#120 EXIT Realty Horizons: A Powerhouse in the Desert

Speaker A: Foreign. To the best of the best is what I'm calling this new series of podcasts. We're looking around the country finding some of the best, best offices we can find. And we're going to ask them just real pointedly, how are you doing it? And they're going to come up with two or three ideas today. Hey, if you've ever driven from Texas to California, as you leave El Paso, it isn't long before you get to a big old Y in the road. And Interstate 10 goes west to California and Interstate 25 goes right up to Denver and Santa Fe and Albuquerque, or right at that is a little town in New Mexico. Now that town is Las Cruces. And in that town is an absolute record breaking exit office, Exit Horizons. Well, we have uh, we have the two owners, Joe Arnoni and Chris Harrison on the line. Hello boys.

Speaker B: Hello Bob. How we doing?

Speaker A: Oh man, I'm doing great now that I finally got you two corralled. I mean, you know, we've been in the planning stage of getting you guys on the phone for, I don't know much, but boy, how cool this is. Now I, I want to move through this as quickly as I can. Las Cruces, New Mexico. Now that's in the foothills of the Sandy Mountains, Sandia Mountains, and it's just a beautiful little place. But uh, tell us about the town of Las Cruces, New Mexico.

Speaker B: Okay. Las Cruces has about 108,000 uh, population like you said. It's uh, right there on the way to uh, out west about 45 minutes outside of El Paso. We're uh, very uh, very close to the border of Mexico as well. What goes on around here, uh, for industry? You know, we've got White Sands Missile Range, so we've got a military post here. Um, there's a lot of retirees here. Uh, New Mexico State University is here. So those are three of the uh, big things that are driving population. And then of course we have wonderful weather. So people like to come here and uh, retire.

Speaker A: And if you know anything about chili peppers, uh, you're not far from Hatch Hatched, New Mexico. Some of the gross green, uh, green chilies come out of Hatch.

Speaker B: That's right. If you want a little spice and a little kick, it's about 30 minutes down the road where they, where they go.

Speaker A: Uh, even here in Texas, uh, we have a hatch chili month. And boy, I mean it, it's hatch everything. Uh, so it's a little town, I mean 100, 108, 000 people with a light industry, um, of military university. In the middle of that town, then is all other real estate brands, right? I mean, everybody. Everybody's there. I mean, you don't have a corner on the market.

Speaker B: No, everybody. Everybody's here, pretty much.

Speaker A: So all the big boys, all the big franchises, big names, and all the guys that are Commission cutters and 100 percenters are all there.

Speaker B: Yeah.

Speaker A: In the middle of that is Exit Realty Horizons. Guys, I can't tell you how I impressed in this little town. Now, keep that in mind. Keep the framework. They don't. They don't. They don't sell a lot of property in El Paso. Some. They don't sell a lot of property in Albuquerque. It's pretty much homegrown stuff. All right, tell me about Horizons.

Speaker B: Well, uh, Exit Realty Horizons. We. We have a one, uh, hundred and eight real estate brokers, uh, here.

Speaker A: Now, wait a minute. That's coincidence. 108, 000 people in town, and there's 108 real estate agents, Right?

Speaker C: Right.

Speaker A: Now let that number soak in.108 agents in the little town. Now, first of all. Okay, keep going.

Speaker B: Okay, well, you know, in. In response to the, uh, sizes, our MLS board is. Is just about 800. So we've, you know, we've got 108 out of 800, um, brokers here. Um, like you said, there's every brand imaginable here in town. You know, everybody's cutting the pie as best they can. Um, you know, Joe and I started Exit Realty Horizons, um, many, many years ago with, uh, 15 real estate brokers. Uh, two of them were us. So, um, together we've grown it from. From about 15 to 108, you know, over that. Over that time period.

Speaker A: Amazing. So give us some numbers, Joe. Give us an idea of how this company produces, uh, with 108 agents. Uh, let's take a, uh, let's go back a couple years. What kind of, uh, closings do you have?

Speaker C: What?

Speaker A: Could you just give us some stats about this company? Now, folks, I'm going to tell you something. If I were you, I'd get out a notepad and write this down. 105. 108,000 people. 108 realtors out of 800. All right, now listen to this. What do you do?

Speaker C: So we range from about 1300 to 14, uh, hundred transactions, um, a year. Um, we have anywhere between 16, uh, to 23 cappers, um, per year. Just depends on, obviously, the year. But, um, we've. Chris and I have really taken on as far as recruiting, we, we really let the brokers recruit. Um, we, we insisted that they, when we did our career nights and do our career nights, Chris and I don't recruit. We, we make them do the recruiting. We put on the career night and cater it and, and they bring in the people. And um, our, ah, residuals range from about 450,000 to over half a million a, uh, year.

Speaker A: In residuals that flow through your company,

Speaker C: just, just exit horizons. Yes.

Speaker A: Now folks, I can't do anything but just sit here and let that soak in a minute. I mean, come on, have you ever heard anything like that in a little town that small with that many agents, with that level of, I don't know. Have you ever calculated per person productivity, Joe? I mean, at the end of the year they're all doing one. Well, no, I can tell you 101, ah, hundred and eight agents doing, um, what you say, 1300?

Speaker B: Yeah, 13 or 1400 transactions.

Speaker A: So that's how many each? I, I don't have my calculator with me.

Speaker B: Well, it's about 13. About an ah, average of 13, you

Speaker A: know, 13 units per person per year.

Speaker C: Right.

Speaker B: Unbelievable.

Speaker A: Um, that's one of my.

Speaker B: Yeah, for sure, I think, uh, for sure. You know, obviously it's an average. There's some people doing more and some people doing less. Uh, I think we had four, um, four people in the top 100 here.

Speaker A: Yes. Now that's another, that's another mouth opener out of this little town. 4 Top 100 in the entire United States and Canada.

Speaker B: Yeah.

Speaker A: Okay. Uh, y' all get the picture. This is a freaking producing machine. Unbelievable. Some of the highest numbers of per person, individual. Now let me ask you this too. In the mix of this, you've got, you've got some real stable people that have been with you a long, long time. One of your top 100 percenters all the time is, is Irma.

Speaker B: Uh,

Speaker A: you know, I mean, Irma's been with you how long?

Speaker B: Gosh, probably 17 years now.

Speaker A: We're not, we're talking of a significant, uh, just, just kind of tell us about Irma Chavez. May.

Speaker B: Well, she, she's, you know, we've got numerous people, frankly. Uh, we, we've got a couple that have gone over 20 years with us so far. You know, Irma's not behind. Um, we've, we've got quite a few people that have been with us more than 15 years. Um, this is, this is my 20th year personally with, uh, Exit Realty.

Speaker A: But, um, your sponsor still is in the company getting Residuals from you, right?

Speaker B: Oh, absolutely. That's, uh, Patty olson. She's gotten $200,000 for sponsoring me personally. She gets her 10 grand every. Every year.

Speaker A: Yeah. She's tickling.

Speaker B: Yeah. So that's one person that's got $200,000 just for inviting me to join Exit, uh, Realty. But, you know, one thing I wanted to mention, if I can, what Joe was talking about with the recruiting, uh, and the residuals, I could tell you half a million dollars in this office and, you know, in one year is nothing to sneeze at. You know, I tell our brokers, uh, in any other format, any other brokerage, that half a million would be 250,000 in Joe's pocket and 250,000 in my pocket because they don't share, you know, so we. We make sure they understand that. You're talking half a million bucks, um, of. Of mail money for these people. And one of the things that, you know, like I said, Joe had alluded to, that we're famous for here is, um, Joe and I. It's not to say we don't have recruits, because we have two or three, I think. Um, but generally, Joe and I do not recruit. We push all the recruits towards the agents. We help the agents recruit. We talk about recruiting at every single meeting that we have. It's a big part of what we do. Um, you know, I. I kind of kid, but I'm not really kidding. Um, you show me a brokerage where all of the recruits are underneath the broker owner, and I'll show you a brokerage that's having problems.

Speaker A: Oh, yeah.

Speaker B: So. So we. We don't. We don't participate in that. Uh, but just very little.

Speaker A: And not only they, uh, have problems, they just don't get it. Yeah, they've missed the point. The real point of all of the. That Steve created was exactly what you're doing.

Speaker B: Yeah. Um, we show a slide. We show a slide every week that shows those recruiting numbers, um, at every

Speaker A: meeting, the sponsorship numbers.

Speaker B: Yeah. How much we've. How much this office has, uh, helped people and, you know, in terms of recruiting and residuals from Exit Corp, um, we put that on a big, colorful slide, and we've got it scrolling on the tv, in the hallway and in our bullpen all day long now.

Speaker A: Uh, that's half a million a year. So what, Joe? What. What would the number be for the whole. I mean, since.

Speaker C: Since we took over, uh, we've. Exacorp has given back to the agents in this office for $4.8 million, $4.8 million.

Speaker B: That's since Joe and I took over the brokerage.

Speaker C: That's not even since the inception of the, of this company, but just when we took over.

Speaker A: And uh, we should give a shout out, I guess, to the Olsens because they were the original founders in New Mexico, the regional owners. And uh, and they, that's why Patty, uh, was there. And uh, so here they are working for the original company and they grew it and then when they wanted to retire, they bought the office from, from the Olsens and then bought the region. They also own the region of New Mexico. Let's do the take home pay here. I mean, these numbers are unbelievable to me. I'm writing notes on it. 4.8 million 500,000 here. All right, all right. So if I just say, how in the hell do you do that? How did, how did this happen? What, what are some two or three or four fundamental building blocks of Exit Realty Horizons?

Speaker B: Well, I think, you know, we just discussed it, you know, mainly with the recruiting. Um, I, I'm really big, I'm a really big proponent of explaining to people how teams work at other brokerages and how they work here and what somebody is building, even though they don't call themselves a team, but with recruits, what they're building, this residual income where their recruits can be technically part of, of your team, but those people also can have a team under them. So, um, usually people get this in about 30 seconds. Um, smart people, um, the rest of them, I, I kind of joke with them. They're, they're going to be minions the rest of their lives. And Lord knows we need minions. And somebody's got to do work and let Joe and I get money on the side from them. But we want to teach people how to be their own boss, have a team that works for them. But the catch is to explain to them properly how their team members can also have a team under them. And it goes and goes and goes like that. Which is not the case, uh, at any, uh, of the other brokerages. You know, usually you got a team leader, you got four or five minions that work for him. They can't have anybody under them and they can't ever have a team unless they leave. That. That's the, that's the big difference. So once, once you explain that properly to people, people understand. They're like, oh, so I can convince somebody to come participate in what I'm doing because I believe in it. But the good news is they can also bring people under them so they are also a team leader, even though that's not technically the way it works, but it's similar. And, you know, I use that minion thing as a derogatory term. It's a cute. There's cute little yellow guys, you know, like, I think. I think they got a movie coming out soon. Love them. But, um, you don't want to be in this business and. And just be a minion. You know, we're working. Working for the man. You know, there's a lot of people that say, oh, I don't understand the recruiting. Well, great. Let Joe and I explain it to you. You know, let's take. Use the tools on the app where you just plug in how many people and how many transactions, and it shows you how much money you can potentially make. And, you know, it's not for everybody, and that's fine. Um, you know, Joe and I have had people walk people through the front door, and they don't want to have anything to do with the recruiting. They don't want to sign the form. They just want to introduce their friend and. And go on about their business. And so Joe and I, of course, will take them. Um, but the smart people were able to. To convince about, you know. All right, yeah.

Speaker A: So the first point is, you guys have really lit the sponsoring candle of the exit formula. You use it, you talk it. You. All right, To. To the point of the production. How many came as experienced agents versus new?

Speaker B: Almost all of our agents started, uh, new.

Speaker A: All right.

Speaker B: I would say, Yeah, I would say almost all of the brokers started as brand new.

Speaker A: Now, therefore, you have a system of onboarding and training that gets them from new to these astounding production numbers.

Speaker B: Sure.

Speaker A: Tell us about that.

Speaker B: You know, all. All these brokers in our office that are doing 50, 60, 70 transactions a year, they started here brand new. They did not come from somewhere else. All of our cappers started here brand new. Under Joe and I, um, you know, the three or four that are in the top 100, you know, they were brand new when they got here, so.

Speaker A: Well, it's all about.

Speaker B: It's all about training. You know, I. I think. I think one of the differences. And there's some interesting opinions about this, but. But, you know, the street cred is really, really important. You know, when. When. When I take. When I take a new broker who's coming on board, and I say, look, I have personally closed as a real estate broker, 800 transactions. 800. The. The. The average real estate broker that closes two or three. I think that's the NAR average right now is probably about three. It would take them 300 years, uh, to do what I've done, you know, and Joe's the same thing. He's got a lot of transactions under his belt in a lot of years. So it's much easier to say, look, you come work with us, Joe and I, and we have the, uh, we have the, the experience on the ground to do this, and we can teach you all the little tricks that we use and all little new nuances that it takes to be successful in this. And, and also we rely on the sponsors to also do the same thing. So you've got Joe providing his experience, you've got me providing mine, and you've got the sponsor providing theirs. And I think it makes them very comfortable, even though normally they haven't quite wrapped their head around the sponsoring portion of it yet. You know, they're, they're just trying to figure out how to pass their test, you know, at, uh, at that point. But that, okay, cred is really important for Joe.

Speaker A: No doubt. Now, Joe, explain to me, if I'm kind of a new person, what the training system looks like, who teaches it, what are you teaching, how much, what

Speaker C: do I. Onboarding obviously comes with orientation. So we do our, uh, do the orientation portion explaining everything about Exit Exit Resource Center. I get them orientated with, getting used to that. Um, the new changes to the resource center, um, we're utilizing that a little bit more because everybody, we're putting the floor calendar, we're putting all the information. So those new changes have been instrumental because we were having a little problem. And I'm sure everybody else across the nation at Exit Nation is getting people onto the resource center. Right? But now they have to because they have. They got to log in and get their, uh, their stuff. It makes it easy. With the app, the training, uh, CMA listing forms, I do do them every, every year. I mean, every month. Excuse me. And, um, just. I think Chris and I's accessibility here, as long along with their sponsors, uh, really encourages a healthy and, and happy environment. I mean, um, I think the environment, if it's not happy and healthy, you're gonna have a lot of miserable brokers around right into. Especially in today's temperature. I think, um, we've, we've always aspired to the market is fantastic. There's, you know, we've never, ever, bah humbug. We've never said, oh my God, the sky's falling. Everything is fantastic. Right? Um, so I think attitude is everything in this business and, and um, but training and training using the exit training tools and technology is essential. I mean we have some phenomenal, phenomenal tools. Um, and once they get used to looking at them and getting going and us, uh, our meetings consist of a lot of repeating of the tools and the technology. Every, every time we have our meeting it's repeating and repeating. Some of our seasoned agents are looking at us cross sighted but we have to keep repeating about the tools and technology because they're super amazing.

Speaker A: So, so do you have an engagement leader?

Speaker C: We do, yeah, we do, yeah, yeah.

Speaker B: Um, the Kia Sods training, you know we, we do that. Kevin Ahern, everybody's required to go through uh, the, the Ahern Assad training. Um, uh, you know that's eight, we, that's eight weeks. Um, we, we pay for that and

Speaker A: we have, that's gotta be 15, 16, 17 years old. But it still works like. Yeah, but it's modules. They go through. You, you have them just go through.

Speaker B: Yeah, they do, they do it here in the office. They sit, live through it. Um, it's mandatory. Uh, we're not going to take somebody on that isn't willing to spend the time to be trained. Like Joe said, he uh, runs through a lot of uh, training. When I uh, usually do the meetings, uh, at least twice a month, sometimes more often, um, we train at the meetings. I um, can tell you that this Tuesday morning at 9:30 I'm going to be doing the training and we're going to be talking about some tools and technology and it's going to be a big listing class, you know, but, but once again it's hard for a broker to give a listing class when they've never been a listing broker.

Speaker A: Yeah, that's true.

Speaker B: You know what I mean? There, there's a lot and there's nothing wrong with, you know, buying a brokerage when you don't have any experience because you know, Lord knows you can figure it out another way. But it's easier to say, hey look guys, I've done 800 transactions. You can either listen to me or listen to some guy that just, you know, bought a brokerage eight weeks ago and you know, used to be a banker. He uh, he don't have any idea how to train you to do.

Speaker A: Let me plug something here, Chris. You, I don't know, four years ago you did your listing. It's still on the RC today under training in Chris Harrison's listing presentation. That's the title of it. Listing presentation by Chris Harrison. If you want to have your mind just blown clean off your shoulders. I mean, that truly was one of the most comprehensive listing presentation things I've ever heard.

Speaker B: Yeah. And you know, it's step by step. Um, you know how I do it. Um, it's morphed a little bit obviously, but it's using the tools from the exit resource center in the marketing suite.

Speaker A: Yeah, uh, absolutely. And a few other trainers. So you, you're using a little, little pop by stuff. You're using a lot of Buffini.

Speaker B: Absolutely. You know, you know, Buffini is one of those things that we preach, we teach. Ah, we haven't made it mandatory yet. It could be coming, um, you know, to make the, the 100 days to greatness mandatory. But, um, it's something that we push all the time. So if, if a broker is really serious and they come to our training that Joe and I do, they, they go to Buffini's training like we recommend. They, they finish Ahern and uh, um, you know, the Ahern training, Kia son, he Assad. I mean, that's a lot.

Speaker A: Yeah. And that means, and it's taking pressure. That doesn't mean you're in the classroom teaching this. They're in the classroom watching the, the videos of.

Speaker B: Absolutely. And yeah, these people have got to be self motivated. You know, like, frankly, with anything in life to be successful, you've got to be self motivated. You know, um, we, we, we're, we're not gonna, you know, I tell people that the good news about being an independent contractor is that, that you're an independent contractor. You know what the bad news is? You're, you're an independent contractor. Absolutely. And the word independent is first. It's not contractor independent, it's independent contractor. I mean, you being independent is first.

Speaker A: Yeah. You know, and it's, you know, I

Speaker B: tell people it's a lot like going to college. That professor is not going to come drag you out of the rack in the morning. You know, you, uh, you pay your, you pay your tuition, you better get the class, you know.

Speaker A: So Joe, what are your lanes? How do you explain the difference between what Joe does and what Chris does?

Speaker C: We, we work pretty, we work very well together. I mean, we, I, I don't know if we have any really lanes. I mean, agents respond to both of us. I mean, um, I do a little bit more training as far as CMAs. And what. Because my background's an appraiser. Um, so listing, presentation, purchase agreement. I mean, we, we both complement each other very well. And I think that, um, I think Having a partnership, right, Is um, sometimes it's, it's uh, it's necessary for a big brokerage like this.

Speaker A: Right? So I mean, yeah, that's true. Uh, and you are two very different kinds of human beings. But uh, um, Chris, that's different than last time I asked her. He said, hell, I do everything. Chris doesn't do anything. That's what he said last time. I'm just teasing. As much as I can try to start problems between these you guys, I can't do it.

Speaker B: Well, you know, and availability is really, really key in this. You know, one of the things that we tell ah, brokers when we're interviewing them or we're trying to recruit them is we say, look, Joe and I are available. So you, number one, you've got two people that you can call instead of just one. Um, I will tell you that last night after 8:00 clock I fielded three completely different phone calls slash questions about real estate from three completely different brokers. One of them was at 10:45 last night. I was, I was texting back and forth a real estate broker that, that had some issues in a question. You know what I mean? I don't know a lot of broker, I don't know a lot of brokers are going to be talking to somebody at 10:45 at night. Um, but we do both.

Speaker A: Guess who said exactly the same thing. Uh, the first call, you guys are the second of what I'm calling the best of the best was Cheryl White. Ah. She said the number one thing that makes our company really, really good is that we are very picky. And number two, we are very available. She has three people on her management team and the same thing, they call up and you know, when they, when they panic, when I have a problem with my computer, uh, and I scream, sherry, I mean that I am stuck. I'm going to sit there for the rest of my life until somebody helps me figure this out. And that's true. Guys, this is amazing. Guys, let me summarize. You've heard a story of massive numbers. You've heard a story of we only pray, we train our people, we don't steal them. Now that's a different approach, but it takes a little more work. But I'm telling you, look at the quality they've done. And the proof is in this pudding. My Lord. Number two, you've got some senior. Why would you say some of these people have been, I mean, Irma and some of these people have been with you this long. What, what's in it for them.

Speaker B: Well, the, the recruiting and the residuals. I mean, we, we've got people in this office that gets 60, $70,000 a year just in residuals, you know, that, that's, that's what's in it for them.

Speaker A: And so they're kind of welded to the frame of the company now. They're not, they're not going to fall off.

Speaker B: Yeah, you talk about, you know, when we say why settle for 100%? I mean, we've got agents in this office making 130% on their commissions. You know, I mean, where else can you do that? It's amazing. When you talk to you, uh, know, an agent from another, you know, one of the big broke, you know, big national brokerages, they, they can't fathom. They don't, their little pea brains don't understand how simple this really is. You know, it's amazing. And, you know, some people get it and some people don't. And a lot of times in my mind I think if, if you don't get this, you're probably not smart enough to be in our office. We, we don't want you because you're just, uh, you're not smart.

Speaker A: So sponsoring is your IQ test?

Speaker B: Uh, well, kind of. You know, and we don't, we don't begrudge because not everybody sponsors and we don't begrudge hard working brokers that are in our office that don't have sponsories. You know, some of them just, for whatever reason, they, they just don't want to participate in it. And that's fine. But at least they understand it. Yeah, at least they're smart enough to know this option is out there and uh, and maybe someday they'll come around to it.

Speaker A: Yeah, it is kind of, uh, maturity while I'm, when I'm ready to do it. Uh, the last subject. I have been in your office. I've been in Las Cruces, that wonderful Mexican restaurant kind of southeast of town. I have, I have been at your annual parties. One thing I could say about this group, they love to get together. I mean your, your parties. That silly bus. Oh my God. Uh, the party in your backyard, Chris. The big end of summer.

Speaker B: Summer party. Sure. There's 150 people there.

Speaker A: Usually you have to call your neighbors and tell them stand by.

Speaker B: Yeah, we, you know, we have a live band and it's loud and uh, you know, like I said, there's cars parked for, you know, a mile and a half in both directions. And usually the police are called, but that's okay. We usually invite them for some brisket and give them a soda, and they. And they. And they go about their way. We love the police.

Speaker A: Tell me more about that, Joe. What you, you have any regularly scheduled event? I know the end of your pool party. What else? What other things happened during it? You have a top top producers lunch every month.

Speaker C: Yep. We take our top 10 agents out every month, um, at the number one, you know, their choice. We do have our end of summer as well as our Christmas, uh, party. So we have our Christmas party, um, and then, um, um, we're, you know, getting back Covid kind of stopped a little bit of a lap. But we're getting back into getting Babel back together and, and getting the office, uh, coming back up again with that.

Speaker A: So, uh, they know, they know how to party troops, this group.

Speaker B: Yeah.

Speaker A: I got on a bus one time and I'll never do it again with their office. And they're going. I don't pub crawling. And they were going clubbing. I mean, can you guys listening to this? Can you see that? In every category, Every category. Leadership experience, uh, selection, training, expectation, um, fun food and fun organization. I'm, um, telling you, Exit Realty Horizons is, in my opinion, just a shiny. And you put in a little bitty town of 108,000 people and it just kicks your ass. I just love that. I bet you there's more grief done in other boardrooms. Like, what are we going to do to blow these people up? My God, I absolutely love it. You guys can find them. But here's what I'm going to do. Kind of a closing comment. This company is worth your studying. This company is worth you calling. And what I know about Joe and Chris is they'll take your call. They'll say, yeah, we'll send you our onboarding outline. We'll send you our training outline. We'll send you this. That. I mean, come on. This company is, uh, one of the. The best of the best. And that's the series we're doing. The best of the best. I. I know you guys personally, I could tell you I really love you guys. You are good people and my Lord, have you built a powerful, powerful exit real estate office. So proud of you. Closing comments.

Speaker B: You know, one thing I wanted to mention about the, the partying. Uh, we, we are a social bunch. Uh, we try to make sure that somebody's relationship, uh, here is not just a transactional one. You know, we actually want. We're interested in, in their lives and their kids and their families and we go to their birthday parties and you know, heck, I, I was, I was sitting at a two year old's birthday party a few months back, you know, thinking, I wonder if the, you know, the owner of Brand XYZ is, uh, at. At some real estate brokers. Two year old birthday party on a Saturday afternoon? You know, probably not. Um, you know, we, we do little social hours every Mondays and Wednesdays. Uh, one of our brokers, uh, Monique, which I know you know, oh, man, what a great story. She helps set up, uh, some social hours that we can go to and then, you know, our Christmas parties, uh, what do we spend on a Christmas party, Joe? 15 grand in grand. Joe and I spend eight. Just so people know, Joe and I spend $18,000 on a Christmas party. Our agents do not spend one penny, not one dime to go to those parties. We pay for everything. We pay for their drinks, we pay for their meals. We pay for the room, we pay for the entertainment. Everything. I think the last one we did is 18,000 bucks. You know, we have.

Speaker A: How many people were there?

Speaker B: Probably 140 people.

Speaker A: Oh, uh, that's including spouses.

Speaker B: Yeah, yeah, ones.

Speaker A: But see, even that, that's uh, if you divide it by 2, that's 70 of your age. Look at the percentage of that. But we got guys, sellers. I can't get them to come to the office party. I can't get them to come to training. I can't get them to come. Well, if you can't get them to come, you're not doing it right.

Speaker B: Right.

Speaker A: Because Horizons is doing it right. They, people, they love it.

Speaker B: We, we do spend probably, uh, more money than we should or, you know, that others spend for sure. You know, just like Joe was mentioning about our, uh, our top 10 broker luncheon every month. I got to tell you, that cost us $800 to go have lunch easily. We spend $800. You know, I know a lot of people are sitting here.

Speaker A: What are you laughing at, Joe? Joe's over here laughing.

Speaker C: It keeps getting going up and going up every month.

Speaker B: I know. We had to put a couple, we had to put a couple restaurants in town on the do not go list.

Speaker C: You know, not one of our top brokers will pick wienersnitzel. I don't know why they won't pick it.

Speaker A: I know how generous these boys are. I attended one of their convention parties. I believe it was in Washington National. Oh. Uh, and, uh, they said, come by the Christmas party. And one of the entrees was, uh, uh, like a 18 pound lobster and this, by the time they got to one of these gals order, they were out of the 18 pounder. She said, well, give me, give me two of the eights.

Speaker B: Yeah, yeah, those were, those were $275 lobster plates, if I remember correctly.

Speaker A: Yeah, yeah, that little party with about 20 people probably was, uh, more like 10 grand.

Speaker B: Right? So we, you know, we do, we do try to spoil people and um, um, you know, it's not hard to figure out what 800amonth times 12 is just our annual budget for one lunch a month with our top brokers is. But they love it, they look forward to it, they talk about it that, you know, there is nothing worse in this office than being number 11. You don't get to go to lunch. You know what I mean? Number 11, they'll be walking up and down the hall with a frowny face for three days once they figure out they don't get to go to the lunch.

Speaker A: And even if they beg, whimper or cry, you don't.

Speaker B: Oh, no, we don't. No, we're not bending. No, you're either in the top 10 or you're not. It's just, it's just math. When the math isn't math and you don't get to go.

Speaker A: Joe, what's your, what's your, what's your overview, your concluding thought?

Speaker C: I think Exit Realty just makes it easy to be honest with you. For what they provide for us, um, the tools and technology, we just are shepherds of that. Right? And we, it's an easy system. Right? And, and we're here just giving, giving it our all and, and taking care of the, taking care of our brokers and um, we love them.

Speaker A: So what do you do?

Speaker B: Yeah, and you know, one, one more, one more thing, Bob, if I can, you know, we, we own a fifty thousand dollar Mercedes party bus. A lot of people don't realize, uh, we, we own one, you know, we bought it and we drive our brokers around every Tuesday at our meetings to all of the listings that are on the office tour that day. Joe and I both go. We drive the van, we, it's got the big TVs in it. It's just part of the camaraderie that we think is important, you know. Do I think every single, uh, brokerage with four brokers needs to buy a $50,000 Mercedes party bus? No, but it's just one of the things that, that other brokers at other offices see and, and they want to be part of the fun. Not only the production, but the fun oh, my God.

Speaker A: Now, I went on one of the. But it wasn't a Mercedes party bus. This was an old white. It looked like an old converted school bus, I think.

Speaker B: Right?

Speaker A: I'll never do that again, boys. Never. Never.

Speaker B: I remember you texted me from the back of the van. Uh, you just texted me help. That's all it said was H E L P. Because, you know, I think that. I think that thing was made for 30 people, and I believe there's probably 75 people on that bus.

Speaker A: And here's the deal. Um, about the third club. Uh, Sherry and I ubered out of the deal. Like, see ya.

Speaker B: Uh, yeah, I think we went through. I think we went through six handles that night.

Speaker A: Oh, boy. Anyway, you know, everybody listening. You get the picture. Hey, Murdoch, Food and fun. Remember that. Dude, guys, uh, my hat's off to the whole company. Is it honors you. You're just the best of the best.

Speaker B: Thank you, thank you, thank you. We appreciate you, Bob, and all you do.

Speaker C: Absolutely. Thank you.

Speaker D: Thank you for tuning in to Leaders Path. Be sure to share this podcast and spread the word that this is the place to grow in the art and skill of leadership. Feel free to contact us@podcastxitrealty.com with questions, comments, or suggestions about our show. Remember, the world needs strong liters, so be one today.