. You're never going to get great people. So,

but in those campaigns, I'm going to send you a personal message every day. So I might be sending 10 people a personal message about you or something. I might be sending 10 texts, but they're all personalized texts. I might be making 10 calls, but they're all personalized calls. That's the highest level recruiter. The people who are trying to phone it in and trying to do a mass 500 thing person, they're never going to recruit it at a high level.

Yeah. Yeah. So I kind of think of this from like, I don't know. I guess I've just been in like a lot of different type of sales. Like I'm like, so do you have like a reverse engineering? Like if I want to recruit this many people to my team or my brokerage, I have to send this many texts a day or this many emails. Like does it work like that?

Because that's what my brain works. 100%. So the path is in the math, right? And there's an algorithm to every sales, including recruiting. So here's the numbers. For every five people you touch, you reach out. two, you should average one appointment. So if I'm doing five reachouts, I should get one appointment. So five calls, five texts, five emails. My goal is one appointment. And you'll get it. If you're,

if you're, if your messaging is correct and you've got, you know, great coaching on the other side, and you're not just winging it all the time. So and then for every five appointments you go on with experience agents, she'll average one closed recruit. So now, I know that if I just, if I want to recruit, you know, two people a month. It's simple math. I just, I just run the numbers, right? Yeah. That's, that's it. Now, and when I talk about this, people say, well, I do way better than that, Jim. Really do you, though? Because my guess is you're recruiting low-level people or brand-new agents. Recruiting a brand-new agent is, I mean, I was a brand-new agent, so I don't want to discount it. But in terms of building a profitable team or a profitable brokerage, it's almost

meaningless because nine out of ten of them are going to fail. So when you say I recruited 10 agents last month and nine of them are new agents, congratulations, it's meaningless. You have to pivot and say, no, what matters is experienced agents. That's it, right? So like at least two plus, like, what are you saying? Two plus years? I call, yeah, here's my target model is two years in the business. So they've been vetted by the market. Two to ten million dollar producers, my sweet spot. Now, why is that? Because if I can bring them in and they're going two million and I can help them through my coaching, my systems, my mentorship to get to four million, now they're going to be super loyal and your best recruiter is a satisfied happy agent that's already on your team.

So they're going to recruit for you, right? And then if I can take somebody to $4,000, $8,000, and then they're never going to leave. Your retention level will be super high because you've turned them into a superstar. They're doubled their income with you. So that's the best kind of situation, in my opinion. Now, of course, you'll take higher level production. But, you know, when you're starting out as a recruiter, you want to start where it's going to feel more comfortable, it's not going to be so intimidating for you. And that's like $2 to $10,000. I like that. And then, you know, you just time block those actions into your schedule based on what your goals are, I guess. I always say if you want to grow your business as a recruiter, one-eighth of your day.

You know, one-eighth of your day is an hour out of every day. And you're going to lead generate during that hour. And the goal of your lead generation is very simple. I use the 4-1-1-1 strategy. One hour a day of uninterrupted lead gen for recruiting. During that hour, my goal is to set one appointment a day. because I'm setting one appointment a day, I'm going on one appointment a day, and I'm adding one new person to my sphere of influence, my database, and what we call the sphere with our recruiting every day. So I'm targeting another agent, like, oh, that would be a good person, right? And they kind of circle back to your style of touch points.

Let me give you a quick secret on that. When you have your CRM they're using for recruiting, and let's say that I called you today and I complimented you on something, right? And we just interacted a little bit. now I'm going to say, okay, I'm not going to call her again because I just called her. And I want to repeatedly call her. That would be weird. So now I'm going to do this.

In my CRM, I'm going to flag you for next contact. I'm going to push the little flag button. In my CRM, and I'm going to say three weeks from now, I'm going to send her a text about something. And then when I do that, I'm going to say three weeks from now. I'm going to send her a personal email about something. And it's going to be a constant personalized drip with the goal of setting an appointment at some point. Yeah. That's how I'm going to build my database.

Okay. I love it. That's like simple enough. It's easy. Then you got to keep them on. So for those who don't have like coaching behind them, what are like, I guess you have to make a list of like what your value ads would be for someone

to come over to your brokerage or your team. Yeah, I can walk. you'll take you through that a little bit. So, okay. Here's the mistake that a novice recruiter will make is that they'll get the, they'll finally get the meeting. They'll be like, all right, I'm going to recruit somebody today. Right. And they think of it like new agent recruit. And they're like, oh, I'm going to sit down. I'm going to close this person a day. No, you're not. You're never going to close an experience agent on the first meeting. When you start thinking like that, those people are going to run out the door, they're never going to talk to you again, because they're going to feel too pressure. What we're doing is we're going to accept. It's going to take multiple meetings,

just like I first sell by owner. Multiple meetings probably for me to land a decent agent. So I know people don't want to hear that, but that's the reality. So my first meeting with you, it's a get to know you. It's a meet and greet. We're just going to talk. And what I'm going to say to you is, hey, just tell me about you. I'd love to know what you did before real estate.

What made you get in the real estate business? You know, how's it going? You know, and one of my secret weapons that I give to my brokerage coaching students is an idea of doing a five-year trajectory study. So if I meet you, first of all, I've researched you on social media. I know everything there's to know about you. I've researched you on Google. I'm going to know more about you than your own brokerage does.

Before we meet, I'm going to know you cold. And my five-year trajectory study is going to go back five years in MLS. I'm going to say, what did you do in 2020? 2021, 2021, 22, 23. And I know everything about your business. Your closed volume, number of buyers and seller are you. I'm going to sell prices, your average list prices, your average list prices, your average days on market. I'm going to know your business better than you know it.

So when we sit down, I'm going to say, hey, so before I meet with anybody, I always do a five-year trajectory study. just to see how your business is doing. Are you curious to see yours? Now, you can't say no. You're going to be like, I got to see this. Like, what does this guy do? Like, tell me what it is. So I'm going to pull it out and say, so check it out.

Here's what you do with your business. I'm going to plot it out. It's going to be either going up, down, or sideways. Now, the good news for us as recruiters, because this is the number one recruiting year you could possibly have, is that for every age in America, their numbers are down for 2023 because it was the lowest numbers in 29 years. Right.

Their numbers are going to look like this. And it's going to be a challenge trajectory. So you can say now, where do you want your business to be in the next five years? And they're going to say, oh, I want to do this, that and the other. So let's talk about that. What needs to change to make that happen? And they're going to say what needs to change you and say, I think we can help you with that. Can I show you what we can offer yet?

And now I'm going to focus around the hot buttons they have already stated, right? And the goal isn't to close. So I'm just going to say at the end, I'm going to have a presentation. And we can talk about that. I'm going to have my recruiting presentation on my value proposition. I'm going to walk them through it, but I'm going to say, hey, guys, this is a big decision. I don't expect you to make a decision today. Here's the only thing I'm going to ask for me.

Take it home, talk about it. If you give you permission to do this, can we meet in another week or two? And we can talk about technology because I'd love to sit down and give you the whole dog and pony show on our tech alone because that's going to take an hour. Would you sit with me on technology? Now, if I can close you into the second appointment, I'm probably going to land you as an agent. Yeah. So the goal isn't to recruit you is to get to the second appointment. Got it.

But if I don't feel the close happening in the second appointment, like you're not getting excited enough, I'm going to set the goal to get to the third appointment. My third appointment is going to be all about marketing and personal branding. And if I can't close you on that, I'm going to set the fourth appointment to get into coaching your mentorship. But I'm going to have a progression of meetings that walks people down the road. And that's the process. Okay. Gosh. Well, I like that you have like a whole system for this. And I feel like that's a big part of it.

Like, you know, do you, I guess if someone, coaches with you on this. Do you have like systems that you share? Absolutely. Yeah. We walk them all the way through. We have a four, you know, meeting progression that we walk people through. And we get into objection handling. And, you know, I'll give you an example that would be, you know, naturally people are going to come and they're going to come with a bias about your company. Like everybody has a bias about the company. Right. So here's why I don't think I could come to work for you. And they're going to say the bias, right? But what I like to do is to say the bias for them. So I'm going to take the sting out before they can say it.

So if they say, well, your company's too small, Jim, I'm so you know what? I get it. And I might try to steal the punch from them and say, you know what most people say about are companies that it's too small? Have you heard that before? They're going to say yes. And I'm saying, well, you know, the advantage of being with a small company is,

and I'm going to fill in the blank. Because we're small, we can give you more personal attention. We can give you more training, more resources. In a big company, you know, you can get lost. When's the last time you talked to your broker? When's the last time you had a personal meeting with your broker? It's been a while. You know, those are the ways you start to take it.

Or somebody will say, well, you're not a franchise. Well, yeah, I get it, but you're also paying X dollars for your franchise. Yeah. benefit from your franchise. So I'm taking the sting out before they get to it. And that really, really is effective. I mean, if you go properly. Yeah, I love it.

So then what about like retention? Like obviously you said, you know, if you help somebody go from, you know, X dollars to obviously more than that, that's one way to keep somebody. but like do you focus on other way like other retention tips or yeah retention is absolutely critical so retention is going to all be all about personal relationships and so here's the problem that most office leaders have and team leaders is that they fail to continue to look at people as people and look at them transactionally yeah what we got to say is we have look at every agent in our company relationally and we got to say does that person view me as their friend so

Whether you view them as their friend, that's a whole different thing. But they have to view you as a friend, right? Yeah. For a couple of reasons. First of all, friends refer friends. But then you got to go deeper and say, okay, if they're really my friend, then it's going to be a representative of how much time I'm spending with them, how much investment I know, like, do I know their kids' names?

Do I know their spouse's names? Do I know their anniversary? Do I know their birthdays? Do I know their favorite restaurant? Do I know, you know, if they're a Mac user, a PC user, or do I know, you know, their alma mater, do I know the last job they had before real estate? When you start to say, well, I don't really know those things.

You don't know those things because you really don't know them very well. So if you don't know them very well, then staying with you becomes a representation of your commission's split or your, you know, your tech staffing. And so them leaving you, you're like on a fine wire of them leaving you at any given time. The reason why people stay at companies for 20 and 30 years is because of the relationships they have with the brokerage leaders at the top of those companies. That's it. Yeah. So you want those people with you. And here's what it's going to blow down to is what moves people is hard value, what keeps people a soft value.

So soft value is culture. Culture, the company and the relationship that you have. So does your team have a great culture? Does your office have a great culture where people are like, I love working here? It's a great environment. I love the synergy. I love the energy. I love the fact that we do a social night every six to eight weeks where we all go out and have fun together, drink together, party together.

you know, just experience things together. Or is it just, we're just punching a clock all the time. You know, if you're just punching a clock, you're never going to keep people. You got to open your minds to this. It's very important. Yeah. Yeah.

Well, and even like with offering different education or, or like other, I don't know, other things that agents value to, which I don't know. For us, it's, I feel like we've got it good on that end with EXP,

but, you know, if you're like looking to start your own brokerage, I'm sure that's, like having to take the time to look into that stuff is well and you can localize it too so the localized information is key when you're doing training and in coaching i'll give you a classic example of this today right this minute is we just have the n-r settlement happen right so the n-r subject like everybody's talking about it so as a brokerage or as a team later you guys say how am i helping my

agents with the anxiety of this because this is an anxious moment for agents like they're fearful of their income, their field for what they can stand in business. So what are we doing about it? So we're telling our brokerage and team leaders, brokerage coaching students and team leaders is there's three things you need to do like today, like right now. Number one, you have to have a buyer presentation for all your agents and got to start training among the buyer presentation like today. The second thing is everybody in your company that's on your team has to know hold the local biore representation agreement that the buyer representation is going to require. Like what are the documents that the buyers are going to sign? And third, you've

got to train agents how to talk about buyer representation commissions like what's going to come out of their mouths to actually have that conversation so if I can win on those three elements and I can start saying we're doing training classes around this we're giving people tools and resources around this that's a massive recruiting tool massive because most office leaders most team leaders are afraid to even touch it they just don't even know what they're doing with it so if you're that and you're saying hey come to a class we're teaching this week we're going to we're going to teach everybody how to do it by our presentation, come to a class, we're doing a representation class, you know, jump in the hot seat.

We're going to do some scripting calls, you know. This is going to attract people. Okay, okay, cool. I like that a lot. So from there, do you want to talk more about, like, team building or, I don't know, like, I want to see where you wanted to take it? Well, team building is interesting. I mean, I think I was just on another podcast and we got deep into,

teams. So with team building, here's my thought process on team building is that as a team leader, you have to say, what's my progression on my team build out? Like I'm an individual solo agent. What's my first step? My first step in general is that is to bring on an assistant. And that assistance is going to help me to get more systemized. Here's the first thing. Here's the first biggest mistake that people that want to build a team do. When they want to build a team, they say, I'm going to build a team, but I have no systems to bring a team member to plug into. So the team member joined your team and then they're like, now what? I'm like, oh, I don't know, go sell something and make me some money. Why would I do that? I just be a solo agent. I don't need

you to do that. So the only reason somebody joins a team, you got to realize this is number one, they're going to plug into your systems. And number two, you're going to give them leads. So as a team leader, I got to say, I have to have lead flow that's coming into the team or teach people how to get lead flow. And I got ahead of great systems. So that's step one. And if I have a great at, and maybe what I find when I'm coaching is that most team leaders are alphas, right? They're alphas. And they go out and they're rainmakers. They're all-stars, haymakers, rainmakers.

They go out and just create business. But they're terrible at systems. They're terrible. They're just not wired that way. So you're like, oh, now here's a problem. You got this team, this massive alpha agent wants to build a team, but they have no clue how to build systems, which is fundamental to building a team. Right. I've got to hire an assistant, an admin that complements me and builds the systems out.

That's the number of- And here's the thing. Here's the other big mistake that team leaders make is they always tend to hire people because we feel the typical as top agents. Is that we're a reflection of us. Like I'm an alpha, I'm going to hire an alpha because I like that alpha. We're like the same person. I want to bring in as many alphas as again. That's the absolute worst.

As a team leader, my first hire is to hire somebody directly, diametrically opposite to me. They're going to talk slower than me. They're going to be methodical. They're going to be analytical. They're going to have an engineering mind. And they're just going to be these people that love to sit at the desk and just pound things out. Completely different than me. And that's what I got to hire, right?

So now she or he is building out the systems. Now I start to build out. Now I can hire my buyer's agent, my showing agent, my listing agents, my other folks on team but until I start with that first process you know such yeah yeah I love it yeah so processes when you coach on this do you have systems that people can get from you or yes so we have a we have a whole portal for people to plug into one of those parts of the portals are checklists and forms so people can go in there they can we're downloading checklist and forms from teams and offices around the country they can come in there you can grab a bunch of systems that can just look at

literally plug into format it, change it up for their market, and then run with it. So we've got all kinds of systems and checklists in there for them. I love it. Do you have other like resources for those that? Yeah, we absolutely do. So we also have a full-time marketing director. And so our marketing director builds out marketing pieces. One of the things he builds out, which is super cool for offices and teams is that we

build out a website that's a social media website every single month. So like for March, we've got one for March. has 15 to 20 different social media pieces already pre-built, all Canva-friendly. So agents can just reach and grab their Canva-friendly social media post. We've already written four or five captions. They can grab that, plug it out, and go in and just run with it on social media. So they should be doing more than that, but it definitely helps them to kind of stay on top of it. Yeah.

I love that. Yeah, it makes anything to make life easier. Right. Yeah. Systemize, right? Make it easy. Yes. So do you work with people?

Well, I guess honestly now I say like with EXP, but it seems like almost every brokerage has some sort of model for agents to get paid. I mean, it depends on what they get paid or what the, I guess, like, compensation is. But it seems like even, you know, Keller Williams has profit share or there's like real LPT, Epic. I mean, there's all these different ones coming. And then like exit has some sort of, you know. Are you working with these types of brokerages that have revenue share more so? Or is it more like individual brokers? It's a mix.

We have about half of our brokerages in our system are independent. But we've got EXP brokerages. We've got team leaders. We've got transactional models where it's $500 of transaction, $7 a transaction. And then we've got traditional offices that are split-based models. We have cap models. There's a million different models in real estate, right? And they all work.

It's just a matter of the value proposition that you're putting behind it. Yeah. Absolutely. Yeah. I think it'll be the same like how we kind of have that even just for like listing agents. But after this NAR settlement, I feel like it's going to be the same for buyers agents where there's going to be all these different types of, you know, ways that buyers agents get their commission or there's like a or what you can hire them for like an all a cart menu type. deal. Yeah, there's going to be a lot of models that come out of this for sure. I mean, you're going to see some that are just basically a showing agent, some of the full,

full-blown, full representation, you know, part representation, limited representation. There's going to be a lot of different models there for sure. Yeah. What is your advice for agents going forward after the settlement? If it all, you know, goes into play. The number one thing is you shared, there's some one of my coaches gave me a great piece of advice. And it's just applies to this right now. And he said, and he said this, that all of your anxiety in life and in business flows from all your anxiety in life and business flows from focusing on things you cannot control. And it's such a good lesson, right? And then what's the solution? The solution is to focus on the things you can control. So when we talk about this NAR thing, right, what can I control? Well, I can

control the fact that with every buyer going forward, and I'm not going to wait until July 15th, I'm going to start today. With every buyer, I'm going to start meeting with them and I'm going to say out of my mouth, hey, can I just take 10 minutes and kind of show you the process of buying a house? Can I show you how I work? And now I'm going to bring out my buyer presentation and I'm going to walk people through. Here's all the steps. Here's the 10 steps in buying house.

And then at the end of that, I'm going to say, and the way that I work with all my buyers is through a buyer representation agreement. And I'll put that out and I'm just going to start doing it. It's going to feel unnatural. It's going to feel weird the first few times I do it. But I'm going to get used to it. And that's the key. But what a lot of people are missing right now is they're focused on the buyer side,

but we're not focusing on the seller side. Because today, right now, across the country, I'm seeing it a lot, is that people don't realize that NAR before this settlement told every MLS in the country that buyers or sellers could go to zero in biore representation today. They don't have to wait. They can go to zero now, right? So what we're starting to see is sellers are trying to say, hey, I just watch the news. And do I have to pay a buyer's rough?

And they don't. Today, they don't have to wait for the settlement to happen. So when we're sitting with a seller, we got to be able to prepare ourselves for that conversation. And what are we going to say in that situation? So our coaching around that is to say, yeah, that's true. You don't have to pay a buyer's rep. But can I share a few things with you around that? And what I'm going to share with them is, here's one technique, is that I did a commission survey around your listing.

And we looked at what everybody's offering around your property. And, you know, the averages, most sellers are offering two, two and a half, three percent on all the listings around you. So, you know, you can choose not to offer a biorep B, but it's going to put you a competitive its advantage, you know, and we walk them down that process. But those are the things I'd be preparing for. You need to adjust your soliciting presentation and your buyer presentation. Got it. Okay.

Yeah. And I, like, do we do that now? I'm just wondering, like, if I start working on that or wait to see what, you know, what, like, rules might come in place, like, that our MLS might put out beyond you know, the two that they're talking about. Or, you know, do I see what ETSP puts out? Like, I'm just... You certainly could.

I mean, I taught ABR for 10 years. I've credited to biore representation class. Yes. So, I mean, we've been teaching this for years. I don't think there's any reason to wait to put buyers under a representation agreement. So that's not going to change your business practice other than having buyers say out loud and in writing that they're loyalty.

It's a loyalty agreement. And it's just saying, we're going to work together exclusively. If I find you a house that you like, I'm going to be paid a fee at closing. Now, most of the time, that fee is going to be paid by the seller through our representation agreement with the seller. So that's going to be true now until July 15th. So why wouldn't I do that? In 99% of the time, the buyer's not going to ever write me a check. But let's talk about what happens after July 15th. So let's say you assume you start doing that now. After July 15th, here's what's going to happen. I can almost guarantee you across the country.

What's going to happen is you're still going to sign that by a rep agreement. let's say it 3% to and 9% 2% whatever you're charging. I'm not price fixing. Whatever the number is. And then let's say the seller is not offering any commission. Here's what's going to start to happen. Buyers agents on the offer are going to say the seller is agreeing to pay the buyer representation fee of 2% of 3% on 1.5%.

And now it's going to be negotiation within the offer. And if they can't come to an agreement, your buyer doesn't have to buy that house. They can move on to the next time. Right. So it's going to become a negotiation. people feel like this is going to be a title shift. I think it's going to be more of a ledger line shift than a title. It's not going to be as big a deal as maybe we're anticipating.

I think we're going to move through this more faster than we anticipate. Yeah. I think so too. And I feel like the media has got everybody pretty hyped up on it. Yeah. And every media story is almost all of universally are wrong right now. So part of our job is educating the public. literally i've been thinking the same thing yeah same thing so crazy well um i would love to hear a little

bit more about like any just hacks tips or tricks you have for our audience um or even like resources or books or podcasts that you think are helpful so as a brokerage leader or team leader a couple of things um the some of the things that i use as a resource i use any NAR economist blog. If you haven't been on part of that, that's great. Of course, I use Inman. I use RIS Media, which is great. The other big one, which, you know, I know it's a competitive group out there.

Redfin has got great housing data, though. Yes, they do. KSM blog has got great data. I use them all the time. So those are great places to get information where you can educate yourself and your team and your brokerage. So I would look at that. You can also go to my website, e-realestatecoach.com,

and we've got a podcast there. and we've also got a vlog there as well. So you can hop on there and check out all of our blog materials that we're putting out all the time as well. Cool. So can you walk us a little bit of like what it would be like to work with you? Yeah. So what happens when broker just sign up with my team?

We meet with them twice a month in a kind of a mastermind session with 30 to 40 other brokers from across the country. And we're in a giant mastermind. It's an hour. And what we're doing is I'm taking everybody through guided coaching where we're talking about recruiting, retention, profitability strategies, commission plans, recruiting presentations, you know, all the deep dive stuff. And then at the end, it's accountability coaching because we all raise our hands at the end

and we say, okay, based on what you just learn, what are you going to commit to over the next two weeks? And then when we come back together two weeks later, every raises his hand and say, what did you get done? So it's like being on an athletic team, right? And you're like, okay, I'm going to base of my team members. Not everybody gets everything done, but it definitely gives you a little push. And the people that are in our system are just crushing those recruiting. A lot of them are recruiting three to four to five agents a month that are in the system.

And then in between those two week periods, I meet with my anybody that wants to meet with me by phone call, by text, by email, by Zoom, they can hop on a room and we'll talk. And a lot of times they'll say, Jim, I just had a recruiting meeting and I got this objection. You know, what would you say in this situation? How would you handle this? So everybody, you know, takes advantage of that all the time. And then on top of that, we give them a full copy of the recording, give me a full copy of all the notes from each session. And like last week, we jumped into biore representation agreements and buyer presentations.

Everybody shared theirs. And then this morning, I put them out to everybody so everybody can learn from each other's presentations. It's what's happening to. And then every agent that's on the team or in the brokerage gets access to my personal agent coaching, which gives them 20 weeks of coaching for kind of like a boot camp. And then I give them three live coaching sessions every single week. So the agents are getting a ton of coaching within.

and each brokerage as well. Wow. Wow. And then do you have a team that helps you? I do have a team. Yeah, I've got a marketing director. I've got a couple people on my team. I've got a copywriter.

We've got a videographer. So we've got about five or six people. But unlike a lot of other coaches out there in the country, I don't have 100 coaches. The coaching comes from me directly. There's not other coaches people are assigned. Yeah, versus like a Tom Ferry or something. It's not like that.

Yeah. I love it. Yeah. Well, any other last hacks tip for tricks around team building or? Yeah, recruiting and retention. I would say, you know, if you're a brokerage owner or a team leader, your business is a direct reflection of your recruiting talents, right? Right.

Recruiting talent is not a natural, God-given thing. So it's unnatural in a lot of ways. So you have to say, how am I going to get better? What am I going to do to be a better recruiter? Because the number way I'm going to grow my business is for recruiting. And that's the only way I'm going to build profitability or the long haul. It's the only way I'm going to build a long-term business model. So I've got to find a way to get better, whether it's listening to podcasts, reading books,

joining a coaching platform, but figure out a way that you're going to get better and then commit the time to it. Here's the thing. For 2024, everybody is of war with consistency, right? Because you get dragged in a million different other areas that are secondary priorities. Right. And secondary priorities take you away from what's important. What's important for you is every day. recruiting, everyday recruiting. Everything else is a secondary priority. So that's the ultimate thing.

We've got to say our consistency is what's going to win the war. Everything revolves around that. And until you get there, you're never going to reach your full potential. So that would be my message. Yes. I love that. Yeah, I do too. So if people want to connect with you, it's e-realestatecoach.com. Yeah. And if they hop in there, they can they can hop into a free seminar that we just put out called Rockstar. recruiting. It's a two-hour free webinar. They can just sign up, jump in. They're going to get a bunch of text, scripts, emails that they can plug into right away. And then if they want to take it further and actually jump into coaching or just learn more about it, they can sign up for

discovery call and we can have a conversation. Okay. Awesome. I love it. Well, good. Well, Casey, do you have anything else before we wrap up? I do not. I mean, sounds like all the, I don't know, he's got it figured out. I know. Literally. I'm like, it's, We saw the systems. I love it. Yeah. Now it's like anybody can have these systems, but it's like you said, it's the consistency of putting the effort in. So.

So who's going to take advantage of that now, now that you're listening to this? Hopefully. Exactly. Awesome. Well, Jim, thank you so much for coming on. Like we said before, guys,

if you want to connect with Jim, e-reelestatecoach.com. And again, it's Jim Remley. And if you liked this episode, if you didn't like this episode, any feedback on this episode, we'd love for you to not only follow us on Apple and Spotify podcast, but leave a review. Whether it be positive or negative, we're always open to feedback. And we want to do what we can to make this podcast even better. What else? I'm trying to think, oh, follow us on social media. Jim, are you on social media?

Yep. I'm all over social media. E real estate coach, just look for that. You'll see me everywhere. Perfect. I'm going to follow you on Instagram and Facebook. Those are my favorites. Love it.

And click them. Yes. Yeah. And if you're watching on YouTube, please subscribe, hit the bell. I'm Hallie B. McRory on Instagram. That's my handle. And then if you want to follow my real estate page,

it's Empower Real Estate, GRP. And then Casey is at CB Stiers. Love it. Well, good. Well, thank you, everybody, for listening in on this. And we will see you next week for another episode of Realture Hacks, Tips, and Tricks. Thanks, guys. That sounds great. See you guys.