Steve Trang interviews Esteban and Omer from Remote Latinos about building successful remote businesses in 2024. The guests share their journey from engineering and high-ticket sales to creating a marketplace for Latin American talent, discussing lead generation strategies, remote team management systems, and the importance of culture in distributed teams.
Use high-friction lead forms with 20+ qualifying questions and video submissions to generate higher quality leads at the expense of volume
Target customers in stages 2-5 of market awareness (problem aware to fully aware) rather than unaware prospects for better conversion rates
Implement daily KPI tracking, regular team meetings, and communication tools like Slack and Hubstaff to maintain accountability in remote teams
1:55:06Josh Stech, founder of LendingHome and Sundae, shares how he built a billion-dollar real estate lending company in just five years, scaling to 14% market share. He discusses the venture capital playbook, hiring at scale, maintaining culture with 500+ employees, and his transition to solving the property sourcing problem for investors through Sundae's marketplace model.
1:47:49Tommy Mello, founder of A1 Garage Door Service, shares his journey from massive debt to building a billion-dollar company. He discusses critical business lessons including the importance of systems, hiring for attitude over experience, and how he scaled from a local garage door business to a nationwide operation that sold for $570 million.
Get a free AI-powered review of your sales calls. See exactly where you're losing deals and how to fix it.
Get notified when new episodes drop, plus a free AI call review.
Focus on hiring A-players who demonstrate responsiveness and communication skills from day one, as remote work amplifies the importance of these traits
Create structured onboarding processes including AI interviews, skill tests, and multiple screening rounds to identify top offshore talent
”“Sales is the most transferable skill in between industries, and I say if you go ever in a downturn economy, or something happens, COVID one happen what suddenly happens or there is some sort of crash, and you can go plug and play”
”“Rich people get rich by selling high ticket. Wealthy people get wealthy by selling low ticket. They just sell to the vast majority of the people.”
”“Building a remote business is not as easy as you think. A lot of people don't go about it, don't teach it because they never tried it. Honestly, it's a lot harder than running an in person business.”
”“The best people are not working. They're not looking for a job. So those people we have to, like, you know, give a little bit of leeway because they're working and they're not gonna be communicating with us fast”
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Esteban: Look, I'm an immigrant. One of my missions when I came to The US and Canada was like, I wanna show people that Colombias are bad ass since I wanted to to show that they can help your business grow, they can help you do more sales, they can buy back your time. All of this, you can do that through Ubermore Latinos and showing that immigrants are literally going to help you. That if you have a password, you understand other cultures, you phone to other companies, you understand that there's an opportunity to hire others that are not necessarily in The US, but hire others in from Mexico to Argentina, you can grow your business roots.
Steve Trang: Hey, everybody. Thank you for joining us for today's episode of Disruptors. Here we have Esteban, Andre, and Omer Block with remote Latinos, and Esteban flew it from Miami and Omera from Colombia to talk about how to build your remote business in 2024. Guys, I'm gonna mission to create a 100 billionaires. The information on the show alone is enough to help you become a millionaire.
In the next five to seven years, if you'll take consistent action, you will become one. And, guys, if you get if you get value out of this show, please hit that subscribe button. That way we can that way we can create more millionaires. Ready? Let's do it.
Alright. So starting with you, Esteban, what was life like right before you got into real estate?
Esteban: Before I was in real estate, I graduated from engineering, and I did engineering for three and a half years working for
Omar: And the test happens.
Esteban: Because I know you are. Would so I worked for Magda, which is a Canadian company that manufactured parts, and I worked for, Fiat Chrysler Automotive. It's now. And they obviously do Fiat, do Saradi. They do Dodge.
They do a lot of different, cars that you know about it. So that's what I was doing. And, before real estate, I was trying to trying to film myself, find myself in a situation where I couldn't grow anymore. And, that's when I decided to pursue entrepreneurship. Yep.
Gotcha. How about you, Omar?
Omar: Yeah. I mean, real estate is relatively new to me because I partnered with Esteban about, two years ago. Before that, I was doing high ticket sales, selling, agency services and a coaching program teaching agencies how to scale to actually, partner. I met Esteban. And, over the last, you know, two years, we've worked with hundreds of real estate investors, and I started getting much more into the game and understanding, you know, wholesaling and fix and flipping and long term rentals and, you know, the terminology that most people see here, but they don't really understand.
And what is interesting to me is, just how much of the market is changing on a regular basis, like, for real estate investors. And it's a it's a new gate, but, you know, one thing I learned, from you, Steve, was just, like, sales to sales. Whether you're selling real estate, whether you're selling courses, it stays the same.
Steve: So Yeah. Well, it's interesting that you come from the agency world because, I am learning a lot learning more and more about marketing. Mhmm. And, I'm learning more and more about the agency world. And everyone's always trying to sell agency people.
Right? I imagine that was you.
Omar: Yeah. I mean, I would say parts of that. Right? But, I think the the one thing about marketing is that it is one of the driving factors to a business, but it's also the first thing that companies cut when things don't go right. So it's, it's a game it's a it's an interesting game to play because, it you need marketing to grow a business, but also, you know, at the same time, that's the first thing that gets cut.
Steve: Yeah. So how has marketing for its agencies and being a high ticket closer helped you in this transition into real estate?
Omar: I think that agency owners and real estate investors are very similar because agency owners invested to coaching. They go to events and conferences. There's mentorships. And then I go, you know, partner with Esteban, and we we're at Family Mastermind, this Pace Morbius group. And I'm like, this is literally the same thing.
It's like, the only difference with real estate is it feels like there's a lot more parts to it, where the agency, it's like, you're scaling the agency. It's okay. People are teaching you how to get to 10 k a month, 30 k a month. In real estate, it feels a lot it it the picture is bigger. Like, you can make a million dollar a month business in agencies that's very rare to scale past 4 or 500,000 a month.
Like, even that is, like, wow. And I think the the it the one thing I've learned is that agency owners wanna get into real estate, and real estate investors wanna get into agency and marketing. So, it's it's a it's a very similar world. I think it's it's boils down to what people actually want and how, you know, how they are able to sell and market because that is the game. It's selling to marketing.
So you're saying, like, it's kinda like, you watch these athletes that wanna be rappers. Exactly. These rappers. On the athletes. Or I mean,
Steve: these days, YouTubers or, like, athletes that wanna be YouTubers. It's bizarre. It's dumb. How about high ticket closing? No.
It actually takes a step back. Mhmm. Let's explain. What is high ticket closing?
Omar: Yeah. And, it's something that I tell people that if I was to start doing everything all over again, it is the industry that I would go in back into a 100%. High ticket closing is selling a product or service that is over thousand dollars. They some people say it's $500, over the phone. Majority of high ticket sales.
Yeah. I mean, you know Okay. But there's people that, you know, for them selling $500 services is like crazy. Right? So to me, I think it starts at a thousand, thousand dollars.
The high ticket sales that I'm aware of is remote high ticket sales. I know, obviously, you have an Optus here and, you know, you could do it in
Steve: person or
Omar: remote. But, ultimately, high ticket sales is how to be able to sell either a service or product for at least a thousand dollars and be able to market and scale up from that. And there's a lot of different services. So we sell, you know, agency services or recruiting services as real estate as well. It's saying here that's quote, unquote high ticket.
That's how I see it.
Steve: And how does that translate to buying real estate?
Omar: It's a great question. I'm gonna pass this on to Estella because I'm not an a real estate expert buying real estate.
Esteban: So Yeah. Actually, it's it's actually it's it's almost the same thing is that in in agency, you're mostly doing b to b or b to b to c. And in the real estate, you're mostly talking with all owners. These are b to c. You would you would consider it, like, a b two c, but the the transaction is so big that you still have to apply the same principle principles that you do in b two b.
Could you essentially find homes? Right? And then you have to sell a home to a buyer, and you have to do essentially the same process. So is sales is the most transferable skill in between industries, and I say if you go ever in a downturn economy, or something happens, COVID one happen what suddenly happens or there is some sort of crash, and you can go plug and play, for example, we're just talking about this. You can go and start a startup, and your startup, even though it's product led type of, business, you would crush it because most of startups, which are technology businesses, they don't know anything about sales.
Mhmm. And they still have to sell their high ticket yearly services or enterprise level services to other people. So it's so transferable that, once you learn sales in the agency and you learn a high ticket very, very well, for example, your program is is one of the best programs that I've seen because it applies so many good principles from different great, mentors and coaches, people that have written books like, never split the difference, Sandler. Like, there's many different principles that you applied that I also applied in my in my agency that once you start doing that in wholesaling or real estate flipping, whatever, is you already become an expert in that set. You already have a sales process.
Right. So that I'm I'm actually really passionate about, helping the tone well said because I know that if I do it in the agency well, it's the same thing with wholesale. Exactly.
Steve: Yeah. It's it's very much the same. So then talk about the transition. So you were an engineer. You worked in the other places.
When did you first go what were you first doing when you went to business for yourself?
Esteban: I was I was trying to learn a lot of different things. Right? So I heard Go v. You gotta try a lot of different things. Mhmm.
But I'm like, until you like the one thing, and then focus on that one thing. So that's what I did. And I did Amazon FBA. I did flipping, and I did, you know, private label, and and I did a bunch of different things. And at the same time, I did not like majority of them.
Like, Amazon FBA had to, like, sell hundreds of products in order to actually make a profit or actually make it make it work, which is funny. I actually sold masks one year before COVID, which is funny. That's a sad story. But, I did not do Amazon FBA all the way through, and then my friend told me there's this thing called lead generation. You could be potentially good at it.
And I'm like, yeah. Why? Because you you you need to you can you have to start the conversations. You have to go for prospects. You have to generate interest.
You have to get get an appointment. So that's when he introduced me to lead generation through Facebook ads and through Instagram ads. So so he taught me a lot of the good stuff. I worked up for that agency for free essentially for, like, eight, ten months. And, and that's how I started knowing that wholesalers had such a big problem with lead generation.
The flippers, same thing. Right? Creative investors, such a big problem. It's such a big problem at that a lot of time, I did a post I remember on the Facebook group, and I was like, let me just test this. And I said, I know how to generate motivated sellers using Facebook ads.
Who needs help? It was, like, 50 comments in the in the Detroit Facebook group. It was, like, 50 comments, and I was like, woah. This blew up. And, like, literally no one knows how to generate leads.
And it's crazy to me because it's such fundamental in any business. Right? Like, without leads. Right. Yeah.
So,
Steve: my
Esteban: first ever comment was a guy from Argentina, and that that guy was a cash buyer that literally used to buy 350 houses in Detroit every year just through auctions. Just through auctions. And he did it the traditional way. He used to have, like, 10 bird dogs literally going around the city, just traffic and knocking on doors, negotiating and stuff like that. And there were also the disclosures, which is the interest in my, Barrick's.
Yes. I know. His were also the closings. So, we we did a test with him, and and I was like, I can actually charge this guy $1,500, $2,000 for the month of service. And he was he was he went about it, and, I remember we started generating leads.
The weird thing was very, very, like, not not super knowledgeable or systematic. I just sent him a text message with it through Zapier off the address of the lead, all the motivation of lead, and the name and then phone number and email. He would copy paste it in WhatsApp, send it to his bird docs, and his bird docs will drive to the property and lock up the property on the company. And which is Chris and the NITI, if they had issues, he will get on the phone with them while their bird dogs are on on the on the on the house. Yeah.
So we started working it. You know? Then I integrated him, like, for the CRM. Then I, again, moved more tips. He was an old school guy, so it was a a little bit hard to do that.
You know? Like, I'll use the CRM now and what so that started that resulted in, like, 24 properties that he got from just, like, $9,000 in ad spend. And that's that was a proof first proof concept that Facebook lead generation works and that people need it a lot. It's a huge problem, and that I can make a business out of it. When was this?
This was in 2000 and between February '19 and 2020. So in 2019, I was already freelancing on this, you know, doing this a bunch of the things at freelancing. 2020, it's when it blew up. Got you.
Steve: Yeah. Okay. So, you started this, and there's there's just a grand slam right off the bat.
Esteban: Yeah. Honestly, I had such great clients the first time. I had to shoot clients out, but the the best clients I got them to be in. I was lucky. I had Victor, Romanek, Rick I I I think you've heard of him.
He he's from Seattle. He has one of our Rabbit Shark. Yeah. Rabbit Shark. The vehicle.
We had him back when he used to have a partner. We we were super successful with them, and we also had this Argentinian Argentinian guy that was, you know, a super successful investor in Argentina. Yeah.
Steve: That's great that Gee had success with it because I've I I've still got I've stopped PTSD. Like, so, you know, a lot of people know me today as the podcast guy or the sales guy. Right? Yeah. But they don't know that in 2013, I gotta try being a coach, and then I try to sell leads.
Mhmm. Right? Because I figured out how to get leads. Like, I was doing PPC before PPC got really popular. So I was, like, charging 5 k, and I'll help you learn how to do PPC.
It hardly sell anything. I also suck at sales at that time. But I also would just like, I'll just sell you these. I'll generate the leads and sell it to you. Right now, it's, like, $220 deleted that time.
Yeah. Right? So it's PPO. And, man, the complaints I would get is, like, the leads suck. And I was like, no.
They don't suck because I'm closing these. The leads are totally fine. So you were able to go out there, get leads, and have no challenge as far as, like, hey. As I'm on, these leads suck. No.
I You're probably a great closer. You're spending tens of thousands of marketing, running appointments, and getting contracts signed. And we both know the only difference between where you are today, where you wanna be, are those contracts that you didn't get signed. If you had those contracts signed, you would have more money to spend on marketing, more cash on hand to hire the person that you've been looking to hire, and you won't lose any sleep wondering if that one contract is going to close, which would allow you to have more free time to spend with your loved ones or working on your business instead of working in your business. Once you attend our two day event, you'll walk away with all the tools you'll need to create deep personal trust, overcome any objection thrown at you, and get homeowners begging you to buy their home.
So you have a choice. You can keep doing what you're doing now and getting the results you've been getting, or you can join the hundreds of people that have attended and are simply crushing their respective real estate markets. To attend our event, go to closemysales.com/realestatesales, and I'll see you there. Like, hey. As I'm on, these leads suck.
Esteban: No. Because the thing is that I did a lot of testing with different industries to ignore that. So before I started my motivated seller campaigns, I tested with guinea pigs. And I called them guinea pigs because they were really were guinea pigs, but they were great people. Like, they were real estate agents.
I also did gym owners. I also did lawyers, and, like, guinea pigs on how to figure out how to get best out of quality. Right? And the best guinea pigs for us, was the, was the real estate agents real estate agents because it was a similar not same similar. So the more friction that you put in the farms and the more, the better user interest you make them go through, the higher the quality you can get.
But you still it's it's and you still will be super dependent on the market and who receives the beats. Yeah. So explain it again
Steve: for everyone else that's not as well versed in market.
Omar: You have
Steve: to be somewhat resistance and quality leads. So explain it again. Just maybe say a different way so everyone gets it.
Esteban: Yeah. Absolutely. So if you want to ultimately get better quality leads, you have to sacrifice a sacrifice a little bit of volume, which means that if you are going for more quality, you would expect that your leads will cost more because now you're adding near questions to the farm. You probably are prequalifying people that are the ones that you want to work. So things like better ad copy.
So if you if you don't want homeowners that that are not, let's say, pre foreclosure, that you mentioned that. So that qualifies a few peep this qualifies a few people. So you disqualified through the copy. You disqualified whatever you put in the landing page. This is only for homeowners for this specific area, for this specific amount of, or size of the house.
So we're using televisers. Yes. Exactly.
Steve: Okay. Well, this isn't finding.
Esteban: Exactly. And then, if you have, for example, a video that presales them on how this works and the type of, the type of work that you're gonna do, how everything works, and with the type of people that you don't help, that also will disqualify people. But the thing is that you are now actually positioning yourself as that authority that works with people that actually do need your help. And other people because if you're getting if you're generating needs for motivated sellers and you're getting buyers, you're doing something wrong in your funnel. If you're getting renters, you're doing something wrong in your funnel.
If you're you're getting wholesalers, well, you're getting funnel hacked a lot. But and the the next thing is, like, how do you ultimately ask the proper questions to not sacrifice all the volume and have a balance between quality and volume. Right? They're not because, like, for us, we have
Steve: this debate in our office all the time. Right? Because we're marketing for people that want to buy cords. Right? Like, that's what we mean that's what we intend to do.
And so the our he was always, like, for lead max, they were given away for free, right, to require the phone number or not. As, like, for me, it's free. The cost is your phone number. Mhmm. Right?
It might not be a real phone number, but the cost is a phone number. And they're like, well, but we're gonna get through a lease. Like, I know. But a lead would have a phone number for me. Is that a lesson?
Correct.
Esteban: Yeah. Yeah. That's an email.
Omar: Like, might as well. Yeah. Yeah.
Steve: It yeah. It it makes I
Esteban: mean, there's so many ways. Like, right now, the best way to make it work on Facebook is obviously the direct approach. Be like, we have this offer, and this is what we can do, but the thing is that everyone's doing the same thing. Everyone is saying, we buy houses cash, sell a house fast. Everyone says the same thing.
Mhmm. So how do you differentiate from the competition? Right? Like, because there was so much noise, and phone orders get, like, attacked by call callers, attacked by direct mail. And in order for you to get first the hook, the interest, and get familiar you know, familiarity and trust, you have to be different.
Right? So you're positioning the way that you put your spread. Maybe if you do a a video the way that you speak and they'll offer that you're gonna keep them. So offers that work, for example, are we're gonna be able to give you multiple options for you to sell your house at your convenience. Yeah.
Not in seven days, not in ten days, whenever is most convenient for you. Or for example, we're also able to buy your house full price. What does full price mean? Something that you and I agree. Or, you know, top dollar cash offer.
What does top dollar cash offer mean? Something that you and I agree on on the phone call. So you just reset the expectations, in the phone call and, like, during the sales process. So you set yourself apart. Right?
You have a great video advertising because, like, a lot of people are not doing video well, but also a lot of people are not doing the pictures well. Yeah. Right? So, it most importantly, if you don't have a pixel that is seasoned with data of actual quality market equivalent needs then, for example, people that book employment or a positive conversation, people that were in a contract. And you don't feed pixels with that proper data, it's harder because now you have to, like, learn fast, learn slower, and, you know, you have to go through the entire basically, Facebook learns exactly who you want.
So you you you send based on that information
Steve: to the pixel. Let me ask you this because I really appreciate talking about, like, how you separate yourself in the message. Right? Just close full price at your convenience. Right?
Rest of it, we pay cash for those stocks. So one thing, this can, kinda have, like, a, I don't know, like, an epiphany. So when I talk about, we don't have to make cash offers. Right? And one of the big KPIs for a lot of salespeople or a wholesale, like, a base is how many offers it didn't make.
Right? So, you know, please don't hate me for this. But we don't believe in making offers. We believe in, you know, quality conversations. And so one of the things is if we don't make offers at our appointments, we're setting up for failure when we say, hey.
Get a cash offer in seven days. So but, you know, looking at the homeowner's experience, they don't actually want a cash offer. They want cash. They want the best offer possible. Right?
Like, with the best offer, you want the most amount of money. Right? Because those are two different things. Yep. Right?
And so, like, why do we say cash offer versus get cash in your time frame? Right? Or give them money in your pocket. So, like, I did a a cage match with RJ Bates the other day. And if anyone watched it, you know, I'm always saying, like, you know, about when would when exactly would you like to have the money?
We're trying to put the most money in your pocket as possible, but, you know, like, you need to figure out how much you want before I can tell you how much money I'll put your potter. And I'm focusing a lot of the language on money in your pocket, cash in your bank account. And everyone once mentioned cash offer. Mhmm. So, like, do you does your copy in general talk about cash offers?
Which are with cash?
Esteban: Well, our copy in general have a lot of AB test. Mhmm. So we do say cash offers. We do say you're gonna get cash and wear your home. You also will save full price, top dollar, multiple offers too.
Or we also be like, we're going to remove you from foreclosure, or we're going to remove you from the situation guaranteed. Right? Like, there's different ways that that you can angle it. And at the end of the day, everything works. It's like how well does it work.
Right? How well does it ultimately convert in terms of how many people pick up the phone? Right? Cost of the lead. Right?
And then, ultimately, are these people that are in the beginning stages of, customer awareness, or are they in the end stages of customer awareness? And I'm not sure if you know, or people know about the five stages of customer awareness. Well, that
Steve: was something about this. Right? Because you talk about customer awareness. But this is more of I didn't learn about this really well until I get really deep into marketing. Yeah.
Why am I talking about the five stages of market awareness?
Esteban: Yeah. So first stage, which is people should already be targeting now is unaware. Like, people don't know that there's a problem. And that's why cold calling takes so much time and so many leads to get more because people are unaware that there's a problem, but you triggered them. There's a there's a problem.
So it takes way more leads to get that one deal. Is that right? So you don't wanna target them in social media or but you just don't. The other one is that the second one is that there is problem awareness, that there is a problem. I have a problem, and they're, like, I'm scratching my head and, like, acne issue going on and so on.
Right? The other one is that there is solution awareness. That's a third one. So solution awareness. Like, there like, there's some sort of solution out there that will help me.
And the fourth one is gonna be there is a product or there is a service that exists. Right? That's a fourth, stage of awareness. And the last one, the fifth one is just fully, fully aware. They probably have gone through your material.
They've gone through your website. They've done a lot of Google research. They are fully aware that there's problem. They're fully aware that there's solution. Right?
And they are, like, very, very warm, very, very hot. Right? You wanna focus on from two, five to target those people so that you can hopefully have higher conversions. Right? It's funny that I see you guys talk about closing.
Right? And, you, and, who else? There's another guy that I mean, the
Steve: ones that are big ones that are talking about closing is, you got Steven Morales. You got the client.
Esteban: You got closing. I really would love to really see what are the closing ratios. Right? Because and and and what are the actual processes between is there a setter, or is it direct to closer? If there's a setter, your closing ratio could be a little bit higher.
Better be. Exactly. But there is no there is no setter. Your sales ratio is a little bit lower. Right.
Right?
Omar: Well, so where did where did the lease come from?
Esteban: Exactly. Of course. But these two things are very important to the throughput of the sales process slowed back to the earnings.
Steve: The seller helps develop that. Correct. Right? So, yeah, so just to summarize. Right?
Because, like, again, this is something I just learned this year. You know? Just going going into my own marketing journey. Unaware, aware that there's a problem, aware that there's a way to solve this problem. Found products, and that solved this problem.
And the last one is found your products. So now you've gotta solve that. So, like, Google is, like, number five. Sure. Like, Google is like, I have a problem, and I need someone to solve it, and then they land on your website.
That's number five. Right? That's why those things are so great. But there's other stages that we should also market you to, of course,
Esteban: because they're buyers or in this
Steve: case, sellers. They still didn't work with you. K? So what are you doing then to market to people that are because this is how disregard unaware. So what are you doing to market to people that are aware or people that identify I have a solution but have not taken action?
So I have not taken action? Yeah. Well because they're selling the solution. Like, oh, there's I have a problem. Oh, there's a solution.
But, yeah, I haven't gone on a computer yet to find that solution.
Esteban: Yeah. Well, it it it's gonna depend because we may be able to, educate them with the top funnel by creating videos or or, value driven, content that also makes them generate you know, become a lead, but they still not taking action. And then we just retarget them with different, better offers or, or videos or or ads that ultimately increase the the actual familiarity and trust that you gotta get them. Right? Another thing that we make them make them do is they go through a journey where the first thing that they see in the landing page, one of the first things, is gonna be come out a computer sales letter where they tell we tell them, like, this is what we can do for you.
This this is what it's in for you. Right? This is why you should hear us, you should trust us, and so on. Like, well, lots of social proof, credibility, and so on. This is ultimately, why you I mean, you don't have anything to lose.
And, also, how does this work? Right? And at the end, con work with us. So we indo indoctrinate them throughout the entire process to make them even more aware that this is
Steve: the right place. I've learned this is you you create an awareness bridge. Yes. Right? Taking across from, like, hey.
You have a problem to, hey. There's a solution here. By the way, there are other options out here, by the way, like, where the best. Yes.
Esteban: How to assess solution. So but, obviously, your team, your sales process, your follow-up, the emails that you send, the SMS that you send, all of the all of that is, like, super important. Even even if you if even if using that same ad that you used that they saw that didn't take action and then running other ads in in right after that ad in order to make them at least click and go through the first opt in. It's important because, again, you're moving them through the entire cycle. Right?
So from the moment that they submit the first lead, opt in, right, and a setter or, in this case, a lead manager calls them. Right? And, essentially, make them help them go through the process, prequalifies them, but also help them go through in process. Right? So imagine that there is all this new channels here as a setter or the lead manager who is an important therefore an individual to make them go through that fix.
Make them understand, first of all, qualify to see if they're a direct person, but make them understand why they should trust us, make them understand that there is some some material that they can check out. Make them understand how, the other call is gonna be one of the most important calls for them and sell them on the idea that they need to go to that second call, like, that offer call
Steve: of PixScribe. Right? So you started HESL Media then was the first entrepreneur. Yeah. And so our first entrepreneur that was in that.
Esteban: Yeah. So it was it was so FBA was, my private brand was hustle, which is h e s e l, inverted e, inverted e. So I wanted to do an apparel called hustle, and I just hustle. And didn't work, so I was like, look at hustle media. And that was the first day I did, and really the the way that I that I that I do worked or, figured out agency is by a reverse engineer heck out of every single agency or programs out there.
Steve: So what does that mean? You're an engineer,
Esteban: and then I'm an engineer. What do we do?
Omar: I mean, we
Esteban: do. We buy the products. They're both our competitors. We take it apart. We do we do model of it.
We do analysis and we make our own product.
Steve: Yeah. Why did it work? What was good about it? Uh-huh. Why did they do this?
This part doesn't make sense. A 100%.
Esteban: At at that honestly, that's what the earning thing at Chrysler. Like, they used to buy BMWs.
Steve: You said something earlier. Right? Funnel hack.
Esteban: You might be getting
Steve: funnel. Right? So talk to me about funnel hacking.
Esteban: Funnel hacking, it's an it's there is, like, an in between. There is a gray line between. It's a good thing, but it's also bad thing. Like, at the end of the day, you're an entrepreneur. You wanna figure out what the betters are doing well.
But at the same time, if you're getting it too much because you're getting a lot of attention from others that wanna learn from you or they just wanna figure out exactly all you need to put in details, this is a funny story because how we met the first time ever is because I funnel hacked, another agencies that they want that he used to work with, and he was the closer. So I funnel hacked my way to meeting him a little bit. Tell him about this story.
Omar: Well, I used to sell, agency services to chiropractors Okay. Which is, basically what he does with real estate investors by working chiropractors. And, we scale to, like, 250, 300,000 a month. And, one of the founders, his name is Joel Kaplan. He started coaching program.
And, we had a good sales process, obviously, because, he's not the only one that did this. He, foul hacking means he inside up as another lead as a doctor with the process and pretended that he was interested in the service. Yeah. So I I have no idea. Right?
And he'd be up asked me to
Esteban: that was like, oh, thing.
Omar: Which is funny because I used to I used to ask people that. But when you get a once you get good at sales, I'm like, I don't need care if
Esteban: you have
Omar: any camera on an off phone, walking, driving. Like, I can sell you any at any point. But before I first started, I think it was important. And, yeah, he went through the process, and we got on the sales call. And I guess, he took the sales there and implemented it
Esteban: to He was a fan of pitch deck.
Omar: You I said I gave everybody everything all the time. Got it. Because I was like in my head, I was like, they can never do it as good as me.
Esteban: So
Omar: I here's the procedure. Yeah. That was that was my mindset. Like, actually, our first client when I was selling the consulting, program when, we launched it, was another chiropractic agency. Like, literally so I literally was showing them calls with chiropractors they might take calls with.
And I just always had the abundance mindset. I'm like, I don't think you should do it as good as me. And I don't know if it's cocky, but I mean, you kinda
Steve: have that self confidence of sales.
Omar: 100%. You have to. So to me, I'm like, you it's hard to you can rip the process. You cannot rip the person.
Steve: So funnel hacking is basically signing up on their website, checking out their, upsells Yep. Their back end
Omar: Everything. Their membership area. What emails you get when you sign up? We'll check
Steve: the emails, check the text confirmations. Yeah. What's funny is
Esteban: that the best companies in the world, they do it in a morally well They just don't call it.
Omar: They just don't call it fun? Like It's.
Esteban: It's. That's it's a benchmark. Yeah.
Steve: What do you guys call it at price tick? Benchmarking. Benchmarking. Yeah. Yeah.
So yeah. So, anyway, I bring this up because you were saying, like, you know, some of the clients some of the people that are listening right now have actual Facebook campaigns or PPC campaigns. They might be getting funnel hacked. Right? People are going through it.
And I can say for sure, like, for me, one of the things that always piss me off the most, and there's nothing I could do about this, was having wholesalers click on my Google Ad, cost me, you know, $45.50 bucks, and ask, can I put you on my buyers list? Like, absolutely not. You just buried 50 of my dollars. You should think that. Did not put
Omar: me on your Yeah. Beeps. Dealing.
Steve: Yeah. That's so funny. Okay. So in the hustle media, but then Mhmm. What happened after that?
Esteban: Well, Hustle Media is still still running. And Hustle Media is is a elite, very successful marketing agency that does that does meta ads for real estate investors, high level real estate investors.
Steve: So our clients are very premium, but we learn through time that we continue working somewhere to find out more about a solution.
Esteban: You can go to hasslemedia.com. We post a lot of content. We there's we do we do a lot of blogs as well that are from podcast and from different things that we do research on. Actually, we just did one recently about you. We call it it's it's t t t r n g s e l.
Could be. And that's a good that's a good one.
Steve: It's a good pedal. Right? Yeah. But, yeah, Jeremy is, like, intrigued. Okay.
So, has some h e s e l.
Esteban: Not h e s e l.
Steve: Yeah. It has a medium. Okay. So you've got this going. Then what was the next thing you did?
Esteban: So the next thing I did was I always wanted to be a vertical integration do a do a vertical integration. I saw that, you know, the biggest companies in this space, they do, vertical integrations. Like, you see, like, a lot of the different big guys, they have, like, a lot of mini companies or different companies, some favorite companies. And and it it's kinda like it works like a there's a nucleus where it's that person referring to the other companies. Mhmm.
And they have, coaching, education. They have CRM. They have, media company. They have a paper company. They have, the wholesale all week.
You know? I've worked a wholesale company. I did flipping company. It's, like, entire vertical integration. So I wanted to do that.
And I started, you know, you know, playing around with, like, CRM and and somewhat, but there was there was one big thing, one big need that our clients, were looking for, and that's where I saw the opportunity. They needed help
Steve: with follow-up, with nurture. They
Esteban: needed help with admin stuff, and that's where I was like, okay. I'm going to white label a few virtual assistant companies and see if I can pull it off. Right? White label only means I'm using their product and service, and I'm putting in my name, and I'm taking care of product success. Right?
So that's why they, like, they do the fulfillment. I take care of product success. It did work out. A lot of the VA companies honestly suck, and it it didn't go with the quality that I wanted. They were not passionate about helping people as I am.
One of my core values is is that, Mike, really be obsessed about, everything, your clients, your team, and yourself, and and you're gonna do be doing a good job. So then I followed Amir, who was starting his, VA agency back in the day now. I used to call it, the VA agency where he used to do Filipinos. And I remember I told Amir, dude, go into this website and find Latinos. See if you can actually find some of Latinos.
Because I know Colombian. I know Mexican. I know Argentina. They're, like, hard workers. Right?
They're, like, awesome people to hire. So go and find some of them and see if if that works out for you and for your clients. And I used to give him a lot of tips, here and there, but I also bought his product. I got bought a media buyer, as I can buy the person, but I I bought the service to get a media buyer, and it worked out. Right?
I had the media buyer for a long time, but then I realized this guy has similar core values, has very similar goals or a very light goals. Let's see if we can do fifty fifty in the real estate investing space. Right? A lot of people used to go to him and be like, hey. Yeah.
This is on your app and stuff like that. And they don't then they don't pull it off. Like, they don't send clients, and they're it's only talk and talk. I said to him, I don't know. Twenty, thirty clients.
30 clients in, like, a matter of a month or less. He closed a lot. Everything was fifty fifty. So the relationship was very exciting because my clients were getting serviced by, this VA company, and and that VA company was giving them amazing people from Latin America. Mhmm.
Well, some some sometimes from Philippines too, but it it was, like, the perfect high to sit down and be like, what are we gonna be what are we what are we gonna be called? Like, how are we gonna call this? So we weren't, like, again, like, seeing what the mark how the market behaved and see what the other companies are are called. That's when we set remote Latinos that we're gonna give to give birth. And and the goal is to not only help, like, 2,000, 3,000 investors, but, like, help 10,000 people get careers in The US.
So Latinos get careers in The US. And we set a proper vision, proper goal, you know, a proper mission, a proper core values from the very beginning. We're like, let's handshake this. Let's make this a deal, and we're gonna start fulfilling people also on virtual assistants, which then evolved to be high level offshore employees. And, like, so Ramon Latinos is the next marketplace, which is coming up of the best talent that you could find in Latin America for your business in The United States.
So don't
Steve: be offended by this question.
Omar: For
Steve: sure. So it's just like onlinejobs.ph. It's just like
Esteban: that was one of the ones that we that we benchmark. The the They're like I'm sure. Yeah. They were incredible.
Omar: We use the art. We still use them. We we hire a lot of people from the art, and, like, people don't realize because we didn't realize is that their, evaluation is close to half $1,000,000,000.
Steve: Oh, it's a major major company.
Omar: It is like, it's like a trend. Right? So it's super cool.
Steve: So it's it's like it is built. Like, Lee, I wanna get some VX, and then you go
Esteban: to The Philippines. You go there. Jobs.
Omar: The job is that there's nobody doing that in Latin America because we use some services like this couple services that we use today, you know, and they're great. Nobody hears about them. And I'm like, if how how is this not how is this not coming here? How are people only hiring people in The Philippines? The Filipinos are great.
We have Filipinos. They're amazing. They're some of our leaders. You know? And it actually, one of my very first employees have been with us.
He just hit three years yesterday from The Philippines. They're incredible. However, there are certain jobs that they're really good at. I for I if I was to hire someone for sales, puede, Latin America makes much more sense. Right?
Especially, like, we're in Arizona right now. Like, there's a lot of Spanish speakers. So you hire someone that speaks Spanish. It it's like the culture influence is right there. And we just noticed.
We're like, how come nobody knows where to find land talent? Like, they're literally paying us super high ticket, which is awesome. And by the way, like, we deserve it. Like, we we're good. So the part of the the ultimate goal is, like, okay.
Well, we're gonna keep doing the high-tech, and we will help people find the talent. However, let's also start a marketplace and be able to provide them talent without us being directly involved. And that's where, you know, the idea came. Because I've told us on this for a long time. I've told really agency owners because I came from my ticket world going back to the beginning and learn this very early on that rich people get rich by selling high ticket.
Wealthy people get wealthy by selling low ticket. They just sell to the vast majority of the people. Right? Like startups startups.
Esteban: Is that how we basically are becoming a startup. Yeah. I'm actually so it's so crazy. I'm I'm I'm meeting and I'm finding myself, knowing people from Y Combinator. My neighbor, she is there.
She wants to for me to apply. She she she works, and she she's friends of, you know, Airbnb founders and, Instacart founders and, Reddit founders. And we're basically what we're doing, and we got into the start up world by accident, but it was also passionate. It was fired up by a a personal desire of actually, in the marketplace was an idea that was not idea idea from the beginning. We wanted to be the next level high level VA.
We didn't wanna be a VA company. Like, this a VA company to me, it's like you're selling lower level individuals. That's how it sounds. We want offshore employees. Right?
Remote employees. That that's what we want. That that's that's how I betray. And we'll see another five people because my entire team is they're all a players. Like, there's no team member right now that I can think of that is, like, a big player.
Like, like because I've known my selection pretty well. And they're, you know, majority from Bogota or Mexico City. But the marketplace grew from the desire. Tell them the story about, how we ended up like, so we ended up having using another marketplace that was working at the time.
Omar: Yep. Not a lot of
Esteban: people in there. But he got into a call with the founder of that workplace.
Omar: Yeah. I didn't know I was on the call with them because they we were using them, and they they told us that they just stopped our account. And we and then what they found out is that we are, like, wholesaling their people, which, by the way, not illegal. Like, we would do that. They they just got mad, but the problem is they didn't tell us to stop.
Like, hey. What you doing? They just would they wouldn't be clear. And I just wouldn't be like, yo, just tell me this.
Steve: And tells why I'm not allowed to do this.
Omar: And I was like, yes. Like, all I chose at PH as I banned people from new that too. They they they just as soon as they see a recruiting company, they don't let that happen anymore, which makes sense. You know, you don't wanna do that, go for it. So I got a call, and I didn't realize I was telling the founder, and he he was absolutely rude.
Didn't give me any respect. And I was just sitting there thinking. I'm like, wow. Like, this we are using we have helped so many of your people find jobs. Like, you are being so selfish.
Like, I'm paying your bill. It's not like I'm
Esteban: not paying you. Paying your bill.
Steve: We've helped hundreds of your people. Exactly what you have.
Omar: Exactly. And not even that, we're paying $300 a month. We're at the top premium package. We're just wholesaling people. We just, like, found a loot and, you know, and it is what it is.
Steve: Just go hard.
Omar: Basically. Yes. Yeah. It's funny because RJ RJ, you know, he did, he we did the, between the whatever he called it between the belts. Yeah.
Yeah. Between the two belts. Yeah. Yeah. Between the two belts, and he just, like, grossing me.
So you're like a slave? No. Not really. Not at all. But yeah.
And and and as I was saying there, I was like, I have never ever disrespected a customer in my life. Like, maybe, you know, we've been a 100 with every single person I'm given like, it happens. Sometimes people don't get exactly what they pay for and it sucks. Like, that is part of nature of business. But I've never been disrespectful to a business owner or a customer.
And the way you talked to me, you disrespected me. And I was just like, I I told I talked to us about, like, ten minutes after that, and I was like, we're gonna start our marketplace.
Steve: I know. We're gonna serve.
Esteban: It was not exactly like it was like, oh, man. I've never felt more like shit ever in my life. Like, I never felt like this, like, ever Ever. From someone else. And then I was like, why?
What happened? They're like, this guy just disrespecting me and, like, I felt like shit. Yeah. And I was like, really? Like, hey.
For for what? Oh, because we're using this product. I'm like, me, we're using LinkedIn too. We're using, like, Indeed. Thanks.
Yep. And we're paying him, like, give us a better package then. Like, can you charge us more? Yeah. Right?
Yeah. And we'll pay. But, no, he decided how you do something is how you do everything, and he and I know that his core value is not something that, you know, people driven, customer success driven. Yeah. But we are.
So we decided, look. You know what? If we're gonna build some I don't know how I've never done software, we're gonna build something that is gonna be so good, but also it feels good to be part of that. Like, the client says account managers, the customer service people are gonna make every own TLMAs. The community, like, we're gonna make every own TLMAs, and we're gonna be different.
Right? So that's when we decided to combine Tinder, Bumble, and LinkedIn. Except we they don't date their employees. Exactly. I have to
Omar: make that very clear because he keeps saying Tinder and Bumble because it's a matchmaker. It's a mass breaker. But you you don't date your employees.
Steve: I think that's okay. Well, yeah. So but so if I go to remote Latinos, I'll find a talent, and I in class. E. So this is a temp agency, or this is not a VA agency.
This is place where I can go and, like, find people that posted their resumes. Kinda like back in the day we had monster.com. Yeah. Was it kinda like that?
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Steve: It's kinda like back in the day we had monster.com. Yeah. Was it kinda like that? It's it's we inspiration is
Omar: a lot on what all my job has done, except there was a couple of things that I feel like they don't do, and that's what we are gonna do. One of the biggest ones, and maybe they added it now. But I hate the fact that when I click on a person's, profile, I can't see their video. Like, that sells that's a huge seller.
Steve: What it sounds.
Esteban: I don't know how it feels.
Omar: Like, what do you
Steve: I was gonna have to
Esteban: know if I I wanna have more things to make me make sure that there is is a good high restart.
Omar: Correct. And the video is the the video is the first thing. Right? And then there's also gonna be, like, certain tests that they have to take beforehand and really, like, create when they create a profile, they're taking a time. We don't want, like like, the, quote, a low level bit, you know, the starter people that are, like, $1.02, $3 an hour.
They're out there. That's only Joe's a PH. We wanna find people that are getting paid pretty well. Like, you're you're if you're a brand new business, it might not be the best fit for you in the beginning. But if you're doing one or two deals a month already, you're you're starting to get into the groove of things.
You, you know, like, you you're you bought Steve's course and you know how to sell. Yeah. And you're making some money. You don't wanna hire a a person, even from Columbia, that doesn't speak good English because they they exist. Like, there's low level people all over the world.
We wanna find people that are already have experience that have been in the space that have either sold, set appointments, do video editing graphic design, and they're coming in with experience. And I always like to say, you could in the first two weeks of someone's employment, you could tell they're gonna be the a player. They're showing up. They're staying after work. They're training.
They're going above and beyond. They're showing you that you made the right decision. They're and then every time that we we've had to fire someone, we look back at when they first started and I'm like, look at that. Missed days, not responsive, bad communication, whatever the case is. And we every business owner, I really believe that you really care about people.
You overlook that because you wanna give people chances because I was one of those people that got the chance because I feel like, you know, in the beginning, maybe I was in cozy deals. So I'd like to give people a chance. However, the one difference between me is I was showing up. You never had problems with me showing up. I I was a good communicator.
So you could tell the a player from the beginning. We wanna be able to help those a players, the people that put in the time and effort and, they studied. You know? Like, I don't you guys have a staff here, but I don't know if you guys look into, like, college resumes when you guys hire people here. I don't know what
Steve: you guys do. No. Actually, college is probably bad, Mark. If you graduated college, it might be a concern here.
Omar: Correct. However the labor offshore, it is driven by I want to. Exactly. That's nice. What is it that interesting?
Let's take
Steve: a if you're college educated, it might be a concern.
Omar: It's a concern, especially if you're hiring for sales roles. Like, where's your I'd rather take the guy that's, like, hungry with zero sale with zero college, AKA me, versus, like, the, you know, someone that has, like, six, seven year degree. But offshore, if you don't have college degree, I'm a little bit skeptical. I'm like, we're, you know It's competitive. Exactly.
So it and, again, going back to my point, we wanna be able to help those people that have put in the time, effort, invested into themselves that are coming in from experience and match them with business owners that, you know, they're scaling their business. You know, I don't wanna put a revenue number on it, but they're on they're already kind of establishing their this
Steve: is what they wanna do. So how are you sourcing Disney?
Omar: Many ways. So what we run ads, just like what has some media does for generating leads, put themselves in for the clients. We run ads. Two, we have we have recruiters. We have recruiters and we have sourcers that are, like, actively looking for it in different platforms.
We have affiliates that send us all their family members and friends. I mean, if you're good, you maybe know someone else that's good. And then we have a community as well. So we built a community on Facebook. We have almost I I would say close to 10,000 people in the community.
So not a lot, but we also don't want everybody to go into that, to that place. And then also we because we've been around for almost four years, we built a list of, like, tens of thousands of people. So a lot of those people, we you know, they either have worked for clients or they're actively looking, and we make sure that they're still, you know, actively, you know, good, and, we can help them. So in many ways, honestly, it's been a it's been a it's been a journey. And, I mean,
Esteban: it's crazy how recruitment and sourcing and stuff is is a legitimate issue. So I'll see blue liability. So it and then also the quality of the applicants is gonna depend how it's generated. So if you go and take a look at a company in Colombia that is crushing it, and it has hundreds of people, and it this is, let's say, for example, Rapid, or thousands. Rapid is like a huge big, kinda What is it?
Visa card? Conlaborate. Yep. And if you go in LinkedIn and you see every single one of their, employees, you do an outreach message Send them an email, do a link to message. Right?
That is kinda like an active, outbound approach where you're telling them, hey. There is an opportunity for you to work here in United States for a higher salary. They'll probably pay them well, but not as well as you can pay them. Right? You can be very competitive.
Right? It's not hard. Like, 5 to $8 an hour to start. Sometimes people ask for $8.09, 10. That's totally doable.
And then you add bonuses, commissions, adding on the role. And then you create lists. Right? You create a list of people that are looking for an opportunity or are greater opportunity. Or you would do the email approach, which is you you job posts and ads.
Yeah. You also, put job posts on LinkedIn or Indeed, which actually works really well in Latin America, LinkedIn, Facebook ads, and then people just apply. These people are actively either looking for a job or something, and then you create high quality lists where you nurture that list as well, the sources to that type of type of job in there. That list, whenever we have someone that, let's say, for us, for example, an appointment center, we can ultimately recycle those app applicants because maybe it didn't get
Steve: the job in here, but it could get
Esteban: the job for this second client. And then, ultimately, we're always having a good list in there. Right? So there is always inbound and outbound lead generation for sourcing candidates. It's the same thing as a funnel.
Right? It is it's exactly the same thing as generating needs for clients. So for your for yourself and also for your. But, so for example, me, when I started this business, when I tried to start this business, I knew all I got. I gotta generate my own clients, and I also gotta generate my own applicants and have my entire funnel for applicants.
Mhmm. How's it gonna be so much work? That's why I wanted to why they're doing it. But then if I hit him, who we work fifty fifty, Caden, he already had something to stop. So how
Steve: do you identify someone is a quality candidate? Because you're talking about, like, this is, like, matchmaking. Right? Like, is this correct? Do they have to have certain applications, and then they make it on to remote Latinos, and then me as the user can interact?
The way that our funnel is set up right now is we make sure that there is, again, a form with high friction, which means enough questions
Esteban: that we generate enough volume, but with high quality. And they're about 24 questions, for example. If you see our Facebook ads funnel, it's about 24 questions where we ask them in include to us to to get the resume, but also a video. Like, a short video, tell me why you're a winner, why you should actually be considered for this type of application. And we do one rule at so appointment center, that's only one at.
Executive assistant puts only one at. Right? And they go through the entire. And after that, we check and we see we check-in the CRM whether that's a go or no go, whether something missing or something everything is completed. Right?
And those people will go through another, pre interview, process where there's gonna be, like, an AI interviewing. Like, they're essentially answering questions to an AI, and, the questions are just there for you to score them out to them. And then, our sourcers will just only identify those potential great people. Sourcers are kinda like the the lead employment centers, basically, and and they would also just just screen them. Right?
Being making sure that these people are the right fit for the type of plans that we get, for the type of roles that we want, the right skill sets and experience, and, that they actually put in effort. How do you say knowledge? In terms of the interview process. Yeah. Right.
Steve: Because So you have to screen them before they even make it onto the website.
Omar: So what is application, Then they submit like, we give them about 30 questions to answer. So all sorts of questions, they submit a video and a resume.
Steve: Most video I can see.
Omar: The video you can sell a ton. Then they do the interview, my AI interview. Most people don't even submit the application. Their video sucks or the resume is incomplete. So that they they they they eliminate themselves before we even have a chance.
Once they make it past the AI interview, we identify if which person when this which which role does this person would go to in terms of our clients? Because we don't wanna just recruit right up people. We wanna identify specific needs of our clients that, you know, they're looking, and then we interview them internally one more time. But the interview is much more is set up towards as if we are working for the client. So So when we say, what is Roberto's?
We're a fractional recruiting service. So instead of you hired a full time recruiter, you hire us, and we do all the heavy lifting as a recruiter would do except for a fraction of the cost because we're not working full time for you. Right. So, again, application, video resume, AI interview, and, in a personal interview, like, a specific interview for the now the one thing that all of these five things correlate with is communication. Because if there are people that will do everything right, they are the worst communicator.
They're slow responding. Their English is off. Something is off, and that tells us a lot. Like, because that's something that I tell my team all the time for years. That's a major thing that we need to incorporate because here, Steve, you can just walk into someone's office.
They don't have to be the greatest speaker. As long as they're in the office, you can just walk in, knock, knock, and ask them question. When you have a remote team, communication, everything surrounds by communication. Doesn't matter the industry. Right?
So you could tell a lot by a person how fast they respond, how how responsive they are, especially throughout the day. Of course, if it's at night, you know, I get it. But during the day, how responsive are they and how bad do they want it? And you'll see there's two types of candidates. These candidates are looking for a job.
They're jobless. Where candidates are currently working, they're not looking for a job. So those people those are the best people. The best people are not working. They're not looking for a job.
Yeah. So those people we have to, like, you know, give a little bit of leeway because they're working and they're not gonna be communicating with us fast, but we have to also take into consideration, like, how badly do they want that's where the sales comes in. Like, how badly can we sell the client and service to them? Because sometimes they're currently working, but they're not happy because they feel stuck. They want money.
They they want a different opportunity.
Esteban: We we want to also do the sourcing, journey or of this applicant was challenging enough because they need to go through personalized person too precise, and they need to include them. They do skill test for the role that they're applying in Italy or a custom skill test that they would action. Because we want to get into players. People that go above and beyond, people that are not lazy about doing this, that are responsive, right, that are showing up. We we want to get those people.
Right? And we only present three to five match. Right? Whatever clients come in to work with us. The goal, for example, of the marketplace is that it will give you scores and also will will help you, sort through the percentage of match matchmaking.
Right? Like, whether that's it matches your profile, your core values, much as the the role, the structures that you want, experience that you're needing for that specific, for that specific quote. So we also wanna make your life easier by presenting the list of people.
Steve: Yeah. That's why I was interested on that because, like, you're applying for a job,
Esteban: and then you have a job. Boom.
Steve: Yes. Explain to me the AI interview because I think this is probably something I'm probably gonna steal, like, right after this. Steph, we showed
Omar: the hunt of this is silly.
Esteban: What is an AI interview? So the AI interview is a software. You can literally go to my attribute, Matt Cohn. Hey, larry.com. Yes.
And that one, ultimately, you can set it up to for people to answer a few questions in the video as if they're answering to someone in front of you. And you can make it so human like that. You can only give them a five second break between questions. No tries. If the AI interview would ultimately give you, a summary and their own takeaways and feedback about that specific person, the compiled of all the questions and answer that they get.
And you can also give a prompt or establish a rule. Be like, these are the two questions that I wanted to be a must and nonnegotiable, and you can also score that with us. But the goal is to get them to your you they're gonna start add answering questions as opposed to a human here, and they need to be prepared. You will tell if people actually are reading through the screen. Right?
You will tell if they are, sounding robotic or whatever or something like that.
Omar: So and once you they once you start, they can't do it again. Yeah. So it's like they can't just refresh. Unless you give them another try. So I do like to give people two tries because I think, like, you know, with it depends on the role.
I think with sales, it's one try. But, like, video editors, I'm like, dude, these guys are not taking videos into things.
Esteban: But, also, like, taking video, I know it's another skill itself. Right? Like, putting yourself in camera and, like, talk to the camera without getting nervous. It's a skill. But might it be makes it make it sound and make it feel like it's just
Steve: is an AI bot on the other side? Is it, like, a chat GPT prompts?
Esteban: And it's questions that you set up Yeah. With questions. Yeah.
Steve: Like, is it, like, are they reading a question and answering it, or is there, like, a,
Omar: hey. No. No. It's just it's just a question.
Esteban: They say,
Omar: that would be cool. Then it's fine.
Esteban: But I think that in their development
Omar: They're probably not so late. You're right.
Steve: Do they're yeah. We're still playing with the HeyGen last week. Right? Familiar with that one? Yeah.
Hey, Jen. They were signing with it, and, it looks really cool. But, man, like, you could tell this other person is. Yeah. Yeah.
So you give it a script, and they read it. And, like, if it was like, hey. Welcome to our community Mhmm. It's just good enough. Yep.
Right? But it was, like, reading, like, a thirty second script. It was like, oh my god. This
Omar: Yeah. They're gonna It's not there yet. It's not it's not there yet.
Steve: Yeah. So I was hoping that you
Esteban: kinda have something there for me.
Steve: Okay. So we talked about, you know, how to build a remote business 20. So, you know, we learned a lot in the last few years. You know, COVID helped accelerate this remote movement, but, also, I think in the last couple of years, we've seen kinda like, hey. Let's undo this remote movement
Omar: at least a little bit. Self deep.
Steve: Right? So for someone that's listening right now, how do you build a remote business? Well, first
Esteban: of all, building a remote business is not as easy as you think. A lot of people don't go about it, don't teach it because they never tried it. Honestly, it's
Steve: a lot harder than Yeah. On my experience, it made it a lot harder to do than writing a in in person.
Esteban: Did it yeah. I was just like, oh, it's easy. And the thing is that I can always go and tap his shoulder and ask him something or just look at him to keep him accountable. And it you know what I mean? You can't really do that in a remote setting.
So it's all about the systems that you set up. If you set up the proper systems, which would, by the way, be creative for YouTube video about this, like, a few of the systems and not everything because, like, there is a lot more. There's a YouTube video about how to ultimately the systems immediately to set up a a Google environment. But at the end of the day, you can create culture. You can create great communication loops, feedback loops, and so on, through through great great communication channel where it's a Slack, Zooms, and a cadence that makes sense for their feedback loops for our for their meetings and having a a specific system or a specific, cadence for those meetings.
Whenever whenever you do remote settings, the the meetings are extremely important to make them, both culture driven, but also to make them effective so we get things done. Because I know I'm not gonna see you in the next few hours. You may wanna, you know, tell me a few things in in by text, we think like that. But I'm not gonna see you in the next few hours being and I'm gonna tell you another thing that that that we that we do in order to help our clients kinda track and be capable, keep people accountable. But you need to be able to have a good, meeting, cadence.
Right? So at the beginning, for example, you wanna make sure that there's Wiz, good news, there is good thing going on, that maybe you do some sort of, KPI tracking because you wanna make sure that whatever it is that you're measuring them on, they give it to you every single time that you do, for example, a meet morning meeting. Right? Whether that's account management, sales, whether that's Syspo, whatever. And then you would give some announcements and then jumping to some sort of training or, like, role play or whatever that is.
Right? Right. That's one way to do a case. And if you do that, then you'll develop a great way of delivery mix. And then the other way is those notifications, that you need to set up so that they, one, they get reminders about, giving you an end end of the report, submit in their KPIs, and doing that so easy so that you have great visibility and a great feedback team every single day and at the end
Steve: of the week as well. Even at the
Esteban: end of the month, they're important.
Omar: They'll be
Esteban: able to. Right? So we we use a Slack channel, for example, for great communication. We'll soon see each other, a great CRM that tracks their activity, and we even use this software called Hubstaff. It's Hubstaff.
Right? So Hubstaff, I don't know if you have heard of or, like, Time Doctor, that ultimately tells you, what's going on and what's happening. Sometimes even you can select that it's taking screenshots. It's not trying to be micromanager because, honestly, I don't really look at it. But if there's something off, there's miscommunication, I could go there and check if there's any type of, you know, gap or something.
Right? But at the end of the day, the remote setting, it's hard because of culture creation. Mhmm. But it's super, super doable. And, actually, Omer has a great culture, and it is when when we started this business, what that was one of my beliefs that if I can't talk to someone, how can I feel good about being in that place?
Right? Because when I we used to go to engineering my engineering job at Chrysler, we used to, you know, have someone in during the breaks and, like, talk to each other and sometimes play joke and stuff like that. It was a good environment. Right? You had the manager would come and appreciate you, all of them sudden recognize you.
There is a culture. Right? Right? But in this, like, remote setting, it's in the works, it's different.
Steve: Yeah. You're okay. No.
Omar: I was gonna say the culture piece is so big because I think the hardest thing about remote work is building a culture. Like, everything else is, like, you can track it sales. Okay. Here's script. Sell it.
Here's account management. Here's, you know, the paperwork dispo. Like, you can you can do the work, but building a culture remotely, especially because most of our team I mean, actually, we have, 24 team members in both teams and about 20 in hustle media in, like, 12 different countries. So you're not just dealing with the real people. We're dealing with people in different parts of the world, different time zones.
So, like, our Filipino team is showing up at 10PM. Our Egyptian team is showing up at 8PM. You know what I'm saying? So the hard part is bringing all these people together and putting them on the same mission, vision, and enlightenment. I think that's the biggest and the hardest day for people, which is why a lot of what you mentioned earlier, a lot of the companies went back from remote to in person because they I think they experienced that.
I think they saw obviously, they were saving money. But I think the misalignment with leadership between working remote and working in office, they saw the gap, and they were like, we can't establish what we had in person remotely.
Steve: Oh, also, does that help? You can see the scenes on TikTok about, like, quiet quitting. Yeah. Like, hey. I'm working from my pool.
Right? Or Sure. Or you hear stories of people working three jobs at the same time.
Omar: Oh, yeah. Still award. You know? That happens a 100%.
Steve: Yep. So, you mentioned a CRM to make sure they're a task. What CRM are you guys using?
Esteban: Well, right now, we're using GoiLevel, which is, by the way, a remote company. Do you know, like, GoiLevel? Everyone is remote.
Steve: I didn't know. Yeah.
Omar: So you have You're familiar with Goa level.
Steve: Yeah. We we look.
Esteban: We just have to, like, always a thousand people and 100% were up.
Steve: Yeah. Like, it's it's it's it's a good it's a good product. The the tech support is pretty responsive. It's not always on point.
Omar: No. It's not. But it's always responsive. It it for what it is, it's really good. But for what it could be, it's like, that is this picture of us.
It's a make. And even better. That's 100%. So we we went to their event actually two years ago, and we met with Sean Baroon and, Vilfredo, But Sean Baroon is another gentleman, and I asked him because they have an office in Dallas. But they're like, we just have an office.
It's a it's a PO box. Yeah. We just need to send mail there. And I'm like, wait. Did you guys are all remote?
Like, in to me, I I could be wrong because we're gonna find out. I feel like the doing development work is so much harder than sales remotely because you could take a sales call from the beach, right, from the pool. If you're good and you're disciplined, you can close. But development work, I don't know if you could do that. You know?
So to me, they built thousand person team. Majority of the team is development. They don't really have a sales team like that. They're supported. It works.
They don't need a sales team. It's all affiliates. Right? And they're a 100% remote. I'm saying that I'm like and when me when I went to see their office, they're only they're only worth the quarter billion.
Oh, that's you know? Now they're a billion over a billion dollars. They have 80,000 users, and it is that's that to me wouldn't made it because it might and I'm like, yeah. I think we did scales at $10,000,000 remotely. When I met them and they're a 100% remote, I'm like, there's no reason why we can't scale to
Steve: whatever it is. A 100% remote. Yeah. So you're
Esteban: talking about Zoom? Yep.
Steve: Are you guys on Zoom all day?
Esteban: Not necessarily all day. Like, in every single Meet. And, actually, I said Zoom, but we were saving cost, and so we went to Google Meet.
Omar: Yeah. Zoom was good, but, it's it's expensive. It was it was costing less, like, I
Esteban: said I can eat with tapping now.
Steve: Yeah. That's what I mean. Google means where
Omar: it's at. It's free in the case of Google, and Zoom was I I could've I could put down payment for a linear game. Well, how much it was? I'm not even joking. I was like, well,
Steve: we're clear enough for Google Suite. It's like, that's nice. Yeah. Yeah.
Esteban: I say, bro. I do know people that are in Google Meet the whole day.
Omar: They are in order to keep them killed. That's why that's crazy.
Esteban: It's a little bit crazy to me. Like, it's a little bit, like, managing, but you don't need to. You just literally you just make sure that you're better with with your calendar. I say you need to become such a better leader with remote setting so that you create amazing communication systems so you can derive the call today you want. And it's it's like a triangle, and I got taught this by the ex CEO of, PropertyForce before, you know, kinda what will happen happen with, Onigroup.
Right? He he grow it. He grew profit for us from 5,000,000 to $40,000,000
Steve: in a year.
Esteban: And, he talks about you have to become the right leader, and the people that are leaders need to become the right leader, never so much, and create a communication channel and create communication systems that would actually build the proper culture. So it doesn't really matter at the end of the day whether you're remote or in office. As long as you're able to create great communication channels and and and all of that, you can create a great culture.
Steve: So let's talk about building them. Because we're saying communication leads to the culture. Yep. Yes. So we've talked about Slack.
We've talked about Google Meet, Slack, Fathom. Mhmm. But how do you ensure right? Like, I've got because where I struggle the most is like, hey, Omer. I want you to go take care of this.
Right? So to get what I was like, oh, I need you to do a b c. It's like, okay. Like, how do I know to test? Right?
Take a what resources do I need? Why is it important? How much time do you want me to spend on this? Yeah. Right?
So, like, what are the things you guys are doing in communication? You know, to assure that everybody is rowing both in the same direction and we're not losing, you
Esteban: know, due to, like, leakage? Yeah. So so for example, my operations manager, she set up an amazing system in, like right? So every single time when there's a goal, there is a rock, there is a task that needs to be achieved, there needs to be a deadline, there needs to be a specific template or a specific outing, how that's gonna be achieved. You give them you could give them a little bit of you give them 10% so that they do the 8% and someone else does the quality, up check of the task or whatever it is that need to happen.
Yeah. But all of that, really, it all surrounds on how how you set the bar and the expectations of what your culture really is and the type of people that you actually hire. You can't expect that this is gonna work the same thing that we do. It's gonna work if we hire big players. You can't expect that it's it's gonna happen.
You can't expect that our team is is called to work with energy if there is no weekly, we used to weekly, win up the wins of the week meetings, but now it's biweekly wins of the week meetings where, only a meeting. It's a wow meeting where we only give shout outs, recognize people, wins, and it's just for that. Right? You can't expect people to come, fired up when you don't have a great cadence where there is positive, like, positivity and good transfer of energy every single day in the sales team. You can't expect that that that that's that doesn't happen in your disco team either.
Like, if you don't do have that in your disco team or your cam management team as an agency or you can't expect that people also behave that way that way. Right? Whatever keeps each other accountable. I think our core values are so good, so well determined, and that we keep them so tight, and everyone knows exactly what that is and what to expect from the other people. That at the end of the day, everything is is is is synergy.
Like, everything starts harmoniously flowing. But, obviously, with the systems that you create, for example, every month, we're very, very prepared. We do a telephone meeting where Every month. Every month, a telephone. And this telephone meeting is we're super transparent about what was our revenue, well, and our profits.
What is it that, we, learned that we need to stop doing, start doing, and continue doing as a as an entire company. Who were the major players of that, of of what the departments of the different departments. Right? Like, who are the ones that go over overcheap, overperformed, and then there's, you know, the competitive charts. And then we recognize and praise a lot of those people, and then ultimately also give them whatever it is to compensate their right behavior.
Right? And then, people go motivated to every single one of those meetings that we create. And, also, by the way, we we do it by department, and, also, we do it by core values. So that meeting is, if there is someone that has gone through the tire mod showing up with every single core value, majority of the core values of our company, they get compensated, they get recognized, they get praised, and they heard something. You know?
And I think in the entire comp and then we tell them why that happened. Well, this person, was always active, was always staying fully. And not only that, they achieved three projects as opposed to two projects. They they closed more sale, five sales as opposed to three sales. Whatever.
Right? Like, these are the quarter albums
Steve: that they could win. So I'm hearing a few other things here. Celebrating wins. Yes. Click up, setting appropriate expectations
Esteban: Yep. And having a COO Yep. Set deadlines. Yes. Yes.
Operation manager.
Steve: Right. In operations person to make sure, like, here's what we're doing.
Esteban: Yep.
Steve: And here are the deadlines associated with it. Yep. And then is she also holding the accountable to it? 100%. Right?
And I think that's the the key because, like, it's really easy to slip, like, if we're working remotely and, like, hey. Like, Omar didn't get his thing done this afternoon like he said he was. I'll catch it. Today's Wednesday. I'll catch it till Friday.
But, bro, we've lost two days of productivity. Yeah. Yeah.
Esteban: But also end of the day reports. Yeah. So our end of the the reports also have no. They'll not only submit the KPIs, but they also submit, what they worked on today,
Steve: what, what do they need help on, stop or
Esteban: close to our offer to our or things that they ultimately learned to make it better. Yeah. It's like a quick report that makes us understand where they are. And sometimes, well, it's interesting because on the end of the day reports or the end of the week reports when we check them, they say such interesting things that will help the process get better that it's only in their thoughts. And even if it's in person, they will not say it.
You know what I mean?
Steve: Yeah.
Esteban: So they they will write it, but they will not state. Like, I need help with this because I'm struggling with this.
Omar: Yeah. People's form of communication is different. So some people are much more talkative, and some people are more they'd rather write it. They feel like and I I literally have one of our leaders, like, he'd prefer to write an entire bible instead of just selling it.
Steve: Well, they probably just feel more comfortable. Yeah. Like, it's it's it's formatted correctly.
Omar: Yep.
Steve: Right? And you can't interrupt them. Correct. 100%. But, yeah, actually, what I like the most of what you just said there is goals for tomorrow.
Yes. Because it requires planning. Yes. And their parts on so they start with momentum the next day. Yes.
So that's definitely something else I wanted to mention today. Right. Vice review and then goals for tomorrow. Yes. Because we got momentum for where the day starts.
Omar: Yeah. And and also on the end of week of four, it's what are your goals for next week.
Esteban: Yeah. And energy. Well, how is the energy in the top week? Yep. Because I did see you.
Do you and there's even though I was just like, you know, I'm back to
Steve: you guys. I'm gonna work for you
Esteban: because Remote.
Steve: I'll be a remote loser. Yeah. Remote. Be remote buzzer for you guys.
Esteban: Yeah. I'd love to show you how we have our system set up.
Steve: Yeah. And then you're wearing it might offend some people. Yes. Right? If they can't read it.
Right? Make America remote again. What does that even mean?
Speaker 4: I'm filming this video for the man himself, mister Ian Ross. The guy crush is the guy's the best person in sales I've ever seen. I've invested elsewhere, and I haven't got the same results. I've gone from being a seller, making 5 k a month, to being a hybrid role, making 11 k a month, to now be four months down the line from 5 k to on a closing opportunity, inbound, full calendar with the best opportunity, the best offer in my space. OTE is around 20 k a month from month two.
So I've gone from 5 k to 20 k. If that's not a return on your investment, I
Omar: don't know what it is, If
Speaker: you're a salesperson, you don't invest in sales training, you're gonna get left behind because your job is to be better at sales, and sales training directly makes you more money.
Omar: My name is Lance McCann. I have recently switched in sessions with Ian Ross. Those conversations with Ian has made me $50,000 in the past two deals that I've had. I was able to renegotiate, go back and renegotiate the original purchase price on one deal, and I saved $40,000 and I got another $10,000 off my other deals. Call Ian, give him a chance, you You won't be ready.
Esteban: If you like what you just heard and you'd like to have similar types of results, similar success, text close, c l o SE, to 33777, and we'll see if you qualify to join Advanced Sales Mastery. We are taking people from good to great.
Omar: You can easily tell Von Bode for, come on here us.
Steve: Of course. So Put me on here.
Omar: Yeah. From where he is. Exactly. I don't know. Well, the the idea was, you know, we're remote, and we like to, we want eyeballs on us.
And one of the best ways to get eyeballs on you is to be controversial. So, one of the few one of the few ways. Yeah. Not the only way. So, actually, when we went to, we did Ryan Panetta's podcast, and then we sponsored his event.
We actually flew out our team from Mexico and Colombia, and we gave them, protect our borders shirts. It says the border is higher than Latino.
Esteban: We
Omar: lined them up, took pictures of them. It's like bag. It says
Esteban: remote border patrol remote border patrol.
Omar: And then I was like, okay. This is great. And we actually got a client from that. They're like, I I don't even know what you gotta do. Just here's my money.
Like, like, this is exactly what it is. And and to me, it's like if anyone gets offended by hat or shirt, then you're already someone that I probably don't wanna work with. Did it, we went we we went to Copa America in San Francisco, a few a couple months ago. Colombia paid Brazil. And I literally came up with the idea.
I was like, okay. That I love to protect our borders. What else can we do that's controversial? And then remote make America, you know, it was it was it was right around. It was right before the the destination attempt, all that stuff.
And it just, like, everything made sense. And, actually, this is my podcast. So we have a I I wrote a podcast that might one day, I want it to be like this. It's called make America remote again. And we talked about a lot of stuff that we talked about here, businesses.
I don't really I actually stay out of politics as much as possible because I don't know much about politics. But I also know I know what will make America a world again. And I also know what will help the country, and I also feel like I know what, will help businesses because at the end of the day, we were businesses and, you know, obviously pro capitalism. And at the end of the day, this country is better when we have borders protected and people come here legally and people come here fairly. I have to go when I go to Colombia and travel anywhere, I have to legally go there whether it's paperwork or with a visa.
So, you know, things like that. Plus plus, I really believe that people who come here illegally from a lot of these countries, if they know English and they make money online, they will make live a much better life in their own country. Because I am one of those people. I live in Colombia. I make American dollars, and I'm I my lifestyle in Colombia would cost me 25 to $30,000 a month here.
You attended? Basically. Basically. Without, like, the extracurricular activities. But Oh,
Steve: it was a guy it was a guy that was, don't f me. Who was that guy? I can't remember. Right? In the sea with the helicopter.
Omar: Oh, yeah. Yeah. I did. Yeah. Yes.
Yes.
Steve: Yeah. But that guy was doing pretty well. Right? Yes. So mountain
Omar: Yeah. That belongs to have. So
Steve: Yeah. Now remote so remote Latinos. So if someone wants to get more information, wants to work with you guys. Right? Because you gotta get a lot of value on, like, how to build a business remotely, but they wanna work with remote Latinos.
How do they get ahold of you guys?
Esteban: Well, there's gonna be two ways now move forward. And then, actually, we're gonna give you a link so that you can send it or show it to everyone. There is two ways. You can book a call with us so we do a hire for you and then make entire process. It's literally the top three, top five that we screened, we interviewed, everything.
Or you can just create a profile in our mark in our mark marketplace and then see see it for yourself, all the people that are in there for yourself. Right? But in order to get the filters of qualifying and rockstar people, you have to pay just starting $97 an hour. Oh, I'm sorry. $97, per per
Omar: month, not an hour. Definitely.
Esteban: Except that and then you'll be able to see them. And then there's other packages that you can also choose. You'll be able to see first of all, even for free, you'll be able to see their videos. You're gonna be able to see their information. That type the topic entities are there.
You can filter by Mexico, Colombia, Argentina. You can filter by any and, is kinda like a self help kind of place similar to, in the one leg jobs. That p Gotcha.
Steve: Yep. Okay. So click the link below or watch that, scan the QR code. There should be shop popping up. Getting them open now.
And then you actually were here three or four years ago back when we were double the size. Yes. Greg, you were we when we very first expanded to the other side, we held an event. You were there at that one. Yes.
So talk to me about your experience at that time.
Esteban: Well, first of all, dude, like, all the stuff that you're doing, I don't think no one is doing, and it's it's such a game changer. Like, people that are not taking your program, people that are not breaking their team to your program, they're literally missing out, leaving money on the table because this entire space of flipping, wholesaling, creating, investing is a highly dependable space on lead generation and sales. And you created a infrastructure to teach that really, really well on an established level day. And, it's it's not whether you learn the script. It's like how are you going to adapt it to your business and continuously do that every small day forever.
Right? Like, your team your team members, you whether that's a lead manager that you bring in, whether it's an acquisition manager that you bring in, or whether that's for yourself to actually learn sales matter. And I see that majority of people think that they they can sell and think that they can actually close, but they actually suck. Alright. They actually suck closing.
Like, we have a lot of clients that, without a training like yours or training like Ian, they wouldn't realize, oh my god. It's my fault. I I shouldn't have this seller off the hook. I shouldn't have prejudged that need. I shouldn't have I should have handled that objection that was just fear.
I should have, you know, pushed a little bit more and showered to prospect in a way that, gets me the opportunity of getting that contract. Right? Like, oh my god. I closed I didn't close that deal. The reason why you're not closing contracts, it's your it's your fault.
And it's because you have these skill sets of, sales and ultimately understanding people's behavior really well, and you don't have the behavior of wanting to learn from proper people like you. Right. So you have to sign up.
Omar: But we didn't read it. We've sent clients too and where I get pissed if one of our client signs up and they don't have their remote team
Esteban: member go. I'm like, dude, what are you doing?
Omar: Why are you trying to figure it out? It's already been figured out. Go through the process. You guys have, like, a the the courses. It's one of the best I've seen.
And plus you guys offer the, the the coaching call as well. So I think that helps, you know, people when they know real estate or they don't, you teach them sales. And I think they could take that skill anywhere. So even if they don't work out with wholesaling, they at least can take everything that they learned from you and Ian to other industries.
Esteban: They have to you give qualitative feedback to all these business owners, and you give quality like, very quality driven type of coaching to anyone that is going to those calls, whether that's, whether that's employee or whether that's the the owner themselves.
Steve: Yeah. And I think one of the things that it's really pleasant for me as a gun, continually that would be people running sales. Like, if you look at I personally feel being a good salesperson also actually a better house with a better product. Yes. And you think about how much money you can spend on therapy later on, like, just tell a lot.
It's worth the cost. Right? I just didn't. So wrapping up here,
Omar: what are some last thoughts?
Steve: I'm gonna leave everybody. We'll start with you.
Omar: Yeah. I just, I love how excited Esteban was to be here. So to me, it's our journey our journey to get here feels That's the toughest. Yeah. Because he ain't even had a vision for it.
You know? It's like he he had a vision before the vision. But, I feel like us being here is a testament of how far we've come and, also, like, how far we still have to go because at the end of the day, you know, we're doing something right. But we also want we also know that we can help a lot more people, and we hope that, you know, everything that we provided in terms of value for team members and running a roll up business in 2024. And, really, we said 2024, but you can run a roll business.
What we from our takeaways here beyond 2024. Right. And one of the things that I when before coming to this podcast, I did a little research. And it's literally you send us an intro every time. You can become a million just to this podcast.
No. Like, literally, you can get rich and live a remote life, listen to this podcast. And now, you know, that, you know, we're we're a small percentage of that, and all the other guests that you've had, it's it's super cool, and it's just applying everything that we have because we set a lot of stuff. And, hopefully, it's not too overwhelming. And as long as you take one step at a time about making things better, and you're not but
Esteban: Yeah.
Steve: Exactly. I mean, like I said, I I got two takeaways. I remember that plan, you know, this week. That's it.
Esteban: I can help you with more, but
Omar: Yes.
Esteban: Yeah. So look. I'm an immigrant, and I I I think that majority of American came comes from immigrants. Mhmm. And sometimes people forget where we actually get from our our parents, grandpa grandparents, grand great grandparents.
So we always have that grit language. Forget the grit. We forget that drive. We forget that block. Right?
And that's why we we wanted to show people that if you have a password, you understand other cultures, you phone to other countries, you understand that there's an opportunity to hire others that are not necessarily in The US, but hire others in from Mexico to Argentina, Colombia, all of that, you can grow your business remote. And, I I one one of my missions when I came to The US and Canada was, like, I wanna show people that Colombias are badasses. Like, right now, like, you got Shakira, you got Sevilla Vergara, you got all this, and they're already bad just in that sense, but I wanted to to show that they can help your business grow. They can help you do more sales. They can, you know, buy back your time.
Right? Like, all of this, you can do that through. And and, you know, finally kinda accomplishing one of my mini goals at at, which is doing something well, like, showing that immigrants are literally going to help you. Well, not even immigrants because they're not even coming to the country. They're just remote.
No. Just keep them remote. In our kid, they're remote. Sell out dinner warriors, please.
Omar: That's that's
Esteban: that film, don't come here. We're full. I
Steve: I appreciate that. Right? Because, like, you know, like, I also yeah. So, like, we come here with this, my parents came here. It was with the vision.
Right? Like, yes, we're gonna do. Here's gonna create this life we're gonna create. Right? So I grew up with that ship.
Yes. And I think that a lot of people forget that.
Omar: It is also the term immigrant mentality. Right? So you come here with nothing and you have to, like, work yourself up. And I think, I think it's the new USA that they'll over the last, like, few years, it feels like it's lost. Like, we lost our mojo.
We lost the cool the the the impact that we've had on the world. And, you know, you're not to get political, but make a difference. Yeah.
Steve: I mean, I think there's a there's a element. Right? You see you see this. Joe Rogan, like, I mean, kinda made it big, but, you know, like, good times create weak men and weak men create hard times hard times create. Right?
It's it's just this cycle. And we're in
Omar: the we're in the weak.
Steve: And the wrong part of the cycle. Yes.
Esteban: Yes.
Steve: It happens. It happens. So, someone someone wants to get ahold of you guys. There's another way to get ahold
Esteban: to reach you guys. Go to remote.com. Follow us in, Instagram at
Omar: or at. Yeah. O m e r b l c h. Alright.
Steve: Thank you so much. That's an Steve shit. Yeah? Yep. Thank you so much.
Thank you guys for watching. We'll see you guys next time.
Esteban: Boom. Boom. Boom.
Omar: Shout out to Steve train. Jump on the Steve train. Disrupt us.
