Hello, everyone. If you guys want to start to drop in the chat where you’re joining from, maybe a little bit about you, the size of your brokerage, anything along those lines, we’d love to hear from you and keep this super engaging. My name is Bella. I’m from the marketing team here at Inside Real Estate. As people continue to join, I’m gonna kick us off with a quick intro and a few housekeeping items. Whether you’re already familiar with our products or this is your first look, you’re in the right place. You absolutely do not need to be a Bullet Trail user to gain insight from today’s session. But a quick Bulltrail snapshot. Bulltrail is our AI powered productivity platform to help brokerages, teams, and agents generate more leads, close more deals, and this is all within one connected system. Just some quick housekeeping before we get started. We are recording today’s session, and you’ll get this recording afterwards, so keep an eye out in your inbox. If you experience any sort of technical issues throughout today’s webinar, just drop it in the chat, and we’ll try to help you where we can. And like I mentioned, we do want today’s session to be super engaging. So if throughout the webinar, you have any questions, just drop them in the chat, and we’ll answer throughout as well as leave some time at the end to answer the rest of the questions. And towards the end, I will be launching a quick poll, and your feedback means a lot to us. So please answer that if you can. And with that, I’m going to introduce Jay Teresi with over twenty five years in residential real estate. Jay has helped brokers grow across markets nationwide, specializing in recruiting, retention, and scalable growth strategies. He’s led large regional brokerage operations with over a thousand agents and most recently developed Old Trail Recruit, a platform built to power consistent year round recruiting and coaching. Today, Jay is going to challenge how you think about recruiting and show you how to build a system that works long before an agent ever signs. So with that, Jay, I’ll kick it off to you. Thanks. Thanks, Bella. Can everybody hear me well? Good. Good. Well, thanks for joining today. As I mentioned, if you saw the promo clip video, recruiting is my favorite conversation. It is the lifeblood of a brokerage. As I look at it, it’s a core function of your business. It really has to be that. And I know, having worn all your hats and been in your seat, I’ve scratched recruiting off my list day in and day out, try to figure out another way to do it tomorrow. I’ve I call myself the Thomas Edison of recruiting because I now know ten thousand ways how not to recruit, and that’s where really where I came up with developing the software to find something that’ll help me manage the process. Because, ultimately, recruiting does solve all problems for a brokerage. It’s the truth. If you’ve got struggling if you’re struggling with retention and you’re recruiting, that solves that. That it challenges that. Why are people coming if I’m unhappy? It makes every one of those scenarios manageable. And one of the things that drives that idea that you really need to have a plan in place and do it all year round is that it it’s not cyclical. It’s not agents don’t move. I don’t know if you saw if any of you saw there’s quarterly reports we’ve we’re doing for a while and still doing that. Talk about agent migration. And just like our business, depending what kind of part of the country you’re in, you know, maybe in the northeast, you’re gonna have that November, December, January, February with fewer closings. Well, the same is true of agent migration. Agents move at different times of the year in different parts of the country. So in the northeast, yes, it’s usually the the fourth quarter into the fur the early first quarter. In in the west, it’s usually the first quarter. But that’s a percentage of the people. So people move all year round if we’re having the right conversations. And they don’t you know, agents don’t move just because when we decide to pick up the phone. So if you just happen to have some time that day, you pull a list, you start calling people, it doesn’t mean they’re gonna move because we make the phone call. It’s a process. You know, the the idea that every agent moves at their own pace, and each of those conversations, even if they start the same way, even if you have five identical agents in production, maybe they’re at the wrong place, they’re struggling in the current market, you make that initial outreach. Every one of the wage of of those agents will move at a different time. And that could be for all those variety of reasons we we’ve probably heard, all the objections. I have five pending, ten pending deals. My broker’s gonna knock my commission down if I leave now. Are you willing to make that up? You’ve got all the reasons like we hear from buyers and sellers, marriage, divorce, graduation, family members I’m taking care of, whatever it might be. All of those things. Now while they’re valid, all of those things can be alleviated through that trust that you earn throughout the process. If there’s more of a fear of loss by staying where they are, all of those things go away because you’ve solved their pain point. You’ve showed them that there’s a comfort level making the move and doing it now because if I the longer I wait, the more it’s gonna cost me. And so the fact that agents don’t move at the same time, it it just shows that you really have to have something in place all year round for all those reasons. So it it kinda goes to that conversation, right, that you really can’t wing it. And over the years, I’ve developed the the ideas and things that made recruiting more effective, more consistent. And there are these real these bullet points. You need to have all of these part of your overall plan for recruiting to really be successful. And recruiting goal. I mean, it sounds easy. Everyone does it. I wanna grow by x, by y. I wanna get ten agents. Well, I think if you’re more deliberate and intentional about it, and you can see I put in a a formula, that’s your annual growth goal equals your current agent growth and their productivity plus recruiting. Sounds simple. But it and then I’ll talk about it in a in a little while. But, really, you can’t have a goal unless you know what your current agents are gonna do. So it goes back to last fall, getting ready for twenty twenty six. Did you or or will were your agents willing to meet with you, every single one of them, and do a business review from twenty twenty five and put forth goals for twenty twenty six? If not, why not? And we’ll touch on that later. But, really, for simple math, if you have a group of agents doing ten million dollars and you meet with all of them and they say for twenty twenty six, they happen to all be comfortable. They wanna they wanna hit their goal again. So collectively, they wanna do ten million dollars in sales. Well, if you wanna get to fifteen million dollars, what’s your r? You’ve gotta get five million dollars in recruiting. So the you know, doing your current agent per agent productivity and company aggregated goal of your agents is that current goal plus what your recruiting is to know if you wanna hit your goal. Now that r, remember, if you if it if that number is five million dollars in agent production for recruiting based on your model, remember you’re not gonna get that whole five million dollars throughout the year. If you recruit somebody now, it’s already February. If they’re a a a two million dollar producer, maybe they’ve already done some deals. So that’s gonna accrue across the the the year. You might have to do six million to net five million for this year if you you follow the math. But that’s the importance of really starting with a goal. What do I wanna get to? Because anything you measure, you can manage. And if you start with that goal, then now you can start building that plan. And a recruiting plan is not the same for everybody. There are lots of different models out there. There’s lots of different structures, and and that’s fine. This is the recruiting is brand agnostic. Not every agent belongs at any one company. And the truth of the matter is good recruiting means you’re showing someone they’re at the wrong place by delivering a better value proposition for what they particularly need for their business. And that could be as simple as, you know, what model am I, what production am I doing, and relative to where my office or or market area is. And I wanna look maybe it’s a I’m an alternative model of a hundred percent shop, and I just charge a simple transaction fee, blah blah blah, whatever your your structure is. You might then look around your area and say, who isn’t doing that, And why aren’t they? And what agents in that company are in the right production range where a conversation with me can show them they can do better moving to my model? So you really have to identify in that plan. And I’ll, again, I’ll talk about it, who you are and what what your value prop is versus what you’re recruiting from. And that then brings it to your budget. Not a lot of people put a recruiting budget, but it it’s things these are things that can trip you up when you get started. A quick example is you spend all this time, on one particular agent. They’re doing a pretty substantial production. You’ve been to lunch three or four times. They’ve been to your office. They’re ready to go. You put a proposal in front of them, and you find out they have ten pendings, and they’re gonna be dinged by their current broker if they leave. Otherwise, they have to wait. And then all of a sudden things time kills all deals as we know. And they say, well, if you can make up that twelve thousand dollars. Well, did you have that in your recruiting budget? What are you allocating what are you estimating it’s gonna cost to recruit each agent? Now some of that could be in forward money. You could you can if you structure it right and plan right, you can say, I’ll give you this much more for your first five deals to make up for that so you don’t have to come out of pocket. But there’s you have to think about those things. That also includes things like, are you doing any social media marketing, paid search? Are you doing any agent attraction events? Things that you wanna draw people. And and, again, these don’t have to be extravagant things. You can do them in your office if you have physical location. Maybe you’re just buying coffee and donuts or breakfast, whatever it might be, or lunch. So but you have to have that idea of what’s the cost of acquisition for each agent or what’s your standard. It’s gonna vary each one. But you have to think about those things, and that’s all based on who you are, what your model is, and what you’re recruiting from to know what you’re gonna come up against so you don’t get hurdles once you get through all the hard work because that’s very really the most frustrating part is if you spend all this time, you have a great relationship, and you can’t get the deal done. The consistency and time allocation is another big one. I mentioned it quickly in my intro is that, you know, I can’t tell you how many nights on my old yellow legal pads I would scratch off recruiting. I just didn’t get to it. The got a minute’s got me. The door the line at the door, agents with deal, doctoring, all whatever it might be. It’s it goes back to that, you know, eat the frog concept that we’ve all heard about. Dude, that’s the hardest part of the day. You really have to allocate the time for recruiting. And that goes to if you have a goal, if you have a plan, and you target the right agents, it’s easier to then say, I know what to do when I allocate that time. I literally would hang a note on my door saying building the office. Meaning, agents knew that was the time I would spend recruiting, so I guaranteed I gave myself the time to make the calls, send the emails, follow-up, whatever it might do with their research, whatever it is that I needed to do that day to follow my plan. And then recruiting tools. Bella mentioned, you know, Bull Trail Recruit. I had built a pretty rudimentary program years ago and then subsequently a product called Amstats, which is now part of Inside Real Estate called Bull Trail Recruit. I am one hundred percent a believer that you have to have a tool. And the example I would give is we talk about agents all the time logging in using their their CRM tool. Right? And budgeting, planning, conversion rates, numbers of people you talk to, follow-up. All of that stuff is imperative, but it also starts with who the right people are to talk to. And you really those who just go into the MLS and pull a list of top producers are gonna find a very frustrating process. How do you know those are the right people to talk to? They’re likely not. And depending on what your model is, maybe you don’t even want them. Maybe they’re too expensive. They don’t fit into what you’re doing with your business. So data is king and having the the knowing who to talk to is gonna make a higher percentage getting appointments because you’re targeting the right people. And and I’ll just give the example. If if I find people that do two to four transactions in a in a two to four million dollar price range or or production range in a traditional split model, and I’m an alternative model or a REMAX or or whatever it might be with just a higher split. They’re gonna it comes down to what money they put in their pocket. Right? So I wanna know before I make the phone call that if I see eye to eye with them and we hit it off and we build that trust and they figured my leadership and coaching is gonna help them grow, When I get to the money, I already know I’m gonna win. You that’s the another thing. It’s a it’s a hurdle, and it trips you up when you get there. And you’re like, oh, I didn’t know that, and I can’t accommodate for that. So I wasted all that time and effort. It’s a way to be more productive and more focused because you’re targeted with the right agents at the at the right companies for the right reasons. So we’ll talk a little bit about, you know, what’s the opportunity. There’s really never a shortage of opportunities, and this is nationwide type of stuff. And you can use what I would normally do is find reasons to reach out and talk about topics of the day, you know, things that affects agents in it, whether they’re national and bring it down to my local level. I wanted to have something to show that I’m paying attention. I’m the expert in the market. I’m somebody giving them information they may or may not be getting or hopefully probably not getting from their current broker. Tie that into something that could help them be more productive. So when you start going through this process, you’re gonna build those word tracks because every agent you talk to, it’s gonna be a similar conversation and then tie it directly to their production, where they do business, etcetera. But it could be about any of these things. There’s recruiting events, you know, local markets. If there’s somebody who’s struggling, a competitor, or you see people leaving, those are reasons to pick up the phone certainly or or look through the roster and see who you might wanna talk to at that company. But nationally, there’s been so much stuff out there. I think it drives conversation that could be the the start any day of the week when you pick up the phone. And consolidation, Compass, anywhere, that merger, there that affects hundreds of thousands of agents. There’s a lot of uncertainty there. You know? Some of them may or may not wanna be there long term, but they don’t know where to go or what to do. And you can’t just say, hi. You’re with one of those companies. Are you thinking of moving? It’s just not the right way to start a conversation. If you start with something compelling for any of these topics that affect their business and show you have a way out or a way to be more productive given that uncertainty or that issue or that disruption, you’re gonna build that trust, and you’re gonna get past that first. Thanks. I’m all good. I I’m not looking to move. Nobody’s gonna answer that question. Yes. I can’t believe you you called me today. Or sending mass emails and somebody’s gonna email back saying, thank god I got this email. Send me the paperwork. Where do I sign up? It’s I wish it were that process, but it’s just not. You’ve gotta build that trust. You gotta have that conversation, multiple conversation. So it’s it’s the disruption that’s out there. Is it AI and technology? Right? Agents are confused by it. Adoption rates are low. If you find tech savvy people because you have a platform and you are that five star expert in your technology, you’ve got examples within your own office where agents have succeeded and increased productivity, that’s a conversation. That’s something that people will keep you on the phone for and say, yeah, go on. So it could be any you gotta pick what your strengths are. You know? If you don’t if you’ve got people in your market or in your company where they’re buying, you know, third party referral fees and getting stuck with buyers all the time. They really wanna be listing agents. Then become the expert in in listing lead gen and listing conversions once you get listing opportunities. You know, something like that. And that that’s a good example right now in this market. We’re getting that to spring market and host the agent attraction event in your office on how to get listings in the current market, how to price and get listings, have examples, invite your agents and agents who are thinking of making a move or just wanna learn. It’s just free coaching from afar so they can see that they might get more from you if they were to make the move. Commission structures, inventory rates, I’m not gonna go through all of them because it’s just an example. If your delay or or fear call apprehension is because of, I don’t know what to say, you’ve gotta pick a topic that fits and suits your strength. It plays into what you’re doing with your company. So that that way, it’s compelling and will resonate with the agents you’re talking to in your market once you target the right ones who should be open to it. So where do I start? It’s really imperative that for any recruiting plan, any growth plan, you really have to kinda do a self evaluation. And it’s that, what am I recruiting to? And you’d be really surprised if you were to put a questionnaire together for your own staff of agents currently, and you ask them why they’re with you, and you already have in your mind or maybe write down those three or four or five things you would think is why agents are with you. I think if you were to go through that exercise with your current agents and it doesn’t have to be why you’re here, but it’s, you know, how are we what do we need to grow? What can I do better to help you and your per agent productivity? All of those any of those things, but really why are you here? I think you’re gonna you’ll be surprised to see that you’re gonna get a different response than you think they’re they’re why they’re with you. Jay is a great guy. Maybe that’s why I’m here. Okay. Well, that if that’s not paying the bills, Jay is not that great a guy long term. It just is what it is. Because if you start with a brokerage self evaluation, that includes everything from what am I using for my tech stack? What are my agents doing internally, and how is their balance? You know, what does my brokerage look like? List side to sell side. Everything you could possibly do to really dig deep into what your business is on top of what model and splits. You have that that I know what I’m recruiting to. That then is helpful because now you can look around your market and say, let me look at my competition. Who should I be recruiting? Who is gonna be open to that phone call about why it’s better at my brokerage? And maybe, let’s say, you know, there could be hundreds and hundreds of brokerages there. Maybe the top five competitors were the opposite of you. And that could be models, split plans. It could be what they do or don’t use for technology. It could be branding. Any of those things you need to know because then it’s like, okay. I can narrow that down, and I can really pay attention to those rosters and those companies where when I make a phone call with compelling information and conversation, they’re gonna say, yeah. I’ll listen. And example would be, okay. It’s let’s say, I am the, traditional. I use the traditional split now. Maybe I most of my agents are on seventy five, twenty five, let’s say, and I have full time admins. I include the technology. I have a roof over their head with physical locations. Maybe I’ll find those agents in in a hundred percent organization where they’re stuck doing three, four, five transactions or working from home. They’re not the type a personality who likes to enter their listings, do all the transaction management. They’d rather have a door to knock on if I’m the broker for deal doctoring, you know, conversations about strategy. So and then they’re stuck in that two to five million dollar range. So then I can say, okay. I can show you examples in my office of agents who’ve gone from three to six, three to seven, and here’s how we did it. And there’s a value to those agents regardless, and you’ll hear me say it. It’s not about splits. It’s about what you put in your pocket. So it’s really knowing who you are, analyzing, finding those companies where your conversation and and and talk tracks are gonna be relevant to the agents you’re calling. And that really is what that value partnership is. You don’t have to be. You can’t be all things to all people. If you try to be, then you have no focus. You have no identity, if you will, in your market. It’s okay to be to to pick your niche, stick with it, be the best at it, and find agents where that message resonates, rather than trying to be all things to all people. So it’s really a self evaluation. Then turn that conversation external and say, are the people I’m competing with and what are they doing? And then that will easily help you identify, you know, where to target the right agents. Then you look at the right production trace in each of those companies to find the people who are gonna be more open to a phone call or a conversation once you make a connection with them. I wanted to share I know it’s like a lot of theory, but it’s really important to in my opinion, to to have that mindset before you go into recruiting because the the idea that if you have conviction in what you’re offering, you know that you’re the best for what the market offers, and your niche business, the way you’re doing it, if you have that conviction and passion, you’ll find the agents that belong there. So if that conviction drives the it’s confidence. I know the current confidence of the market. I know what’s happening around me. I call it the four c’s of conviction, confidence, consistency, closings. And if you follow that path, you’re you’re gonna lose the call apprehension. You’re recalling the right agents. You’re gonna be confident in what you’re offering, and it’s not gonna be right for all people. But if you target the right agents in the right companies in the right production range, it’s gonna be more relevant and it’s gonna prolong those and extend those conversations to potentially get them to move. But strategies, wanted to throw out there a few things that you can do anytime, anywhere, regardless of model, and it’s it starts with retention. I mentioned a self evaluation. I would spend sixty, forty percent of my time. Sixty percent of my time was retention. The other forty percent was recruiting. And retention is everything from growing the business per agent productivity, listing conversations, technology, all everything it is to to run my business in forty percent. And it wasn’t always the same every day. But you find and learn so much and get so many great talk tracks talking to your own agents and helping them. So I would always start with who are the touch points, who’s not who’s not participating in the current market. Let me put my touch list together internally each day and look for those agents that can help and take some of those conversations away when I make my phone calls to really turn that conversation external. Just wanted to call. You seem just like my agent, Jimmy. Oh, yeah. You know? Great. Yeah. It was amazing. And we’re having a conversation today about helping with this, etcetera. And it’s something that if you were with us, I’d love to share how I can help you do that, whatever it might be. But it gives you really focusing on retention helps you with your conversations external. Another great strategy is is really geographical market share wise, but it’s I call it to clean up your backyard. You know? Who are the agents in your market already doing business with your company in your market? Those cobrokes, those agents, by geography, by town, by, productivity. You can search those, obviously, using a a software a recruiting tool and find the agent doing business in your backyard. But co broke recruiting is essential. They’ve already worked with your company. They already have a relationship with one of your agents, or maybe they’ve done multiple deals. And it brings me to that point, and only some companies do it. But if you’re not using incentives for your agents to help you recruit and grow the company, there’s two two things with that. If they don’t believe you should grow or need to grow because that’s gonna take business away from them, then that’s a leadership issue you really have to address and really turn the mindset of you and your agents that profit is a good thing. A floating boat or float rising tide floats all boats, that type of mentality, they have to be on your side and know that you need to grow. But also knowing that agents aren’t gonna do anything for nothing. You know? So really putting together for co broke recruiting incentives for the agents in your company to help you grow. And that could be everything from a nominal dollar amount up front. It could be concessions on monthly fees that you currently have if you’re running it that way, Or it could be, future where it’s not out of your pocket where, based on when an agent joins, if they were that person who made the introduction, don’t expect them to recruit. It’s an introduction and follow-up if they get the phone call from the agent that you could, you know, give them a spiff on a little bit of the first two or three transactions once that agent comes over. So whatever it is, should be clear. It should be something communicated throughout your company or offices. But incentives to help agents, I know, you know, we had a a deal sheet, and on the bottom, it’s like, is the agent? Do you think they’d be a good fit? That’s not gonna work these days. You really need something more comprehensive and incentive to help agents and co broke with the co broke recruiting. But co broke recruiting, again, they you’re a known entity. They work with one of your agents. And if your agent will just make the introduction, it’s a much warmer phone call, and they’re they’re more willing to come to the office and or meet you for a cup of coffee or lunch or whatever it is you do. A couple other ones, it’s and I talked briefly about it, but it’s really it I gotta stay in your wheelhouse. It’s it’s the two things combined that are the biggest stumbling blocks in recruiting that I see, and that’s really highly targeting the people you’re talking to. Don’t just randomly make phone calls or put list together if the agents aren’t a fit. And, it goes back to data. And, yes, you can do you can do it any myriad of ways, and there’s multiple products out there. Whatever it is, be highly specific and targeted on who your outreach is to. Like, I I gave one example earlier. It was on, you know, different split or a different model and production within those other competitors in that other model. So it’s if they’re at a traditional model or franchise model and they have additional expenses and they are the type a personality and they they aren’t getting value in their own mind for what they’re paying their current broker, and I have the alternative model in this case where I’m the the higher split shop or a hundred percent shop, then it’s a conversation about leaving money on the table. So I’m gonna look for agents in that in those companies that actually fit that profile, where at some point, their their ears will be open to a conversation about putting more money in their pocket. And that’s the the other part, which is you really need to know before you start a conversation that and get very comfortable with spreadsheets, with calculators. I’ve used them for years. So it’s not just me. It’s what the data shows them with their numbers. What’s your split? How many deals you do? Here’s what you put in your pocket. Here’s your expenses, etcetera, and here’s what it looks like at my company. And you really wanna stick where with the exact same production, they’re gonna put more money in their pocket. So that way, if I’m having conversations about growth, it’s really by the time they come over, we’re talking about apples to apples on your five million dollars in production if you just do the same. If you think that what I’m talking about is, you know, Jay says he’s gonna help me grow. Well, until that happens. Well, right now, apples to apples on your same production in the next twelve months, put x dollars more in your pocket. You gotta know that number going in. Now if the growth we’re talking about and you really we both, you know, two way accountability on helping you grow, if you do hit that extra two million dollars, this that’s what this means, and you can add that dollar to it. It’s really a who you’re talking to and why and making sure that at the end of the day, when you get to the closing table with an agent, the money in their pocket is gonna be better as of today. And then I always look for what seems out of place. And what that means is there’s a lot of things happening in the industry today. I can’t tell you. I opened Instagram. I’m sorry so sorry I’ve ever talked out loud because I know it’s listening to me. But the amount of ads I’m presented with on get leads now, pay later, third party this, guaranteed this. Agents will take that easy route, and it’s it’s a loser long term. Yes. They do get build a book of business of past clients, but it’s an expensive way to do it if you can get repeat referral business and build it the right way. But look for those agents. If you look at somebody who, in the last twelve months, did fourteen transactions and one was on the list side and thirteen were on the buy side. Well, I could I would in my word tracks, when I call, they say, hi, John. Jay Theresa calling. I just wanna let you know we’re sharing some phenomenal strategies to get listings in today’s market. It’s working unbelievably well for all of our agents, not just our top agents. We’re actually having a workshop on it in my office. I’d love to invite you to see. So I didn’t say they stink at getting listings. I just know. The other word track I might use is say, I’m calling I’m helping agents in my office get away from paying third party referral fees and buying leads. That’s gonna resonate. I didn’t say I know you’re buying leads, but I pretty much tell if you got one listing in thirteen. In other words, it’s just an example of look for things that seem out of place. Lopsided listing to sales either way. Are they pay I, as a broker, was not a big fan of paying thirty, forty percent off the top of a deal and help agents with an off ramp to building scalable repeat and referral business rather than leaning on the easy way, which is very expensive. People who are up or down in the current market. Right? If you’re looking at trending, somebody who’s been down three years in a row, they probably don’t wanna have another year like this. And if their broker has, you know, their head under the in the sand because they’re afraid to even have a conversation because if they do, the conversation about leaving, that agent’s already got one foot out the door. They’re just having to get the phone call from the right broker. So I’m not gonna call and say, hey. You’ve had three terrible years. You wanna make this one better? But I will, you know, talk about ways to grow a business in the current market. I will show some examples which goes back to retention and having those meetings with all my agents and having two or three exempt you should talk to Sally in my office. She she’s gone up three years in a row, and she was stuck in the mud until we put this plan in place, and I and I’d love to share it with you. So is there any disadvantage of seeing what agents who are growing in this market are doing? Whether you ever wanna come or not. It’s just, you know, I’ll show you what it is. If it makes sense, we’ll have another conversation, but you’ll determine that. Fair enough? So you gotta have the confidence and conviction that what you’re offering is gonna solve something and that ultimately, they can see someone, not you, that third party, someone in your office who’s actually benefited from it. So they play hand in hand. Recruiting and retention are the same conversation. One is internal for retention and that same conversation external to solve for people who aren’t having the same benefit or growth. So I know we’re up on forty minutes here. I don’t know if we have any questions in the chat or if, we want to open it up for questions. Bella, I don’t know if I let me see if I have my if I look in the chat. I’ve been kinda answering questions throughout too. So Oh, you have? Okay. If we wanna open it up and people wanna put stuff in the chat, I’d love that’s fine. Market specific things, whatever it might be. I obviously am some people don’t wanna ask ask questions in a group. I get that. It’s it’s personal. It’s market to market. Here’s my information. If you wanted to have a a conversation about what to do next, I’m happy to to engage those conversation with anybody specific to what your needs, your size, your model, your location, all that stuff. So here’s my contact info. I’ll leave that up for a second. And then we also have information for Bull Trail and the products and services that we have at Bulltrail. Yes. Sorry, Jay. Go ahead. Any questions coming through? Anybody have anything? It looks like Bonnie had Okay. Here. So are the same scripts and approach being effective today? Yes and no. So I think the the the yes part of that is building the trust and rapport, and the concepts are the same. So in other words, I think I’m still looking for agents the same way. There’s just more there’s more depth. It’s not just, you know, REMAX, Keller Williams, EXP, and traditional model and franchise model. You know, you’ve got a lot of a lot of different models out there, and I think it’s very confusing. It’s extremely confusing for agents. If she as most of you know and if you’ve run a brokerage and have most agents don’t know what their production is year over year, much less what they’re putting in their pocket. So I think so some of them are relevant, but they’re all educational. But as we know, they’ll move two or three or four times in their career. So if you if you have a specific strategy and you call the right agents, yeah, you can use the same scripts. But they’ve definitely moved on the on the no side of that. It would be, yeah, technology has driven a lot more of the conversation. But if depending on size of your brokerage, if only twenty or thirty percent adoption of your current tools, you could say, well, then I don’t wanna talk about technology. That’s exactly why I would talk about technology because it should be something that everybody should use. Hope that answered some of that. Yep. But, yeah, I do I I think the sales strategy of scripting is still the same. It’s just you’re plugging in. You’re changing out the things the topics you’re using for the time because it is whether you like it or not, it’s it’s a sales, process. It’s and what I would say, it’s it’s a combination of Shark Tank and speed dating. That’s how I frame it at the same time. So you’re selling a product or service, you and your company, while you’re trying to build trust and rapport with somebody in a short period of time before they get you off the phone. So yes. Thoughts on online meetings versus in person since COVID’s been greater obstacle? Yeah. I I think I’m all about face to face if I can be. I honestly haven’t had I’ve got I actually have a a meeting tomorrow in person. They said we can do a quick Zoom. I said, well, you’re not far away. Where’s your favorite coffee place? I didn’t get any resistance. I think in person is preferred. You get more out of that. But, yeah, I mean, it’s an obstacle. I mean, I would just ask, do you have any is there any reason why you wouldn’t wanna meet in person? I don’t bite. We’ll be in a public place. I’m not you know, you can make it funny. You have to be a little self deprecating in this process. And but, yeah, I’d I prefer in person. I would do a second or a follow-up or certainly if I’m doing a calculator on splits, I’d do a second or third, but I’d like to meet him face to face. How bold are you getting your scripting and resolving concerns? I think I mentioned a little of it. I’m not gonna call and say, well, you had a terrible year last year. I’m the guy you need to talk to. I’m not gonna get like that. But I will push back. But I I’m a big fan of the Socratic Socratic method, so I will turn every obstacle into a question and make them think so they can tell me that they’re they know they’re in the wrong spot. But I definitely I definitely push back, And I think it’s okay to to do that. You know? If somebody says, well, Zillow is the best thing since sliced bread. I said, okay. Is forty percent off the top the best thing since sliced bread? Is that I mean, I don’t know. If I were able to show you another way you didn’t have to pay forty percent or over the course of the next twelve months, you only did half you did the same number of transactions, but only half had forty percent off the top. Is there any disadvantage seeing how I can help you do that? That’s pushback, but it’s offering an alternative. But, obviously, yeah, there I think questions and chat are one thing, but, you know, I have time if anybody wants to have a one on one. I don’t I don’t. Yes. I do consulting and help with plans together, but I don’t there’s no there’s no cost for for reaching out and and having a conversation. If it makes sense for us to work together just like in recruiting, I’d be happy to talk about it. Awesome. Well, I can jump in here, Jay, if that’s okay with you. Awesome. Well, first things first, Jay, thank you so much. Obviously, we appreciate all your insight today. Super helpful for me too. I learned a lot, so super exciting stuff. Quickly, I am gonna launch this poll. So for those of you who are still on, I would love for you to quickly answer a few quick questions. It should pop up on your screen here. And then like I mentioned, while you’re filling out this poll, you will get this session recorded into your email. So I’ll send that over shortly, probably by the end of this week. And if you have any questions, as Jay mentioned, please don’t hesitate to reach out to either of us. We’re here to help. As you can see, also, if you’re interested in checking out Bold Trail, we are offering an exclusive deal for webinar attendees. So we’d love to have you guys jump on a demo if it’s something that’s of interest. And, yeah, we really appreciate you guys joining.