In the 458th episode of the Mail Right Show, Robern Newman and Jonathan Denwood discuss hiring remote real estate ISAs (Inside Sales Agents) in 2025. Robert Newman, the founder and CEO of Inbound REM, brings over a decade of experience in real estate search engine optimization. Meanwhile, Jonathan Denwood is the founder and CEO of Mail Right, a platform that combines various digital tools into one user-friendly package. The episode provides valuable insights into the pros and cons of hiring ISAs, how to screen candidates and the importance of leadership and incentives when managing remote teams.
Why Hire a Remote Real Estate ISA?
Hiring a remote ISA can be a game-changer for real estate agents overwhelmed with low-value tasks. These tasks include scheduling calls, following up with leads, writing emails, and managing calendars. By delegating these responsibilities to an ISA, agents can focus on high-value activities directly impacting their income.
You can use the following formula to determine if it’s time to hire an ISA.
- Calculate your hourly rate by dividing your annual income by the number of hours you work in a year.
- If your hourly rate is high (e.g., 125/hour), it doesn’t make sense to spend time on tasks that could be done by someone earning 5–$10/hour.
Hiring an ISA allows agents to focus on closing deals and growing their business while the ISA handles repetitive tasks.
Screening Candidates for Remote ISAs
When hiring a remote ISA, it’s important to screen candidates carefully. Here are some key factors to consider:
- Check if they have a Business Level Internet Connection: Ensure the candidate has a stable and fast Internet connection.
- Strong English Skills: Both verbal and written English skills are crucial, as the ISA will represent your business.
- Cultural Fit: Be aware of cultural differences affecting communication and work style. For example, some cultures may avoid confrontation, leading to misunderstandings.
You can use platforms like Upwork or Fiverr to find candidates; testing candidates’ skills before hiring them is essential.
Time Zones and Cultural Considerations
Hiring remote ISAs from countries like the Philippines or Macedonia can be cost-effective and beneficial. These countries have a large pool of skilled workers, often paid well above their local average wages. For example, paying $9/hour to a Filipino ISA is considered a high wage in their country.
However, it’s essential to consider time zone differences and cultural nuances. ISAs from the Philippines and Macedonia tend to be loyal and hardworking, especially when treated with respect and given growth opportunities.
Incentives for Remote ISAs
Offering incentives can help retain top talent and keep remote ISAs motivated. However, avoid using lead generation metrics as the sole incentive. Instead, remote ISAs should be treated as part of the team.
Here are some ways to incentivize remote ISAs:
- Include Them in Team Meetings: Regular communication and inclusion in team discussions make ISAs feel valued.
- Ask for Their Input: Encourage ISAs to share their opinions and ideas.
- Provide Training and Development: Invest in their skills and offer growth opportunities.
You may also offer ownership stakes or profit-sharing to long-term team members, as this can create a sense of loyalty and commitment.
Leadership and Training Remote Teams
Effective leadership is crucial when managing remote ISAs. It is important to train and onboard new team members. Here are some key points:
- Document Processes: Create detailed procedures and guidelines for tasks.
- Assign Mentors: Pair new ISAs with experienced team members for training.
- Be Patient: Building a successful remote team takes time and effort.
You should also treat remote workers with respect and appreciation. Many remote workers in countries like the Philippines are used to being treated poorly, so showing kindness and offering opportunities for growth can lead to exceptional loyalty and performance.
Trust Your Intuition
When hiring remote ISAs, it’s important to trust your intuition. If something feels off about a candidate, it’s better to avoid hiring them. Many business failures occur when leaders ignore red flags and rationalize poor decisions. Building a mission-driven business that values people over profits is also crucial. Leaders can attract and retain top talent by focusing on creating a positive work environment.
