Kyle Nielsen

But then that rep perpetually ends up just jumping from company to company to company and they never build anything from themselves. And so we've taken a really smart approach. Like I do a call in my partnership in my region at the company called Wealth Wednesdays.

But then that rep perpetually ends up just jumping from company to company to company and they never build anything from themselves. And so we've taken a really smart approach. Like I do a call in my partnership in my region at the company called Wealth Wednesdays.

And we bring people on, talk about crypto, talk about real estate, talk about branding, talk about tax strategy, talk about all those things to these younger kids to give them opportunities to learn how to be smart with what they do. But I mean, I think real estate's an amazing one for them to get into at a young age.

And we bring people on, talk about crypto, talk about real estate, talk about branding, talk about tax strategy, talk about all those things to these younger kids to give them opportunities to learn how to be smart with what they do. But I mean, I think real estate's an amazing one for them to get into at a young age.

Yeah. I mean, luckily we have markets nationwide. Like there's no stone on the ground in Miami, you know, Phoenix, Arizona, Tucson, Vegas, St. George, a lot of Texas. So there's a lot of markets where they can go knock doors. They can work 12 months a year around if they want to. I prefer like the compartmentalization kind of approach. A lot of them are students.

Yeah. I mean, luckily we have markets nationwide. Like there's no stone on the ground in Miami, you know, Phoenix, Arizona, Tucson, Vegas, St. George, a lot of Texas. So there's a lot of markets where they can go knock doors. They can work 12 months a year around if they want to. I prefer like the compartmentalization kind of approach. A lot of them are students.

A lot of them are still going to school for something, whether it's doctor, dentist, lawyer, they're like really trying to,

A lot of them are still going to school for something, whether it's doctor, dentist, lawyer, they're like really trying to,

um you know build something in the future but i i think that if you if you think about it you have your four to five month summer where you go knock doors and then you have if they've done really well like say they produced you know 125 or 150 000 in new customer revenue that's kind of our benchmark at the company for them to come back and be like a manager leader recruiter

um you know build something in the future but i i think that if you if you think about it you have your four to five month summer where you go knock doors and then you have if they've done really well like say they produced you know 125 or 150 000 in new customer revenue that's kind of our benchmark at the company for them to come back and be like a manager leader recruiter

Then they spend September through January recruiting and building their team, their own team for the next year, where then they can be the leader of that team. They get an override stack and bonuses for recruiting and running a good team so that then they get their own income off their own sales. Plus they can pull in another 150, 200 grand from running a good, successful team in their org.

Then they spend September through January recruiting and building their team, their own team for the next year, where then they can be the leader of that team. They get an override stack and bonuses for recruiting and running a good team so that then they get their own income off their own sales. Plus they can pull in another 150, 200 grand from running a good, successful team in their org.

So they spend that next chunk of months building that team, recruiting and building, and then they spend January through April or March training that team and training them and getting them ready. So it's almost like you have, like any high competitive sports team you have, you're you're in season, there's not a lot of time to make a lot of changes once you're in the NBA season.

So they spend that next chunk of months building that team, recruiting and building, and then they spend January through April or March training that team and training them and getting them ready. So it's almost like you have, like any high competitive sports team you have, you're you're in season, there's not a lot of time to make a lot of changes once you're in the NBA season.

You can maybe make a trade here and there. The time to rebuild is kind of in the off season. So then you build your team, you train your team, you put your team out there and see if you did it right. You build your team, you train your team, you put your team out there. You build your team, you train your team, you put your team out there.

You can maybe make a trade here and there. The time to rebuild is kind of in the off season. So then you build your team, you train your team, you put your team out there and see if you did it right. You build your team, you train your team, you put your team out there. You build your team, you train your team, you put your team out there.

I prefer like the compartmentalization where it kind of builds it into blocks. And once you get to like the management level where you're these 150 plus thousand, you know, in a year new customer revenue leaders, you're making enough in the off season or in that one summer to kind of live off that money. And then and that kind of gets you through everything.

I prefer like the compartmentalization where it kind of builds it into blocks. And once you get to like the management level where you're these 150 plus thousand, you know, in a year new customer revenue leaders, you're making enough in the off season or in that one summer to kind of live off that money. And then and that kind of gets you through everything.

And the way that we, I mean, the way that we pay our, our kind of our back ends and our bonus structures out is they're kind of getting checks in the off season monthly anyways. And so there's not this big draw to go and do a blitz here, be gone for a week, come back for two weeks, be gone for a week, come back for two weeks. I would much rather they build their salespeople.

And the way that we, I mean, the way that we pay our, our kind of our back ends and our bonus structures out is they're kind of getting checks in the off season monthly anyways. And so there's not this big draw to go and do a blitz here, be gone for a week, come back for two weeks, be gone for a week, come back for two weeks. I would much rather they build their salespeople.