These days, you aren’t limited to the area your business is located when looking for great team members. In this episode of the #DoorGrowShow, property management growth expert Jason Hull sits down with Laith Masarweh from Assistantly to talk about how hiring VAs can help you scale your business.
You’ll Learn
[01:34] Creating an Offshore Talent Acquisition CompanyĀ
[09:38] Importance of a People ProcessĀ
[16:11] Virtual Executive Assistants and Operators
[24:57] Finding Your Unicorn
Tweetables
ā”āHaving community and good compensation definitely is going to allow you to attract and have the best people.”
“āIf you are operating your business, you are not growing your business.”
“āWhen you have good people, they help other good people grow.”
“āThe bottleneck is you.”
Resources
Transcript
[00:00:00] Laith: When you have good people, they help other good people grow.Ā
[00:00:03] Jason: 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 youāre open to doing things a bit differently, then you are a DoorGrow property manager.
[00:00:23] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think youāre crazy for doing it. You think theyāre 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. Iām your host, property management, growth expert, Jason Hull, the founder and CEO of DoorGrow.
[00:01:04] Now letās get into the show.Ā
[00:01:07] All right. So my guest today is Laith. Laith, tell me how to say your last name. So I donāt butcher it.Ā
[00:01:13] Laith: Itās all good, man. Itās Masarweh.Ā
[00:01:15] Jason: Masarweh. All right. Laith Masarweh. And awesome to have you here on the show. So in this episode, weāre going to dive into the power of offshore talent, explore how businesses from startups to fortune 500s can unlock exponential growth.
[00:01:31] And you run a company called Assistantly. Which Iāve heard great things about. You came highly recommended by one of my mentors, Sharran Srivatsa a, who runs a multi billion dollar real estate company called Real. And so tell me like a little bit about your background.
[00:01:48] Howād you get into this? How did you get into entrepreneurism?
[00:01:51] Yeah.Ā
[00:01:54] Laith: I mean, I think I always had the entrepreneur inspiration since I was a kid. My dad always had like a small business that he was running and, you know, it made me want to be an entrepreneur from a young age.
[00:02:03] He used to have me working in the grocery store shop since I was eight years old and it was cool to kind of develop, I guess, my like interpersonal and just learning more about the business at a, you know, such a young age and, you know, I knew I wanted to start my own business. I didnāt know what I wanted to start it in.
[00:02:18] Of course, you know, I attended Chapman University. I went to the business school. I thought I was into like virtual reality and tech. Didnāt really know what my fit was. Got into corporate after college. I knew that wasnāt a fit, even though I tried it. Didnāt really work very well and then I started a real estate marketing company here in Orange County, California where we help agents, brokers whether youāre residential, commercial, property management you know, we just have done whatās like real estate marketing needs and during the pandemic, we got extremely busy and You know, we couldnāt, thereās too much demand and our team was super small and somebody was like, Hey, you should hire a virtual assistant.
[00:02:53] And I thought that was like an AI robot and I didnāt understand what that was. And I never learned about offshoring in college or any of that kind of stuff. And I got introduced to somebody thought she was local. She ended up being in the Philippines. I was like blown out of my mind because Iāve actually been working with her for years thinking she was in Irvine, California, but she was actually in the Philippines the entire time.
[00:03:12] Our time I had, you could not tell any difference. And then I kind of got the spark in my head and I go, man, I work with so many real estate professionals, you know, and theyāre always asking me for help, whether itās administrative or operations or marketing. And I, you know, when I asked this girl, Hey, how many people are highly skilled, great communication skills, you know, looking for employment, like you? And she goes, I donāt know, maybe like hundreds of thousands. And I said, hundreds of thousands, thereās hundreds of thousands of talented people like you? And she goes, Oh yeah. And it kind of just clicked in my head. Iām like, Oh, People need this and it canāt just be me.
[00:03:45] And I pretty much started Assistantly 45 minutes after learning what offshoring was didnāt know anything about it. And Iām just like, let me go, you know, Iāll send it and kind of see kind of test it out, pilot it with a couple of my, you know, people in my network. And four years later, here we are.
[00:03:58] And we started this obviously real estate, property management, law, tech, healthcare, finance, a little bit of everything.Ā
[00:04:04] Jason: Yeah. All right. Awesome. So, so letās get into this. I mean, thereās a lot of challenges that people have with this and everybodyās had, I mean, a lot of property managers have tested the waters of working with, you know, VAs in the Philippines or maybe Mexico and thereās kind of mixed feelings about how thatās gone. If youāve done this at all, youāve had some bad experiences and maybe some good ones. And so it can be really difficult. And so youāre kind of at the mercy, if youāre using a company like yours or some third party company, youāre kind of at the mercy of their hiring process to some degree.
[00:04:43] And some of these vendors that provide VAs have better hiring processes than others. Some of them, you know, they all claim, Hey, weāve got amazing talent or they all might sound American, you know, but then you end up kind of getting somebody that has a heavy accent. They arenāt showing up, you know, on time or they just disappear and ghost you because theyāre non confrontational sometimes in the Philippines or some of these sort of issues, and Iām sure you see, you see some of this, right.
[00:05:13] How do you kind of do things you think maybe differently at Assistantly versus some of these other players in the marketplaceĀ
[00:05:22] Laith: Yes, itās a great question, you know, obviously I started off, you know, really when I got into the industry I started hiring these people on my own whether theyāre from like people going to the upworks or the fivers of the world or like job boards and to like Interview a whole bunch of candidates to understand where theyāre located in the Philippines.
[00:05:38] Like what type of equipment do they have? You Internet connection speeds. Do they really have that much experience? You know, because people obviously, whether youāre US, Philippines, anywhere, they will always oversell on an interview or a resume. Thereās a lot of things that we do on like on our end.
[00:05:52] So like, number one you taught me this and I think we had a conversation when we were, when I met you in Franklin about like that job description is so important when sourcing somebody, right? You know, everybody obviously wants a job, but you want to essentially attract people that are like, you know, thatās their zone of genius, and theyāre passionate about it.
[00:06:10] Thatās why we actually follow the four Rās that Jason taught us a long time ago. And itās something that we actually, itās really important. The first step is crafting the job description to compel to candidates. So theyāre actually passionate and interested about it. So thatās number one, filling that top of the funnel.
[00:06:25] Number two, thereās, you know, thereās obviously a series of interviews. You canāt just have one interview. We did multiple interviews. But like, I think obviously experience matters, of course. Like I want people that are mid to senior level that know what theyāre doing. If theyāre in property management, you know, I want, you know, helping with like property admin stuff, tenant communication daily operations through Appfolio.
[00:06:42] Like I look for those types of things, of course. But also like, whatās really important to me is like, when working with the client, like, you know, your personality and your culture is very different than my other, you know, than client Jamie or client James. Right. And I think thatās very important when finding the right match.
[00:06:58] And we do like a personality culture assessment that we built ourself to essentially line them up with like whatever role, whether itās an admin operations or marketing role to really understand what type of person they are, but like beyond just their experience. We also verify references like, right.
[00:07:12] You know, because again, people could say, Hey, I worked somewhere for seven years. How do you know that? Right. You know, I put, I see people put like they went to Harvard on there. I mean, how do I know they went to Harvard? And itās those things that youāve got to cross check, call references. I think thatās super important.
[00:07:27] But then we also vet out like equipment. Do they have 2020 and newer equipment? Because thatās a big slowdown in the Philippines and like Mexico and a lot of these countries. When people go, my team member is so slow. Well, their equipment is from 2002. Like, of course, itās very slow, you know, or their internet connection is very slow.
[00:07:44] Like, we vet out those types of things, which I think are very important. You know, so between like the job description, the interviews, the proprietary personality assessment, the reference checks you know, weāve obviously sourced for these positions thousands of times, so like, we really know what makes an A level player slash we call them unicorns here at Assistantly. Unicorn meaning theyāre rare, not meaning they can do everything, you know, in the kitchen sink. But like those are things that we go kind of, you know, beyond our measures. Plus, like also one really important thing, whether you hire from us or you hire offshore is itās not just compensation that matters.
[00:08:14] Like we, we give the highest compensation in the industry. But people really want a sense of community. Thatās what we built out a system where they feel supported, they feel loved, they feel cared for, we give really good benefits. And thatās why like our retention is like, I think Iāve maybe what in four years, thereās been like two people who leave.
[00:08:31] And you know, and that was just for family emergency, not because they didnāt like their job. So, but a couple of things to know.Ā
[00:08:37] Jason: Yeah, I think thatās really powerful. Having community and good compensation definitely is going to allow you to attract and have the best people. Yeah, and you mentioned like R docs like for us. Yeah. I got the four Rās concept I got from one of my mentors Alex Charfen and then I started adding more Rās to it because I was like this is I like And like, like the most significant, Iāve talked about this before on the show for those listening when hiring to attract the right personality type is this resonate section at the beginning where we describe the personality that would naturally love doing this. So that they can resonate with this, they read and go, Oh my gosh, thatās me, which is way better than somebody going I would be willing to do this if you pay me enough, like, you know, thatās a very different type of team member. And I think this goes back to regardless for those listening, I think anyone that is going to use any sort of company to collapse time on hiring, eventually every business needs their own hiring process internally. Even if I use Assistantly or other companies to get a team member, Iām still going to put them through my stuff, my process because I trust my process. And this is one of the things we do at DoorGrow is help our clients install a really good hiring mechanism. We just had a client come on board who was a past client. Weād helped clean up their branding, website, and now heās like at 200, 300 doors or something. And he just had total team turnover twice in the last six months.
[00:10:06] Heās on his third team in a six month period. And before that he said, life was amazing. He had this great virtual team. He had this person that was like trained or educated as a lawyer that was running everything. And then he lost that person. They went and found an actual law job. And then chaos started to ensue because he realized that person was so great.
[00:10:25] They were carrying the entire team. And then he had no mechanism for knowing how to effectively hire or replace a team quickly. He had no real hiring machine. And what Iāve noticed, even in the largest companies, Iāve talked to people I talked to a guy the other day with 800 units, loves his business, doesnāt want to change anything super comfortable.
[00:10:45] And then I asked him questions about, you know, people, planning, and process, you know, what we call our super system. And he realized he didnāt have a hiring mechanism and I could tell he got scared, like, and you know, people donāt realize theyāre vulnerable when it comes to this, but theyāve built their team usually through a decade of Russian roulette.
[00:11:04] And they finally have a great team, great culture. Heās like, Iāve got great team. I trust them. Great culture. Iām like, cool. If you lost one of those key people, what would you do? You could see like panic sets in, right? Heās like, well, yeah, I donāt know, I guess. And so, I feel confident in my own business.
[00:11:19] Even though everybody on my team, I feel like is like really great culture of it. I really care about them and theyāre really important. Some of them Iāve had a long time. If I lost any one of them because I have good process documentation, I know that I could get somebody else in to do that work pretty well pretty quickly to do the job.
[00:11:40] But I know even more than that, I have way more safety and security and confidence as an entrepreneur. With the business because I know because of my hiring process I could get the right person relatively fast like within at least 30 days. I could have somebody else in play to be doing that may be as good at their role or better because usually if I lose a team member, itās because they kind of either the business outgrows them or theyāve outgrown the business, but thereās like, theyāre no longer that culture fit maybe.
[00:12:11] And then they leave, which is cool. Then I can go find somebody thatās even better. And I, over time at DoorGrow, either my team members have leveled up, like Iāve had Adam for over a decade or I level up the team members like by getting new ones. Yeah.Ā
[00:12:27] Laith: Well, thereās different people for different phases of growth, right?
[00:12:30] You know, you get to the zero 1 to 5 million, you get to the 10 million, you know, weāve changed our team and itās evolved. I mean, Iāve had people that have been with me since I started instantly, but then there have been people like client success I think we should upload this position maybe with somebody with an ops background because they understand the client a little bit more.
[00:12:47] And I just did that recently and Iām like, Oh my God, game changer. Like, you know, client success, having an ops brain, they can go and help our clients and say, Hey, you should think of things very differently. I also think like a misconception, like talking about the your example, because like one.
[00:13:00] You know, one person left the whole team crumbles. If that ever happens and you have the wrong team, right? Because people, you know, I have people that will say, you know, like 20 percent of your team members make 80 percent of the work. I go, maybe at your company, not mine. I go a hundred percent of my team members make a hundred percent of the work.
[00:13:16] Why would I have 20? And you know, the magic, I tell my team, Hey, just 20 percent of you guys are making pretty much all the work very consistently. Everybodyās like, what the F am I doing here? Then if those 20 percent are taking over the work, like thatās not. Thatās a misconception. Of course you have A level players, but, you know, and I always talk to our internal team about it.
[00:13:32] Iām like, Why do we have an A level department here, but a B level department here, but then a C level department here? Like, why canāt we all be A level and working towards the same goals and help each other, you know, collaborate. And I think like finding A plus players, theyāre not easy to find. But like A level players can also help those, letās say B level players become A level players.
[00:13:50] Like thatās like, thatās part of it. When you have good people, they help other good people grow. And I think thatās like a huge misconception. Itās like, I have this really good person, but then like, I was here, but like the rest of my team is like, okay. Iām like, then you got to switch out your team, you know, keep your A level player, but then you need other A level players.
[00:14:05] Cause like, if youāre at 3 million in revenue, like you should be at seven and a half million with the right team, you know, and I see that even with my own thing is like when I switch out somebody, whether itās ops or client success or recruitment, I do this all the time. And I up level, Oh dude, like, Iām like, man, this is what heaven and unicorns and rainbows look like.
[00:14:23] You know, I donāt even have to worry about any of this stuff. Theyāre just taking care of it. They own it. And thatās where like the zone of genius comes in. Yeah. Yeah, because you want with that resonate section, right? You want people to be like, thatās me. I want to work there so bad. Like, thatās exactly what I want to do all day.
[00:14:39] And people are like, really, you want to go through Appfolio all day? Like, thatās what you want to do? And people were like, yes, I love Appfolio. I want to go through leases. I want to go, you know, coordinate with maintenance requests. Like there are people like that, that just because you donāt enjoy it, which I donāt blame you, youāre an entrepreneur, owner, founder, whatever you are.
[00:14:56] There are people that are like, thatās my bread and butter. I got it. Itās easy for me and I like to do it. And like that zone of genius, like if you could find people that go, Iām passionate about it, it energizes me, it makes me feel good. Thatās how you get A level players. Not somebody thatās like, Iām good at it, but itās like a vampire sucked in my tongue.
[00:15:13] Jason: Yeah, I call that them being a personality fit. Like if theyāre the, they resonate, theyāre the right personality fit for it. If theyāre the right culture fit, theyāll believe in you and be inspired and want to support you and work for you. And then thereās the skill fit, which really is, do they have the intellectual capacity to develop the skill or do they already possess it?
[00:15:31] Right. Not everybody can have all three, you know, and if they canāt have all three, theyāre not really going to be a great executive level team member that you can trust to think or make decisions. So then they become, maybe they could be people as process. Like theyāre like a robot, just do what I tell you to do.
[00:15:46] So, and this may be a perception. Is everybody is Assistantly, is it all Filipino hiring? Where is talent sourced from this?
[00:15:54] I guess my question.Ā
[00:15:54] Laith: I got you. So externally, itās Philippines and Latin America, Argentina, Colombia, Mexico, and then the Philippines is our talent pool. Iāve also sourced from like Eastern Europe and different countries, but the Philippines and Latin America are typically the two talent pools in which we pick from.
[00:16:11] Jason: So one of the things Iāve noticed thatās a challenge in the property management space for those that are listening, I think thereās one of the things Iāve noticed is that itās really common for entrepreneurs to be miserable in their own businesses, have an entire team, and not have an assistant for themselves.
[00:16:28] And itās really mind boggling to me that they build an entire team around themselves and they donāt support themselves and they donāt have an assistant. So my usual recommendation is their first hire should probably be an assistant. It doubles their capacity immediately and allows them to be more effective at whatever theyāre doing.
[00:16:47] And so thatās kind of that first little bridge. I think a lot need to build in order to get to the next levels. They just need an assistant. Maybe around 50 units or something, they need an assistant and that allows them to get to another level. And then the next major, the most important hire that any of these property managers that are visionaries or entrepreneurs could bring into their business would be an operator because this is kind of an opposite personality type to the business owner.
[00:17:13] Business owners like to create operational systems, but they donāt like to run it. They donāt like doing the details they donāt like running the planning meetings or you know running the hiring system or building out process documentation. Thatās not usually the most fun For the entrepreneurs and itās usually thatās all the stuff on their to do list that theyāve been avoiding for like months Itās been on their to do list.
[00:17:35] I got to do this. I need to do this And what they really need is an operator or an operational person now It can be challenging to find good operators, especially when youāre trying to You offshore and stuff like this because youāre needing somebody thatās a high level of intelligence. Theyāre not going to be this person is process thatās just going to follow a to do item list. They need to think they need to make decisions. Is this something that is possible through Assistantly or through offshoring? Is this something youāve been able to do even in your own business?Ā
[00:18:05] Laith: Yeah, I mean, Iād say our three highest requested positions are executive assistants, operators, and marketers, right?
[00:18:11] And thatās typically what I see. And I say, donāt get an EA confused with an operator. And I think a lot of people try to, like, kind of intertwine those roles. Theyāre completely different. You know, so when somebody goes, well, I want an EA that has ops background. Iām like, no, what you need is an operator, and then you need, you know, you need an EA.
[00:18:25] So EA, then operator. Thatās how I recommend, very similar. Talking about the EA, and then Iāll get into the operators. So. EA, by far, is the number one hire for you, because like you said, it opens up time capacity. Itās funny, Iāve been pitching EAs for four years, it took me three years, I hired an EA not too long ago, even though thatās like, you know, what I pitch.
[00:18:44] And Iām like, holy shit, dude. I go, Iāve been pitching this. Why havenāt I had an EA? Oh man. I mean, like Iāve added to her plate for the last, who knows how long, but I mean, from like, if my email inbox every day is at zero, my calendar is always organized, you know, I have research on all my prospects.
[00:18:59] I have research on all my meetings before like all prepped ready to go before I get into for the day. All the follow ups for me when, you know, when I talk to a client and Iām trying to close a client on a strategy call, for example, they think it comes from me, it comes from Angie. I donāt do any of that stuff.
[00:19:14] She creates the portal, she follows up with the client, she nurtures āem, they close. I donāt do anything. She, you know, engages with my LinkedIn for a couple hours a day. She helps with my post writing. She helps with the blogs. She helps with the case studies. She helps with the reviews. Sheās unbelievable.
[00:19:28] And these are all the things that I used to do on my plate, especially that like sales component of like client communication. Dude, that used to take me hours a day, like at least two to three hours a day. Like for me to free up two to three hours a day in my own capacity to go focus on strategy and vision, infinite ROI for me.
[00:19:44] Right. So like EAs, like, you know, email calendar management, you know, client prospect communication, CRM management, you know, obviously some light marketing, like light marketing tasks. And then also helping with your personal stuff. Like I go to a lot of conferences, Iām sure you do too. Masterminds, all that kind of jazz, like booking flights, itineraries, hotels, like, All that stuffās taken care of for me.
[00:20:05] I donāt ever have to worry about it. I check in. Iām in like the first 10, like I check in right at the time. Iām like always in a good seat. I, you know, so that always works out super well. So like, those are just some things in EA can do.Ā
[00:20:16] Jason: Yeah.Ā
[00:20:17] Laith: That I think like number one hire for like both personal and business get like EA, it will change your life.
[00:20:22] Itās a highest requested position, probably like in the United States, Canada, New Zealand, Australia at the moment is an EA. Like if you donāt have an EA, I donāt know how, like youāre just doing everything on your own and then youāre just going to throw it out.Ā
[00:20:35] Jason: Yeah. I love not having to ever look at my email.
[00:20:39] Itās like my favorite. I like email is the email and having to like calendars and checklists and like these things are the bane of my existence. I love building things, creating things and being able to like coach and support people. And so for me to be able to stay in my area of genius and not have to do the stuff that I donāt enjoy, I think it, I think as business owners, we often make the mistake early in the entrepreneur journey of believing that because weāre the business owner, we have to be miserable or we have to do certain things like, Oh, well, Iām the business owner.
[00:21:15] I have to do my own email or I have to do the accounting piece or I have to do sales or whatever it is you might not enjoy doing. And the reality is you donāt have to do anything if youāre king or queen of your business. You really donāt have to do anything that you donāt want to do If once you build the business up to a size where you can build an entire team around you But we usually build the wrong team because weāre showing up consistently as the wrong person in the businessĀ
[00:21:42] Laith: Well, I always say, the bottleneck is you.
[00:21:44] If you really look at it youāre the one, you know, youāre the one controlling everything. I mean, like youāre saying that I got to respond to emails. They donāt have my tone of voice. You know how people are going to not think itās me. Really? What? Why is that? I mean, do you look a couple of responses?
[00:21:56] I mean, I even had my EA use Claude AI, she mapped, she got my tone dialed in. So if itās emails or blogs, or any of the social media posts, even my LinkedIn and comments and engagement, like people think itās me, she matched it through ai, like sheās AI enhanced, like, and I have all that training I give to people on for EAs.
[00:22:15] Hey, you want your EA to sound like you? I have it like, here it is. Make it easy for you. Yeah. Thereās no there, thereās no excuses there. Getting into operators, ācause like thatās like, well, okay, ea I get it, theyāre an assistant level, but like operators, thatās a high level role. What does that look like in the Philippines or you know, Latin America?
[00:22:32] You can find a good operators, right? But again, operators are different than EAs in the fact weāre like, they think of things very macro. They look at the business as a whole and see like where they can streamline things, where they can fill in gaps, where they can like stop the leaking of the holes. They love implementation of systems, implementation of processes, like they like to tweak that kind of stuff and especially property management, you can find really good, you know, operators, like even, I know, again, Iām going to use Appfolio as an example, or whatever, you know, thereās a ton of tools out there like you should never be in your tools and platforms.
[00:23:04] You should have your operator managing the day to day tasks in your, you know, because thatās the whole idea when you hire somebody in offices and manage those day to day things in your business so that you donāt have to deal with it. If thereās a fire should be your operator that, you know, it should be that type of person to like, Hey Iām taking care of this.
[00:23:19] Iām working on the day-to-day type of things. This is kind of high priority. This is medium priority, this is low priority. You know, because when youāre operating, if you are operating your business, you are not growing your business ācause youāre the one operating it, right? Like, thereās no way you can grow from 50 doors to a hundred doors to 300 doors.
[00:23:35] I talked to the guy in Baltimore who just, heās a property management client. But he just came on and he is like, dude, Iām at like 800, 900 doors. But I canāt get past a thousand. And Iām like, why? And he goes, well, Iām like working like 18 hours a day. Iām like, why are you working 18 hours a day?
[00:23:50] Right? Because heās like, yeah, heās like, well, Iām pretty much the property management of a lot of these things. Yeah. And Iām like why donāt you just hire somebody ? Heās like naming the tasks, right? Of like, Iām like looking at it like, you know, pre qualifying leads and day to day operations with, you know, interactions with tenants and helping with the maintenance and responding to those maintenance tickets and scheduling the payments and, you know, all that kind of stuff. And Iām like, youāre doing those for your clients? Why are you doing those for your clients?Ā
[00:24:16] Jason: Yeah, thatās like frontline level work. Thatās like the first exit to make in your business is to exit the frontline work.
[00:24:22] Yeah.Ā
[00:24:22] Laith: 100 percent and Iām like, just have somebody like, and thatās what Iām saying with the whole operator. Cause like an EA is for you, an operator for your business. Thatās the difference, right? Like thatās, you know, EA for you, operator for your business. And if you have yourself taken care of and you have your business taken care of, are you telling me you donāt have capacity to grow your doors and scale and, you know, get to the revenue targets?
[00:24:42] Like thatās obviously like, once you have those two dialed in, you got time back, you know, youāre looking at things, just you know, plugging in where you, you know, you need to, but itās not so much the day to day anymore, which is thatās where you feel actually a sense of freedom.
[00:24:56] Jason: Yeah, no, I love it. I want all of my clients to get an EA. We surveyed them and we were really surprised how few of them have an assistant. I was like, this is what we teach, but itās hard for them to justify. And they also are their control freaks in the beginning. And itās difficult for them to trust.
[00:25:13] But once you have somebody that is a good culture fit, a good personality fit, a good skill fit, itās easy to start to let go of things, itās easy to start to trust. But before that, you shouldnāt trust and thatās the mistake, theyāve probably been burned, they brought in the wrong person and they tried to maybe trust and you canāt, like, youāre not, thatās stupid, youāre not supposed to trust people that you shouldnāt trust.
[00:25:36] Laith: And it takes, I mean, look, like Iām a full, honest and transparent person. Like sometimes it takes a couple of people to find your unicorn, right? Like I always say, you go through a couple of donkeys and zebras to get to your unicorn, right? Like it happens like, you know, is your first hire, like when you, whether itās local or offshore going to be your ultimate 10 year hire? I donāt know, maybe, you know, hopefully, but maybe not.
[00:25:56] And then you hire somebody else. Like Iāve been burned. Of course. Like Iāve hired you a Filipino and youāve been burnt, but then you find like an Adam, and youāre like, dude, this guy is like Lord and Savior to me. I canāt function without this guy. And you have to go through the process, you know, because like, again, you being the bottleneck, if you donāt just, you got to, itās like rep, you got to keep doing it until you find the right person.
[00:26:16] Then you, when you find the right person, youāre like, this is it. Weāre going to grow. Thereās no way we donāt.Ā
[00:26:21] Jason: Yeah, absolutely. So, what should people know about, well, what can they, what should they expect to spend to have a really good operator? I mean in the U. S. youāre looking at like 60 to 80k minimum, right?
[00:26:37] Minimum to have a decent operator by a year. What if theyāre using maybe Assistantly or going, you know, to these other countries, what? Whatās sort of the cost savings for those that are like, man, the operator sounds like a dream. How can I get one?Ā
[00:26:51] Laith: Yeah. And it operator obviously depends on where youāre located.
[00:26:53] Of course. Letās say like I even like you find an operator in California, youāre spending like probably six figures you know, depending obviously where youāre located, but like, you know, letās say the average is. Letās just give an example. 75 grand, right? You know, like with us, and itās that 75 grand, you got to take care of HR, payroll, taxes, benefits, typically.
[00:27:12] With us, youāre typically spending between 30 to 36, 000 for the year. So itās pretty much half. And then we take care of all the HR, payroll, benefits. You donāt have to worry about any of that stuff. Taxes, compliance, all that jazz. And then itās a write off for your business. Itās like a software write off, which makes it even super attractive.
[00:27:28] So, the fact that we will source, really great candidates for you. We will help you obviously interview because I think thatās super important. Like, again, like Jason mentioned, everybody has a different process. You want to ask them questions according to you and make sure itās the right fit.
[00:27:41] Then we will onboard you, but then we also manage them on a day to day as well. You know, making sure the clock in it. highest level, keeping them accountable. And we keep track of all that stuff on the backend. So that performance success on the talent side and the client side is, you know, part of our managed solution.
[00:27:55] You know, and if anything doesnāt ever, you know, for example, you hire Kate, after eight months, youāre like, Hey, you know, I want to try somebody else. Itās we offer a free replacement guarantee. We can switch out people as easy in 48 hours as possible. So, The cost savings, itās half. Thatās why people do it.
[00:28:09] So, you know, even the guy from Baltimore, he goes, so youāre telling me I can hire two people for the price of one?Ā
[00:28:14] Jason: Yeah.Ā
[00:28:14] Laith: Iām like yeah. You can hire essentially two virtual property managers for the price of one. Thatās exactly what Iām saying. And then I, and then we take care of all this stuff on our backend.
[00:28:22] And so now his team can double the way he wants to, and he still gets that stuff taken care of on his plate.Ā
[00:28:28] Jason: Yeah. Very cool. All right. Well, Laith, awesome having you here. I think everybody listening should reach out to Assistantly if they donāt have an assistant yet, and get an assistant. I think we have a special DoorGrow code or somethingās set up with you guys I believe that they can use. Let me see if I can find it here in our vendor database. But yeah, Iāve heard great things about you guys from others. And I think itās, you guys would be a great company for people to go with. Yeah, so our clients get a 10 percent recurring discount on their subscription if they use our links.
[00:29:03] So weāll make sure and throw that link out to the marketplace if people are looking for it. On our podcast episode, when we post this and yeah, and check out Assistantly. Well, whatās the easiest way for people to get in touch with you besides that?Ā
[00:29:17] Laith: Yeah, I mean, I mean, my email is Laith@assistantly.Com if you want to reach out to me. Itās LAITH@assistantly.Com if you want to reach out to me directly. Otherwise, our website assistantly. com you can book a call. It typically gets routed to me or my team members. Itās a great way for us to kind of have a good 30 minute strategy session where weāre going to outline the role, the responsibilities.
[00:29:37] Take all your blame dump of like, this is making me frustrated. I donāt want to do this. I need help with this. Like, we take all, like, just, you literally come. You donāt got to come with anything. You come, you just vent, we take it, we organize it, and we say, hey, how does this look, you know, for the job description?
[00:29:51] According to the RDoc, essentially, right, template, how does this look? They go, great. And then, We can go head on accordingly. So we make it super easy for you. I mean, from you just brain dumping to us putting the JD to getting candidates to onboarding, like you sit back, relax, you take care of all that stuff off your plate.
[00:30:06] So, any way I can help, Iām just here to support.Ā
[00:30:09] Jason: Awesome. All right, Laith, appreciate you coming and hanging out with us here on the DoorGrow show and excited to do more stuff with you in the future.Ā
[00:30:17] Laith: Awesome, Jason. Appreciate you, my man.Ā
[00:30:20] Jason: All right. So, if you are a property management entrepreneur and youāre wanting to grow your business ,add doors, youāre struggling with operational stuff, you want some systems and some processes and mechanisms and an operating system, planning, people, process systems installed in your business.by an operator, you want some help getting these things in place, reach out to us at DoorGrow. We can help you with that and then you can leverage, you know Assistantly to get the bodies get the people that can really make the difference but you need to give good people good systems and good training and this is stuff that we can help you with here DoorGrow supporting your operators, weāve got a call just for operators that we do every friday and we have a call every Wednesday for BDMs.
[00:31:02] And this is how weāre helping grow and scale companies rapidly. And if you want to be part of that rapid growth and be around other cool entrepreneurs talk to us about joining our mastermind and weāll see if youāre the right fit for the group. So until next time, everybody to our mutual growth. Bye, everyone.
[00:31:17] 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!Ā
[00:31:44] 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 todayās 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.
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