Overwhelmingly, media coverage of team building, hiring, training, etc. is often geared towards the issues faced by HR at Fortune 500 sized companies. Even when it’s positioned as advice for small business owners it is often coming from an executive or consultant working primarily with giant corporations. We think it’s far more relevant to hear from small and medium business owners who have successfully grown their businesses – and so we asked some very talented folks to tell us the stories of their initial hires and the struggles and lessons they can share.
Max Menne
The Prestige Real Estate Network was born from a passion for fostering growth, collaboration, and success within the real estate industry. We recognized a need for a community where agents could connect, share knowledge, and elevate each other’s careers. Prestige isn’t just a name; it’s a promise to create a supportive, innovative, and dynamic environment where everyone thrives. This network provides its members with unparalleled access to resources, training, and mentorship opportunities. From skill-building workshops to market insights and monthly mastermind sessions, Prestige equips agents with the tools they need to grow their businesses and deliver exceptional client experiences. Our mission is simple: empower agents to exceed their potential and cultivate a culture of excellence, integrity, and partnership. Together, we’re redefining what it means to succeed in real estate. Read more>>
Catherine Hover
When I started my first business, it was just me. I handled everything—strategy, operations, sales, and even administrative tasks. Those early days were both exhilarating and overwhelming, but they gave me a deep appreciation for what it takes to build something from the ground up. As the business grew, I realized I couldn’t scale without a team that shared my vision. My first hires were crucial, and I approached recruiting differently. Instead of just looking at résumés, I focused on values alignment and cultural fit. I sought people who were adaptable, driven, and could thrive in an entrepreneurial environment. The interview process included unconventional steps like scenario-based discussions and inviting candidates to strategy brainstorming sessions to see how they thought on their feet. Read more>>
Brittany Fox
My husband and I started our company in the second bedroom of our condo here in Miami, Florida. For the firs six months, it was just the two of us—working long hours, waking up at 7 a.m., grabbing a cup of coffee, and heading straight into that small space to build our dream. We worked relentlessly, often grabbing a glass of wine around 6 p.m. and continuing to work until we went to sleep, only to wake up and do it all over again. At that time, our sole focus was on building the business. In those early days, before we made any hires, I remember thinking that landing one of the major cruise lines would be a game changer for our business. So, we set our sights on making this happen. Within a few weeks of launching our company I had booked a meeting with the director of AI at one of the major cruise lines. I still remember being on that phone call and wondering how we were going to pull off closing this client. I didn’t come from a background in technology or staffing, and yet here I was, pitching to the director of artificial intelligence. Read more>>