Real8 Group’s Post

That one co-worker who's more interested in you than their work 👀 - Is your organization into micromanagement? Do your co-workers peep into your work? And does that cause you anxiety, only to mess up later? If that's you, it's time for a shift. Hey Digital is hiring an Account Manager. Go to our Careers page and apply from there. 🚀 We hate micromanagers + we're fully remote. You deserve a good workplace, that cares for you 💙 #hiring #worklifebalance

Hiring needs a strategy, this is how to create one. ✌️

Superside is hiring a remote Operations and Strategy Coordinator/Manager #Superside #remotework #remotejob #workfromhome #ProjectManagement #ProgramManagement #StakeholderManagement #PerformanceMetrics #KPIs #DataAnalysis #ProcessOptimization #Excel #CommunicationSkills #CrossFunctionalTeamManagement #ProblemSolving #OrganizationalSkills #TeamBuilding #SalesStrategyAndOperationsManager #HeadOfStrategyAndBusinessOperations #OperationsManager #OperationsDirector #DirectorOfOperations #OperationsAssociate #OperationsLeader #Operations

Why Hire an Interim Fractional COO? There are many reasons ... let's take a look . . . ↳ Don't wait to solve your operational challenges. Operational challenges only get worse over time. Fix them now before you delay scaling because your operations can't handle the increased volume. ↳ Get expert help now while you decide what's next. ↳ Need strategic planning? Get a seasoned leader to help fill the gap! ↳ Need financial analysis? Get the data-driven insights now! ↳ Need market research? Get the industry expertise quickly! Here's why hiring an interim fractional COO is so powerful: 1. Immediate Impact: Fractional COOs are ready to hit the ground running. They bring the skills and experience to tackle your most critical challenges. You'll see results quickly, without the lengthy hiring process. 2. Flexibility and Scalability: You can scale your team up or down as needed. 10 hours one week and 5 the next, OK! Consistent 8 to 10 hours each week? OK! 3 days in the office and 1 day remote per month. OK! Adapt to your business's changing needs without the commitment of a full-time hire. As our experts say: “Focus on what you do best – leading your company.” So, if you need to reclaim your focus, hire an interim fractional COO. If you found this helpful . . . ♻️ Repost ➕ Follow me 🔔 Click the notifications bell 

Building a sales team & the importance of culture-fit in a small business. In a small SaaS company, every hire counts. Cultural fit isn’t just a buzzword – it’s the foundation of your company’s growth. Here’s why: Cohesion: A strong cultural fit ensures that your team works together smoothly, avoiding friction. Retention: Employees who align with your culture are more likely to stay long-term, reducing turnover. Productivity: When values align, productivity soars. Your team is driven by a shared vision. Hiring for cultural fit might take more time, but it’s an investment that pays off in the long run.

🚀 WE ARE HIRING! 🚀 Job Title: Lead Manager - Real Estate Investors Company Location: Remote 🛠️Job Summary 🛠️ As a Lead Manager, you will be responsible for managing and nurturing relationships with leads interested in selling properties, establishing rapport, addressing objections, and guiding leads through the sales process. Your primary objective will be to serve as the main point of contact between leads and acquisition specialists, ensuring efficient flow of information and smooth transition of qualified leads to the next step in the acquisition process. Responsibilities: ✅Lead Engagement: Initiate contact with leads interested in selling properties, building strong rapport, and fostering trust through effective communication. ✅Objection Handling: Skillfully address concerns and objections raised by leads regarding the selling process, market conditions, or property details, providing accurate information and solutions to alleviate concerns. ✅Follow-up and Tracking: Proactively follow up with leads via various communication channels, keeping them engaged and informed throughout the sales process, and tracking interactions for future reference. ✅Property Qualification: Assess the suitability of properties offered for sale by leads, verifying information provided and conducting necessary due diligence to ensure accurate representation. ✅Internal Collaboration: Collaborate closely with acquisition specialists and other internal teams to facilitate the smooth transition of qualified leads, providing comprehensive information and insights to support the acquisition process. ✅Problem Solving: Identify and resolve any issues or challenges that arise during the lead management process, leveraging problem-solving skills and resourcefulness to ensure optimal customer experience. ✅Analysis and Reporting: Maintain detailed records of lead interactions, track progress, and generate reports to monitor lead status, sales performance, and areas for improvement. Requirements: ☑️Previous experience in sales or related roles, with a proven ability to effectively handle objections and build rapport with customers. ☑️Excellent communication skills, both verbal and written, with the ability to convey information clearly and persuasively. ☑️Strong interpersonal skills, with the ability to establish trust and credibility with leads through active listening and empathy. ☑️Ability to work independently and collaboratively in a fast-paced environment, managing multiple priorities and deadlines effectively. ☑️Knowledge of real estate industry practices and regulations is desirable but not essential. 📝 Application Instructions 📝 Please upload your resume and fill the google form: https://lnkd.in/ea-e9mFe #hiring #hire #jobs #opening #LeadManager #RealEstate

🚫 STOP HIRING before you have systems in place. You need SYSTEMS before you need a team. Because hiring is not going to fix your agency if you don’t have systems in place. Here’s the thing, systems are not just tech. Systems are the method that you follow to make things flow. ✦ They are your finances—how you’re deciding to budget so you don’t overspend. ✦ They are your content—how often you’re posting and how you’re creating content so you can be consistent. ✦ They are your onboarding—how your bringing new clients on with ease. ✦ They are your daily tasks—how you’re spending each day and what you’re choosing to do for yourself. Systems are what make or break a business. And if your business behind the scenes is a complete mess, hiring a VA, a social media manager, or anyone else, is not going to fix that. You need the systems and processes for people to actually follow and allow them to perform their jobs smoothly to ensure the best outcome, otherwise, it probably is just gonna blow up. 💣 Sooo, if you don’t have systems yet, take a pause on expanding and focus on getting systems set up first! Have you had any trouble hiring especially before you had systems in place? Let me know in the comments! #outsourcingtips #bizsystems #systemsandprocesses #processimprovement #automateandgrow #streamlineyourbusiness #systemsthinking #digitalagencylife #obmlife #marketingagencylife #servicebasedbusiness #digitalagencies #digitalmarketingagencies #usabusiness #smallbusinessowneruk #operationsmanagement #businessoperations #operations #onlinebusinessmanager #simplifyyourlife #businessstrategist #entrepreneurlife #freelancerlife #virtualbusinessmanager #onlinebusinessmanagement #obm #operationsmanager #onlinebusinessmanagers

Red Flag #4 when hiring a Virtual Assistant We all love a high performer who brings their A-game, and I'm all about rewarding their hard work. But… When a raise request becomes a broken record, it's time to re-evaluate the situation because: ‣ It causes friction among team members. ‣ It affects your budget and financial planning. ‣ It creates an entitlement culture. A constant focus on money could indicate a lack of long-term commitment. You want VAs who are: Invested in your mission, not just the paycheck. So, how do you navigate this red flag without creating resentment? ➟ Transparency: Be clear about your compensation policies and review schedules. Let them know exactly what they need to do to qualify for a raise. ➟ Performance Matters: Base raises on performance reviews. Did they exceed expectations? Did they learn new skills? Reward growth alongside results. ➟ Reward System: Develop a fair and transparent reward system. Recognize high performers with bonuses or other incentives that are tied to clear metrics. Raises are earned through excellent, consistent performance and contributions, not just by asking. ♻️ Repost this to help others build a passionate and dedicated remote team! And follow Michael Shen for more content like this.

When I first considered hiring a Virtual Assistant, I hesitated. I thought, “Is this really worth the cost? Shouldn’t I just keep doing everything myself and save the money?” I had bought into the myth that hiring help was a luxury only for big businesses with deep pockets. But after doing the math, I realized something that completely shifted my perspective. I remembered something Dan Martell once said: “Don’t hire to grow your business. Hire to buy back your time.” That quote stuck with me because it made me rethink how I was evaluating the cost of hiring help. I wasn’t just paying for tasks to be done—I was buying back my time, my focus, and my ability to grow my business. So, I took the plunge and hired a Virtual Assistant. And let me tell you, the cost-effectiveness blew me away. For a fraction of what it would cost to hire a full-time employee locally, I was able to offload a significant amount of work. My VA handled tasks that were eating up hours of my time—emails, video editing, social media, you name it. Not only was my VA highly skilled, but they also freed me up to focus on the high-level activities that actually moved the needle in my business. Looking back, I can’t believe I hesitated over the cost. Hiring a VA wasn’t an expense—it was one of the best investments I’ve ever made. It reminded me that sometimes, the smartest financial moves aren’t about saving money—they’re about spending it wisely.