No Broke Months For Salespeople - How to Hire, Train, and Lead Virtual Assistants Like True Team Members

Episode Date: November 2, 2025

What you’ll learn in this episode:The “Scarlett” hiring model: Self-Starter, Competitive, Assertive, Relationship-Based, Learning-Based, Team PlayerHow to interview and rate virtual assistants for long-term successWhy you should never spend your time on CanvaThe 5 core activities of a real estate agent that VAs can help you protectHow to buy back your time and scale your business through leverageLeadership lessons to turn VAs into trusted team members 👉 Don’t miss out! Sign up here:https://link.cpi-crm.com/widget/form/bJZ4NbRp6ZpSVgGoNb4j?notrack=truehttps://link.cpi-crm.com/widget/form/bJZ4NbRp6ZpSVgGoNb4j?notrack=truehttps://link.cpi-crm.com/widget/form/bJZ4NbRp6ZpSVgGoNb4j?notrack=trueStay informed and ahead—join our Shadow Hour Updates today! To find out more about Dan Rochon and the CPI Community, you can check these links:Website: No Broke MonthsPodcast: No Broke Months for Salespeople PodcastInstagram: @donrochonxFacebook: Dan RochonLinkedIn: Dan RochonTeach to Sell Preorder: Teach to Sell: Why Top Performers Never Sell – And What They Do Instead

You're listening to No Broke Months for Salespeople Podcast. In this episode of the No Broke Months for Salespeople podcast, Dan Rochon reveals how hiring the right virtual assistant can transform your business and your life. He breaks down how to find, assess, and hire world-class VAs, why cultural fit and communication matter most, and how your dollar can go further while making a real impact around the world. I want to highlight a bit about how I work with virtual assistants. And so our virtual assistants are genuine members of the team. So we speak face to face on Zoom every single day.

We speak face to face. We actually work in Zoom throughout the entire day. And so our full-time VAs are, you know, they're full-time team members of our business, and they operate in that capacity. And so I'm very, very fortunate to be. able to have them. The behavioral characteristics that you're looking for include Scarlet. Scarlet is what I teach and teach to sell, and it is the behavior that you're

looking for in others to be able to align them with you and your company. So S stands for a self-starter, S in Scarlet. C stands for competitive, A stands for assertive, SCAR, R stands for relationships. L.E. So it's the capital L and the little E, Scarlett, stands for learning base, and then the T stands for a team player. So again, Scarlett is self-starters, competitive, assertive, relationship-based, learning base, team players. And that's who you're looking for in a partner. And you should consider to anybody that you're bringing to your organization, whether they're down in the street, working from your office or across the world working in your virtual office that they are, you know, that they are aligning with you and

that you treat them with value. And your job is to train them and lead them, give them every resource that they need for their success, make sure that you set expectations up front and then you get the hell out their way. And that's the way that's the way that you want to approach working with a virtual assistant. What are some of the things as a real estate agent that a virtual assistant can help you with? Some of the things that they can help you with would be marketing, for things like your open houses, for doing Canva. I don't believe a real estate agent should ever be in a Canva class. I'm sorry.

I'm sorry. I'm sorry. I don't believe that you should ever be spending your time on learning how to do Canva. I just, it's one of my things because it doesn't make you money. So how about you go? You make money and then you hire somebody to do that for you. All right. Other things that a virtual assistant can help you with organizing your open houses,

your listings, coming soon properties, real estate classes. You know, maybe you're doing a webinar, that type of thing. Any special initiatives, any online interviews that you're doing, other things that they can do for you. They can do vlogging. They can do Facebook Live interviews that can help you organize that. They can do inside sales for you, though I don't recommend that you do the inside sales initially, I believe, that that's something you add on after the fact. I've got a bookkeeping company that's in Phoenix, Arizona. I'm located in Clifton, Virginia.

And, you know, so that's a virtual company that's in the United States. So these are some of the different things that you could do to be able to hire and to be able to lead. Let me just take a look. So my, yeah, it is at 2 o'clock today that I'm doing an interview. And I have put in almost zero effort except for a lifetime of learning how to be able to present for that interview. But I put about zero effort into getting ready for that interview. view. I'll take a look at some of the information later today, and I know that I'm well supported for that, and that's what I'll be able to do. So if you are looking at your business

today, and you go back into the four pillars of business, the bottom one is to believe in yourself, and so build the unstoppable business mindset. That's the foundation of your business. And then on top of that comes lead generation. So that's your first floor of your business to be able to find business for yourself. You can do that by prospecting, by marketing, by networking. Prospecting costs you time, marketing costs you money, networking costs you both. When you're starting in business, you should consider doing more prospecting. Of course, you know, if you have an investor that can help you to market and that type of stuff, that's great.

You're going to give up some of your company to that investor, but they'll take care of that stuff for you. So going back, belief is number one. Generation is number two. You can get that by prospecting, networking, or marketing. Number three, or rather, I guess I should say that differently, the foundation is belief. The first floor is lead generation. The second floor is building an organization. So I'm giving you a plan today on how you can build that organization in a way that doesn't kill the, you know, crush the bank. I suppose alternatively to that, you could also instead of going out and hiring. and going through this process you can maybe join a company that already has the support that you're looking for you know a company uh that has lead generation a company that has client care a company that uh that that puts you as a real estate agent so that you're only doing what you're best suited which is go make sales a company like greetings virginia.com just saying anyways this is the pathway to be able to hire virtually the one thing i want to make sure that you understand is i for

years including today i don't consider my virtual staff my virtual staff i consider me the virtual staff why do i consider it that because there's more of them than me right i think we have right now nine full-time virtual staff members and we have just a couple agents okay and so uh and then we have a runner that's that that's uh that's local as well to put up our signs and lockboxes that type of stuff so um so that's the you know that's the structure so if i'm if there's more people that live in you know in Europe in the Philippines than there are that live in the United States who's who's actually virtual I don't know I guess our company is based in United States based in Virginia but the but the majority of our companies is is

actually based in the Philippines and and that hasn't been I've been working with people from the Philippines since 2009 like a long long time back when Skype was the method of communication if if that was uh i don't know Skype you talk about a company that screwed up the pandemic opportunity uh Skype was it and zoom zoom took it took it away anyway so these are some of the ways that you can be able to hire virtually so what are your um what are your thoughts in regards to um in regards to hiring virtually in regards to like hey if when i can be able to position myself so that I can hire a virtual staff member. Now I'm going to be able to then be able to do my job,

which is the five activities of the real estate agents. Break this down if you don't have this internalized. We should all have this internalized because this is your job description. Lead generate, convert the leads to meet with you, go on appointments to get hired and show homes, negotiate, practice your script and role play. That's it. That's your job description.

When you're able to implement your job description more often, then you then have the ability to be able to pay for somebody to be able to support you. When you're able to pay for somebody to support you, now you're able to scale your business or scale your life. It's not just about making more money, but it's also about creating more time. As I grow older, I recognize that time and money, you know, between the two,

time becomes more and more valuable to me. I had a friend that recently passed away about maybe two, three months ago. and he was about maybe only about 15 years older than me, something like that, I would guess. And maybe 20 years. And he worked until the last day of his life. He was a business owner, he owned an HVAC business, a business, and this guy worked 18 hours a day until he was dead. Now, great. That brought him happiness, and I think it did, actually.

I mean, that's what he wanted to do, right? But then, you know, it got me thinking, like, hmm, I enjoy working. I love working. I love it. I absolutely love it. Like, I never feel like I'm working a day of my life. I really, truly don't. And I'm not suggesting that I'm going to not work a lot because I love doing it, yet I do want to be able to have the choice.

I don't want to be like my friend to, you know, I don't know if he had the choice or not. He probably did if I was to guess. And he chose to work, and that's great if that was his choice. me, I don't necessarily have the choice right now. I could maybe stop working and move to a, you know, I could certainly stop working and move to a different country and be able to afford the rest of my life, right? But I'm not so sure if I want to do that. So I'd have to make some choices that I might not want to do to be able to make it work if I just chose to say, okay, I want to choose not to work today. And so I'm not yet positioned to be in that place. So to be able to position yourself to be in that place, you've got to buy your time back, and you've you've got to make more money. That's the reality of it. You could do that by scaling. You could do that by getting the right systems in place.

You could do that by, you know, we're going to talk about more about AI as it develops and how you can use AI in your business, how you can use AI to actually call through your leads. And that's going to be for a short period of time that that's going to be available before, you know, they make it, you know, against the law almost guaranteed, right? Like they can't have a bunch of AI bots, you know, blowing up people's phones. But right now, as long as I do not call this, it's a free game to be able to use AI to make phone calls, right? But I really believe that that's going to be a short period of time. And some people aren't comfortable doing it today, and that's completely fine.

It's a way to be able to scale your business, is a way to be able to leverage using a lot of the tools out there. Either way, even if you're not using AI to make phone calls for you, you should be using AI to be able to create content for you. And better yet, use a virtual assistant or partner with a virtual assistant and set better and have your virtual assistant use AI with your direction and your approval so that they can position you to make you look good. All right. What are your thoughts? What are your feelings about our conversation today? How could you potentially use this in your business?

So first of all, we've got to take our ego hats off. secondly we've got an approach and we also have to take our impatience hat off all right those are the two hats i have to take off at least right like because i wear a big ego hat and i wear a big impatient hat all right just saying and so maybe that's not true of you but but i'm going to say if you're successful in real estate sales or in sales in general you probably have a little bit of both of those and so um so when you're hiring you have to approach the approach it first of all with the anticipation that it's a no right like the odds of you talking to somebody that's going to be a nine out of a ten is almost zero so then what i do is we take the scarlet and i'm hiring basically based off of scarlet so i'll get to scarlet here in a second but before i get to scarlet i look for a record of success so has this person performed at a successful level in a role similar to what i'm hiring for and and when i'm able to say okay they've they've succeeded in a role similar to what i'm hiring for. Now do they have the behavioral

characteristics? I'm going to rate each one of these behavioral characteristics separately. Are they a self-starter? Zero to nine on that. Or zero to ten. Nobody ever gets a ten, but I'm going to say zero to ten. Are they a self-starter? Are they assertive, zero to ten? Do they relate well as to others?

Zero to ten? Do they like to learn? Zero to ten? Are they a team player? Zero to ten. Once I get those behavior, zero to 10, now I'm looking at, do I have eight, nine, and tens on my rating? Because if I don't, then I stop, I stop. I'm not moving

forward. Because what my ambition is, what my anticipation is that I only have nines out of 10 within my organization. I know that I will never get a four to a nine. I can get a seven to a nine if they have the willingness and the skillfulness. But I'll never get a four to a nine. Now, it's up to us as hiring to understand that if it takes you two months and 25 interviews or 50 interviews to hire one virtual assistant and they end up being a nine out of a 10,

I guarantee you that you will be grateful that you took the time to be able to hire them. What most people do in the hiring process, even with virtual assistants, they talk to one, two or three people at most. They hire somebody, and then they expect for it to, work and it doesn't and then they get frustrated and that's the reality and so you have got to treat this like anybody else's business my girlfriend works for a hospital i nova in fairfax and they were hiring a somebody from the nursing department to be able to be that person that would be like just a representative for the families you know someone is is you know and they deal with a lot of bad stuff right

somebody's passing away, somebody's sick, and so they have one nurse that their job is just really just to go have conversations with family members, which I think is a really noble, I think that's fantastic that they do that. And when they were hiring for that role, I know that here's a large organization, a multi, probably billion dollar company, definitely a multi-million dollar company. And they took probably four months to hire for that one role. They went four months without having it filled to be able to make sure that they got the right person in the right person in the role, right? Because, you know, that's the way that companies do things, professional companies that succeed. I know of a health care system is one of the best health care systems, the entire planet. They're probably one of the most profitable ones as well if I was to guess. I don't know anything about that, right? But just sitting there just making a bold, just blank guess with no information, I bet I'm probably pretty close to understanding they are very profitable. So that being said, how do they hire? They take four months to make sure they get it right. That doesn't mean it has to take four months. But what that demonstrates is that that's their commitment to saying, we're going to get this right no matter what. So I encourage for each

one of you to approach your businesses in that way. If you want a step-by-step guide, I didn't have Real estate evolution, this book will walk you through exactly step by step on how to hire, right? Like, but follow all the steps in this book. And teach to sell, I haven't to teach the cell as well, but it's not, it's not like step by step. It's more broad, broad brush jokes, because what I found in writing is that people want less, not more. And so my writing style has changed somewhat, right? So if you want a step-by-step guide on how to hire, real estate evolution, if you want a broad brush joke on like the, the 30,000 foot on how to do it, then that's teach to sell.

Okay, the five things one more time, lead generate, convert the leads to meet with you, attend the appointments to get hired, negotiate, and practice description role play. That's your job description. That's what we start with that. Anything that's outside your job description, you want to move towards leveraging that off. You want to move towards getting systems and people to be able to do that for you. If you're at the point right now where you're one person real estate agent and you have no support at all, then that means you're doing every single thing. And what I recommend for you, if that's you, is just notice when you're not doing one of these five things, which is going to be the majority of your day.

And then as you notice it, then start asking yourself the question, how can I leverage it and get somebody else to do this? And that may mean for another transaction, that may mean that you have to work double time. That may mean that you have to do all that other blah stuff outside your business hours. So your business hours can be focused on your money-making activities. Everybody, I am out of time. In fact, on past time, I want to wish that you have the best day of your life. Be grateful to make good choices, go help somebody. Join me on Monday, and on Monday, the October 13th, where we will be talking about the legacy leadership course.

So we're at that point right now. we're transitioning from building an organization to leadership. Leadership is to be able to teach somebody else how to get what they want. We start that course on Monday. And then, you know, now that you've hired somebody, you've got them in place, now you'll start to learn better leadership tools. And, you know, using the CPI community, leverage that is one of your tools that you can use. God bless you guys.

I'll see you all. I love you. This is Dan Roshan, host of No Broke Months. Do you want consistent and predictable, income with no broke months. My new book, Teach to Sell, by top performers never sell, and what they do instead is being published early 2026 by Simon & Schuster. You can pre-order now at www.com and unlock over $10,000 of free bonus training.

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