How Stacie Staub Built a 100 Deals-a-Month Real Estate Brokerage in Colorado

Stacie Staub (00:00)
So I would rather focus on the agents that I have, make sure they want to stay, make sure that they’re happy, make sure I’m giving them everything they need and want. And then they bring their friends over. So, and so do, you know, lenders and title companies and inspectors who

Understand our culture who have been involved in it who come in and teach classes They talk to someone at another brokerage who’s unhappy and they’re like, know what you need to call Stacie. so that’s how we’ve grown like and that’s how I will continue to grow it’s just so organic and Feels really good

John Harcar (02:04)
welcome back to the High Performing Real Estate Pros podcast sponsored by Investor Fuel. I’m your host John. Excited guys. I’m here today with Stacie Staub. Guys, check this out. 100 deals a month.

Stacie is in Colorado, Denver, and she focuses primarily residential real estate. However, she does do a lot in the investor space as well. So I’m super excited to talk Stacie. Welcome to the show and thank you for taking the time.

Stacie Staub (02:29)
thank you so much for having me.

John Harcar (02:30)
Very cool. And I know we talked a little bit before and I’m curious to dig in more. We did very surface level stuff. But how I like to start all these things. Tell us about yourself, right? Our listeners don’t know who you are. Tell us about where you’re at, what you’re doing and just kind of overall how you got started in real estate.

Stacie Staub (02:47)
Yeah, sure. My name is Stacie Staub I’m the co-founder and CEO of West and Main Homes. We are a primarily residential brokerage, independently owned and operated, centered in Denver, Colorado. We have about 400 agents that work all across greater Colorado. So if you have a referral up in Aspen or Pueblo or Colorado Springs,

even up to Fort Collins, I’d love to hear from you. Just throwing that out there early. But we really do have every corner of Colorado covered. I got started in the business in actually real estate technology. So about 25 years ago, I became involved with a company that was then called Active Website and became their marketing director. That was my first entry into real estate at all. I had never bought a house. I was in my, you

mid-20s and really enjoyed the people. Except for the software developers I was working with were super cool guys. They were doing innovative things. They were building mostly websites for big independent brokerages. So ironically, that’s how I ended up here. It was a little bit of a winding path. Taking my MBA, I have a master’s in marketing.

really like amped up their marketing program, their branding, all of that. And then their clients started asking, why don’t you have a realtor on your staff? Because as you can imagine, bros who code don’t think like realtors. And there was like some communication pieces that just like weren’t easy to overcome. So I was going on maternity leave, I have four kids. So I took that maternity leave, got my real estate license so that we could have a realtor on staff.

I never really went back full time. I started like dabbling in sales. I was really good at it. I really enjoyed it. I decided that I wanted to be home with my kids more and have some more flexibility than that nine to five kind of tech gig and became a full-time realtor pretty fast. And that’s how I ended up in real estate.

John Harcar (05:38)
That’s awesome. And before I ask the question, I always ask, it’s so funny how our story is parallel in a sense, because I got my star and I was just sales, but I worked for this company. It was called Benutech and it was a software, a data, real estate data, but it’s only for real estate agents. But these people kept calling these investors buying all this stuff and I’m like, man, how do you hear about us? And then I met like Sean Terry and Mike Hambright our founder, and then Tom Krol and all these other guys that,

That’s where I just learned and I said, okay, I’m in the wrong side of this. ⁓

Stacie Staub (06:10)
Yeah,

I started going to real estate conferences and I was like, this is where it’s at. These people are fun. Like they’re making

John Harcar (06:16)
Yeah, right.

People make a ton of dough. Travel, do all these different. Yeah, it’s phenomenal. But my main question, right, when I talk about the past, what got you into real estate? Right. Some people, once again, their parents, a family member, a friend, owned properties, was a realtor, all that type of thing. I look for that font, that backstory to say you didn’t just drop into real estate. Maybe you did. Maybe your story is that. some people know how did you find that?

Stacie Staub (06:46)
I really wasn’t planning on selling. And I thought, maybe I’ll use this real estate license to like get some referral money, you know, like if I come across something and then I helped our family, my husband and I, my ex-husband and our four kids ⁓ buy a home.

Then we turned our first property into an investment property. And that’s how we got into the game. Yeah. And it was like, ⁓ shoot. I just got this huge check for helping my own family buy a house. Like that felt pretty cool. And then I started talking, you know, then my friends started learning that I had a real estate license. Could I help them? And it really just evolved so genuinely and naturally. I also

was because I was in that like kind of tech sector. I had a very early entry into Zillow leads. So I was one of the first agents in the Denver area. No one knew anything about it. I used to have I can’t even remember how many cities it was at that point. It wasn’t even zip codes for like $100. And I was just like, Oh, these people are actually like calling me. They’re reaching out to me like I

turned out it was very good at converting those leads and helping those people. They’re still my referral people now. Yeah, like so that was awesome. Like I tell people that now that you know, are doing like the whole Zillow premiere program and like how much they have to pay. They were like 100 bucks a month. You didn’t have to pay anything at closing. Like yeah, it was dreamy. So I think I just that right. I also it was 2008 and

It was right in the, I call it the dark times, but obviously the great recession. It turned out I was also very good at navigating short sales, helping people avoid foreclosure, showing the same shitty foreclosures over and over over again, different groups of buyers and walking in on all the copper gone, all the appliances gone.

John Harcar (08:49)
Yeah, I remember those days.

Stacie Staub (08:50)
Yeah, I’ve definitely written out the wave a couple of times now. And so now I use that experience to help my agents do the same thing. We actually just put in our first head offer in like three years over the weekend. I get into my account. was like, I don’t even remember how to log in. So if that comes back around, I know my staff and I are ready to help our agents and their clients with whatever they need.

John Harcar (09:08)
don’t they’ll log in password or anything.

What do you see as, and I want to talk about some of this, but what do you see as, because what I’ve seen and I’m seeing an uptick, especially in my area of foreclosures, big time. People are talking about like around the October time, it’s going to just even skyrocket some more. So like, what are you seeing for you and your marketer or in the market as a whole?

Stacie Staub (09:37)
it’s only starting to creep into the narrative and only because like I’m so looped in with the agents and all of their transactions, starting to hear stories of, well, they bought in 22, they’re gonna have to bring money to the table. They have only owned for a year, they gotta get out and now what do we do? Starting to hear about a few buyer, we have the buyer and they’re trying to navigate short sales from the other side. So I don’t…

feel great about it. Denver’s a really strong market, but our prices did go up really rapidly during COVID. I, you know, I, prices have leveled out, we have a very balanced market as of now, but I think it’s tumultuous. And I think there are factors that are going to play into what happens next. And I don’t think any of us really know. So again, I’m just trying to prepare my agents for everything. did a short sale class two weeks ago.

taught by one of our managing brokers, just letting them know this is not how you’re used to doing real estate. And then also having to like help those agents that came on in 2021, you know, they got their COVID real estate license, they thrived right away. And now they don’t know how to do a price drop. They don’t know how to continue to market a home after 90 days. Like they’re really struggling, you know? And I think like,

I don’t know what the next wave is, but that’s where we’re at right now.

John Harcar (11:41)
So outside of continuing education, like if there are other things you’re trying to do to mitigate, you know, their knowledge, mitigate their exposure to other types of scenarios, right? Like maybe talking with more investors and dealing with the things that might be coming down the pipeline, things like that.

Stacie Staub (11:56)
So we do

a very structured education program. We also do a weekly call. So every Friday morning at 10, all the agents get on, we share these stories, we bring them on to talk about what’s going on in their business, what they’ve experienced. If someone has a difficult situation, like let’s talk it out, like let’s help someone else avoid this situation. We have such a collaborative culture. Like you will find our top producers are on that call all the way down to our.

I call them new kids, are brand new licensees and everyone in between. And they’re all in there like learning, sharing, growing together. They’re also just like, it’s so awesome to watch. We use Slack as our communication platform and like they’re in there all the time, helping each other, talking about situations, asking if anyone’s ever dealt with anything like this.

you know, there were two questions this morning. One was, what do I do if a roof can’t get replaced in time for closing? That was one of those newer agents who’s still in our mentor program going, how do I do this? And one of our, you know, big agents jumped in and was like, give me a call. I’ll walk you through it. just, it’s so awesome to watch. And, I think that’s just like one of the pieces that you have to be in it with your agents. You have to have boots on the ground and like know what’s happening in the market to be able to help them get through it.

John Harcar (13:15)
Sure. And I just lost my train of thought right there. The question I was going to ask for, why is it, I thought it was the culture part, because we talked about this prior to our call, prior to the podcast. Why, two-part question, why is it so important to you? Right? Why is that the main thing? are you high, second part, are you hiring based on, are they a culture fit? Because I mean, let’s be honest, right? If you’re doing that much, you you can attract the best talent.

probably out there. So are you doing it more like these people fit with us because we know that we can develop them? Because that’s the true mastermind type of mentality, Is get on, share what you know, or collaboration, not competition.

Stacie Staub (13:59)
Yeah, it’s really grown from day one. I actually came from a really collaborative brokerage and it was locally owned. It was exactly where I wanted to work and then it got sold. And that’s when we left to start Weston Maine. And I wanted to really keep that going. And I think we’re living in this world of EXPs and virtual brokerages and less of that in person colliding at like such a rapid

pace with AI. And I think the human interaction, I actually think we’re in one of the safest positions in the universe to be able to survive, you know, employment in the world of artificial intelligence, because it’s such a person to person physical job. It we are not selling coffee, we are not selling, you know, widgets.

We are helping people through the most difficult experience of their life, which is listing and selling your home. yeah. And so bringing agents together to and giving them that space, right? The virtual space Slack. that even if they’re in different corners of Colorado, they’re still very, very relationship based. They’re very close. And then we do a ton of physical stuff as well. We have 10 storefronts across Colorado.

John Harcar (15:00)F
That’s it everybody.

Stacie Staub (15:21)
Those are spaces designed to bring people together. They’re wide open. No one has a desk. I don’t have a desk. That’s why I’m at my house doing this webinar because there’s agents coming in and out of the office all the time. They’re looking for resources. Yes, they want to use the printer. They need to pick up their mail. They want to do that stuff, but they’re looking for connection. They’re looking to like, I have an hour in between appointments. Who’s in the office that I can go hang out with? Who can I sit down with and like talk about a situation that’s going on? Whose shoulder can I cry on?

And so our staff is tasked with being in the offices and being available when we can to make sure that we’re like face to face with them. And it keeps them so loyal. My retention rate is so high. And I know they tell me that’s why. We just won a top workplaces award and that survey told us like the culture is it. That’s why they’re here. Yes, we have amazing support. I have eight managing brokers ready to help them with whatever they need.

Yes, we have amazing creative services. Our branding is special and it’s readily available. We do everything for them, but really they’re here for each other. And that’s like so cool.

John Harcar (17:14)
Are you not adopting AI or like, mean, how storefronts are rare. Let’s be honest, man. They’re dinosaurs in the sense to write people don’t eat. I don’t see them much at all. To tell you the truth. How are you competing? Cost wise. Obviously there’s a cost to that sprint. There’s a cost to, you know, insurance. mean, whatever. How are you trying to stay above and keep your profits when you still have this, these physical?

bills and those type of things, right? Versus someone operates an AI, they have a limited crew. They can still be personable on the sale part, but all that other stuff is automated.

Stacie Staub (17:53)
Yeah, I mean, we’ve been really smart. We have secured long leases. If we can’t find a place to buy and we have to lease, then we and our storefronts are, 800 to 1200 square feet. They are not huge conglomerate spaces. They you know, we have a couple that can, you know, accommodate 100 people for a class, you know, but they’re in really walkable control. They’re cool neighborhoods. They’re also the best sign you’ll ever buy.

Like I don’t buy bus benches, I don’t buy billboards. We have such strong, huge market awareness because of those storefronts. People might not know what it is when they drive by, but they recognize that logo. And then when one of our agents meets them, they’re like, yeah, I see you guys everywhere. Like that’s really strategic. So that’s just how we chose. Yeah, and it’s very scaled. We started with one, got to two, now we’re at 10.

You know, we’re really intentional about it. We’re not just jumping on every location that comes available.

John Harcar (18:49)
You mentioned that’s like your biggest advertisement. you doing any type of TV, radio, anything like that? just strictly you’re kind of a bit so maybe more referral and word of mouth type of.

Stacie Staub (18:59)
I the agent. So what we do is we really put the agent at the center of that we give them those materials, right? Like if you want to go buy a bus bench, we’ll design it have a bus bench, it’ll end up with Weston main on it. Like we never charge. And we’ll create whatever they want. If they want a billboard, they can go get it and we’ll facilitate that same thing with all social stuff, their e newsletter that we create for them every week, they send it, we just create it.

And that’s the balance, right? I pay a pretty big team of designers for a brokerage of our size. We have writers, graphic designers, creatives. I love working with those people and we’re not gonna replace that with an app. I interview people all the time that are maybe at somewhere that is adopting some of that technology. They don’t wanna use it. They don’t wanna put their own pictures in their own flyer and try to make it look good and like write the marketing copy and all of that.

Agents, that is not a mini making activity for agents. Like contract and a customer. That’s how you make money. You get to the closing table. We want to do everything else for you. So that’s just how we’ve chosen to structure the model.

John Harcar (19:58)
Yeah.

Okay, let’s take a step back real quick just to maybe some of the listeners on here that are listening to this that are like in that process of scale right there. They’ve got that first we start proof of concept and then we start building and we got a business that’s tearing our hair out. We need to put more things in place. So for you and the whole growth process from where you started or you’re at now, like what are one or one to three of the most important things that you.

but in your focus, you focused on, you implemented, you partnered with, whatever it is, what are the one to three things that really moved the needle the most for you?

Stacie Staub (20:42)
I think from day one, we knew that we wanted to get pretty big. We built everything with the possibility to scale. If there was something that we were like, sure, we could do that for 10 agents and deliver on that promise. But what about when we get to 100? We can do it now when we have five listings, but what about when we have 200? So we were really intentional about that. We’ve also kept the tech stack very stable and very simple. We have a great suite of vendor partners that we have developed over these years.

We very rarely make changes to that agents just hate change and if you don’t change stuff up on them They won’t change to another brokerage, right? So we have the same business model that we had in the beginning We have not added any other fees. We do not have a dock storage fee or a you know client Transaction management fee or anything like that. It’s the same So agents that joined us eight years ago have not had their bill change, you know, they just pay their split ⁓

Yeah, so that has just that’s been the smartest thing that we did. Just knowing like this is how we’re to do this. We’re going to commit to it. I’m not going to try and build our own technology and then charge that back to the agents. I am not adding on, you know, ancillary fees that then they have to swallow or charge back to their clients like it is what it is. We make enough money. And then the second thing I think was investing in that first storefront. We had our

We had a commercial agent helping us at the time and he was like, I can get you a place down the street on the third floor of this office building for one 10th of this price. And I was like, nope, we’re going to be on the ground. I want to walk into a shop when I come to work. I do not want to get on an elevator. I want to be around people that will eventually use our business. And so we’re next to a dog groomer and we’ve, we’ve now,

John Harcar (22:33)
to ask how are you finding the spots for these? How did you pick those out? That’s interesting to me.

Stacie Staub (22:38)
Yeah, we’re really looking for that walkability. The first one wasn’t totally walkable. It’s more of a strip mall. you, know, but you drive there, there are things. There’s a Chinese restaurant, there’s a Cuban restaurant, there’s a dog groomer, there’s a, we’ve now taken over most of that strip and opened a coffee shop, a restaurant, a Pilates studio to continue that little universe that we enjoy. ⁓

John Harcar (23:01)
Bye.

Stacie Staub (23:03)
But most of our store friends are in high end boutiquey kind of areas, Breckenridge, Winter Park, they’re all customer level. We have local artists hanging in our shops. We feature their work. We don’t charge them. We throw them parties, reason to get people together. We have properties hanging in the window, just like you would expect. We have floor time that our agents can sit there and wait for people to come up to the shop. It like just makes sense to me.

My agents aren’t really like, they’re not cold calling. I’m not giving them robo callers or I just, that’s not how I, it’s not how I ever liked to work. And so I’m not good at teaching them how to work that way. It works for some people. It’s just not where we’re at.

John Harcar (23:44)
That is just like, mean, what you’re doing, what it sounds like is in a sense in my opinion against the norm, right? It’s like, thing someone signs on eight years, they’re paying the same as they did eight years ago as they are today. As a business, as an entrepreneur, our goal is to make money. It’s to charge those little things. Where did you feel and why do you feel? Because I think this is important, right? I think that people overlook that employee retention and loyalty and those little things that, look, it might,

not make you all that money out or but you’re going to have that person that knows what they’re doing and it’s going to be a peace of mind thing. So what what for you made you take your business that road because I that’s important for people to hear.

Stacie Staub (24:28)
In the very beginning, because I had already been in the business for a few years, I had moved up to like management level at my old brokerage. I had a lot of local relationships and agents that I knew I was gonna wanna work with. We did have a non-solicitation agreement. I learned right then I had to work on attraction because I actually couldn’t recruit them. So like I was legally bound, I had agreed not to. So just sitting back,

you know, and letting people come to us, they started bringing each other on. I’ve still not ever made one recruiting call. that drives broker owners crazy when I say that, but it’s just not what I want to do with my day.

So I would rather focus on the agents that I have, make sure they want to stay, make sure that they’re happy, make sure I’m giving them everything they need and want. And then they bring their friends over. So, and so do, you know, lenders and title companies and inspectors who

Understand our culture who have been involved in it who come in and teach classes They talk to someone at another brokerage who’s unhappy and they’re like, know what you need to call Stacie. so that’s how we’ve grown like and that’s how I will continue to grow it’s just so organic and Feels really good

and you know agents there will be flow agents certainly leave and you know I’m not pretending they don’t get recruited like crazy. I know they do

I thank them all the time for being here. And I tell our staff, it’s really important to treat these agents like their clients. That’s what they are. The agents are our clients and you better treat them like gold because you don’t get paid unless they get paid and you’re not going to be here if they’re not here. So we have a very like mutually respectful organization because of that. There are a lot of brokerages where you will hear behind closed doors, people saying like, the agents, like absolutely not. You are not.

this is not the energy we’re bringing and we are making sure that they know they’re appreciated. So that’s And if you can’t do that, you’re out. And same thing, if you treat the staff poorly, I don’t want you here. I don’t care how many houses you sell. Like this all needs to work together. Everyone needs to stay happy. And there have been some bumps in the beginning. I definitely took on a couple of agents that I had a feeling about and I was like, I’m probably not the right managing broker for them.

they probably want a different environment where their names on a sparkly leaderboard and they get acknowledged all the time and the crystal trophy and that’s just not our vibe. so we’ve learned to assess that out. And when you ask like, do we just hire, how do we hire? We have a process that basically allows agents to self-select themselves out of the process. We’re very transparent. When they reach out, we send them a ton of information, including the splits, including the fees, including all the offering and

send them a bunch of links, like replays to our weekly call. Get on there, see what that’s like. If that’s not gonna be for you, please don’t reach out for an interview. Don’t follow up. And so by the time they get to an interview with us, we’re already pretty sure we’re a good fit. As long as someone’s not a complete jerk face to face. Yeah, we’ve become really good at like not wasting any time with that. in the end, we hire the, we know we attract the right people.

John Harcar (27:39)
That’s all. Well, it’s a big sense what I get of giving. I mean, you give a lot, right? It’s selflessness, not towards the dollar, but towards the success of everybody, right? Rising tides raise all boats, right? Type of thing. And that’s a testament to leadership though, like with what you’re doing and the people you have and the loyalty and what you built, man, that’s phenomenal. So kudos to you first and foremost. It starts at the top, right? So you made people feel that way. And now,

400 agents something crazy like that you said and I think you said like a billion I heard something with a B

Stacie Staub (28:16)
Yeah, that’s our average production.

John Harcar (28:19)
Let’s talk about what your business looks like now. What does your team look like? I know you got 400 agents. What are you doing in the business? Are you more on it, in it? What does it all look like?

Stacie Staub (28:30)
Yeah, I became CEO right at the beginning as soon as we incorporated my business partner, Maddie Madeline Linder. She’s our chief marketing officer. So we really are careful. We have our own teams that we each manage. We stay out of each other’s lanes. We collaborate.

really closely on a lot of things and you know, are constantly talking and making sure we’re checking in with each other. We don’t say yes to big decisions unless we check in. But I can pretty much read her brain at this point and she can, she’s like in my head all the time. So most of the time we’re able to even say like, know I can speak for Maddie on this. Yes, you know, we’ll go ahead and sign on this, whatever. So under that, she has the creative team.

We have what we call a shop ambassador for each storefront. It’s an agent who just showed this interest in, you know, making sure things are put together. Cause some of the offices are far away. Like I haven’t been to our Colorado Springs shop in like months, but they’re making sure everything’s running smoothly. The agents know who to reach out to if the printer’s not working, if something’s not stocked, that kind of stuff. And then we have our compliance staff, wonderful, again, licensed agents.

Maybe they had a little life change. They had a baby and need to stay home now, or they just didn’t really love selling. They love a checklist. So they’re keeping everything in compliance, making sure CDAs get issued, answering compliance questions, things like that. And then like I said, we have eight managing brokers. They’re all high producing agents who just have this like willingness and this like heart.

for helping. So they’re in a Slack channel whenever anyone has a contract question or needs help in a transaction, even if it’s just like, someone review a clause or can someone look at this deal and make sure it makes sense? Can someone look at my comps and just like help me with pricing? That’s what they’re there for. So they’re on a monthly stipend plus above the S depending on production. So honestly, the overhead is pretty low. You know, we have now we’ve added our director of operations just became our chief operating officer. So

She worked her way up in that position. We do try to elevate from within. Yeah.

John Harcar (30:37)
Okay, I was gonna ask are you reporting within? you hiring out? Okay, all right.

Stacie Staub (30:41)
Yeah,

we rarely hire someone that didn’t start with us as an agent.

John Harcar (30:44)
One thing on a higher level that I it’s important and people might be looking at this, like when you entered this JV agreement, this partnership, I should say, right? Like, did you guys sit down before you even move forward and say, hey, look, and white, this is what I do, black and white, this is what you do, you stay out of my space, I stay out of your space and everything’s kosher, we meet Friday, this is da-da-da-da-da, what we talk about, like, do you have a whole operating system meeting schedule? Do you have all those things in place prior or when you started this

Partnership.

Stacie Staub (31:15)
Yeah, I mean, that was a really serious conversation. Maddie, so I was the marketing director at my old brokerage. I had worked my way up into that position and kind of back out of sales because I had little kids. And then I had a team that was selling for me. So then I hired her as a graphic designer and we just clicked. know, she’s way younger than me. We just have very similar energy levels, parallel ambition and

like drive, we work so hard. And especially in the beginning, we did everything. And it was like, are we making this commitment to each other? Because we’re in it. Like we’re signing paperwork that says that we own this company. We’re owning it 50 50. Like, are we going to be able to, you know, stay in in vibe with each other? And like, do we want the same things? And it turned out we had to have a very quick conversation because like,

the brokerage that we were working with sold and agents started calling and asking what we were doing. so, we had to like, it was quick. so, but yes, constant communication is key. And I won’t say that we haven’t had like blowout where we both end up crying fights or disagreements. It hasn’t happened often, but when it was, when it does, it’s a big deal. Our promise to each other is we get in face to face when that happens. We don’t text, we don’t.

even phone call, we’re like in the room fighting it out. And we always come out with a solution. And like now we’ve learned like I am not going to fight about a brand element. I am not going to like disagree about something that she feels strongly with when it comes to anything involving marketing creative, like she is that person, even though that’s where I started, like I know a lot about it. But that is her. That’s her department.

On the same side, I just don’t bug her with the, any kind of operation compliance kind of stuff. She doesn’t need to like overload her brain with that. She does not like it. She doesn’t deal well with that stress. And so we just have our different strengths sets that are just very well melded and complimentary. think anytime you go into a partnership, like it’s so important. I mean, I have watched relationships implode through owning a business. It’s actually part of the book that we’re writing right now is like, how do you,

decide who to partner with and should you partner at all.

John Harcar (33:31)
testimony. got one for you there. Explode type of thing that happened. back to the day. Yeah. Awesome. What does it take to do a hundred deals a month? Like, let’s look at the big scope. Like, you know, that’s a lot, right? That’s a big team. Like for you, you know, on a high, high level, like for you, what are the most important things to keep that type of production going?

Stacie Staub (33:57)
I think so two things, systems, like we preach it all the time, the technology that we choose to use facilitates nurturing, you know, all those referral relationships, how are you getting new business? What are the time management things that we can give to the agents? And then what are the opportunities that we can give them?

We’ve honestly gotten almost all the way out of any kind of online lead generation. It just wasn’t working. The cost had gotten so high, know, even pay per click in Denver is exorbitant. And so we really focus more on training on how do you create and develop relationships? How do you attract your clients? How do you nurture those relationships into another deal? How do

turn every listing into two more deals. Like all of that ninja kind of stuff. We are a ninja based brokerage and that has really kept us just on the app. You know, and those, you know, I hire a lot of brand new agents, which take a lot of work. They each have a mentor that’s a more seasoned agent. And so they’re handheld, but it takes them a while to get going and like keeping them in the game.

giving them those open house opportunities, floor duty, making sure that they have systems then, like how are you turning that into a follow-up? Like we do so much training on that. And now like I’m really proud of the fact that a lot of the baby agents that we hired three or four or five years ago are now top producers. And it really creates a loyalty too. Like they know that we-

John Harcar (35:29)
If

it’s a lot, if it’s a lot and I mean, why is it more of not breaking bad habits from other agents that are experienced versus building these into your own? I don’t want to call them robots, but I mean, building them into what? Yeah. So is that kind of where the mindset lies as far as new versus experienced?

Stacie Staub (35:49)
Yeah, I mean, I think they just all help each other. It’s like such a symbiotic kind of relationship because we do have these like, I have agents who have been selling for longer than I’ve, well, almost, than I’ve been alive, right? And like, then I have like these baby agents who are just like, how do I do this? And they love helping each other. And like some of those older agents, like now they need someone to hand their business down to. Like we have that natural environment where that happens.

And so we have also become a brokerage with a relationship for allowing older agents who might be sunsetting, might not want to hustle so hard. They might do three or four deals a year. I’m happy to have them. Like their presence and their knowledge base and their expertise and their just like energy for helping is like so wonderful. So I do also think that it’s our responsibility to train new agents.

I think there are brokerages that either won’t hire new agents because they don’t want to mess with it. And then they just go recruit them once they’re actually selling. And it is hard to retrain them in your own brokerage. And then two, like who’s going to drain them if we don’t? Like you’re leaving it to like real estate school. Like that’s not okay. And that’s why we see such a high turnover at those brokerages, right? They’re just like, yeah, come on.

John Harcar (37:08)
for you to for you to do, does it hurt you? mean, obviously not if you’re doing it. I mean, does it hurt you to not have all that online stuff? Because that’s a flashy tool to recruit, right? I mean, that’s, you here, but you’re teaching them the right way from the beginning, the referral, the relationship, the that process right from the beginning.

Stacie Staub (37:27)
Yeah, and that’s what’s hard to, it’s hard to knock that out of an agent who come a brand new agent who comes in and was like, someone told me that I need to be on a team and I need to be getting online leads. We’re just not the spot for you. Yeah. And I try to tell them like, look, like it’s cool to go join a Zillow team or whatever. And like pay someone 60 % on your, you know, online lead deals. Like you’re not going to keep very much of your money and like,

Historically, those leads haven’t turned into lifelong relationships. It’s hard when you only meet someone at one house, you close it, you just don’t create that deep relationship that you do when you generate business in other ways. so again, that’s how they self-select out. Like if they need that or they think they need it, like I’m just not it for them. That’s okay.

John Harcar (38:16)
That’s not it. That’s right. Awesome. Yeah. All right. Well, before we go, obviously this is high performing real estate pros. So let’s talk about some high performing habits that you’ve implemented either in your life and your business, whatever it is to get you where you’re at right now, which is phenomenal, but keep you going, right? You’re a mother, but you got four kids. I don’t know the ages, but I mean, I can’t imagine it’s, it’s easy by any means. So give us some high performing habits that have really helped you succeed.

Stacie Staub (38:42)
I mean, early on I was introduced to two things. like very early on I got to go, it was actually before I even got my license because of, was in real estate technology and the group that runs Ninja Selling invited me to come to one of their week long classes. And I was like, I didn’t get it at that time.

I was kind of like, because I’d never done sales. And I was like, I don’t know. You’re like, couldn’t. But later I was like, I need to do that again. And that’s still how I teach the agents. It’s like at our center. So Ninja Selling, highly recommend. And then Morning Miracle for real estate agents turned out to be like a Bible for me. I, I had, yeah, I mean, because I had little kids, I had to get up at four. I had to work out before they got up and I had to do all of the shit that I needed to get done before they got up or else my day went sideways.

And I still wake up at four or four 30, depending on the day. I work out usually before seven or eight. And I still like process everything that I really need my brain for before I get anywhere. And like that is, that’s like something that I try to teach the new agents to, like, if you can just build that in from the beginning. Yeah. And commit to yourself. Right.

John Harcar (39:58)
Yeah, put it down, commit to a time consistency. It’s funny. We we had we Hal Elrod as one of our speakers. I think I don’t remember the meeting last year. Yeah, but yeah, the meal recording is key, right? Like, you know, for me, like one of my things I’ve learned is like, get up and two cups of water just immediately refresh your body, get that back in your body. And then it’s just my day starts so much better. Like I feel

but yeah that’s awesome. So tell everybody where you’re at tell everybody you know if there’s anything currently that you’re working on any just anything tell us about you before we go.

Stacie Staub (40:33)
Yeah, have a couple like really fun projects that we’ve have been in the works for a while that are finally getting ready to launch. One of them is our new podcast is called Your Best Friends in Business. That will be Maddie and I interviewing entrepreneurs from all verticals, not just real estate. We’re really excited about it. We have a really great lineup for our first season. So that’s launching on July 8th. So maybe watch for that. And then also, we are writing a book.

So it will not publish until next December, but you can follow me on Instagram to see how that’s coming along to watch my struggles with writing a book. It’s really hard. And also just to see what else we have going on. And then as I was filling you in at the beginning, of course, I would love any Colorado referrals. I will work hard to agent match you with the right agent. If you’ve got something going on in Denver or greater Colorado, would love to hear from you. And then also we have

an amazing investment opportunity in downtown Denver called Upton Residences, brand new luxury condos, starting in the mid threes all the way up to multi-million penthouses that it will deliver in the fall. So I think it’s going to be an awesome investment opportunity. So check that out.

John Harcar (41:44)
And how do people get in touch with you if they want me to work with you, have deals, whatever it is?

Stacie Staub (41:48)
Honestly, I run my own Instagram, so it’s @staciestaub is the best place to honestly get a hold of me. I’m also really easy to find on our website at westandmainhomes.com

John Harcar (41:59)
Alright, Stacie. Appreciate it. Thank you so much for your time. Guys, I hope you learned a lot, man. There was a lot in there. I took a ton of notes myself and already had a whole bunch. So, Stacie, once again, thank you for your time, folks. I will see you guys on the next one. Have a great afternoon. Cheers.

Stacie Staub (42:13)
Thank

you so much.