There's a lie we've been sold in real estate:
"The only way to grow is just hiring a lot of agents."
More people. More expenses. More drama. More meetings where you invest more time in each agent, but at the cost of your business.
Amanda Ryan decided to do the opposite.
This year she's on track to close 100 transactions ($50M in volume) in Dallas-Fort Worth. Her sales team: herself and one other agent. That's it.
She doesn't have 15 agents. She doesn't have a "recruiting manager." She doesn't have days filled with sales meetings.
She has systems, clarity, and the right people.
And today I'm going to show you exactly how she does it.
— Andrew
Part I: The Structure
Amanda doesn't hire based on resumes.
She hires based on character and uses personality tests (DISC, KPA).
Before the interview to know if that person will fill the gaps she has.
Takeaway: Before hiring, make a list of everything you DON'T want to do, can't do, or aren't good at.
Then look for someone whose personality profile is exactly that.
Part II: Tactic #1: Local Guides
After that, those leads enter her database and receive her weekly newsletter (which mixes local content + real estate).
The open rate is high because she already gave them value first.
Takeaway: Stop competing with generic real estate guides. Become the "mayor" of your area.
Create a guide about something people in your community actually want (events, restaurants, activities) and only ask for the email.
Part III: The "Grace" Avatar
What about people who aren't "Grace"?
They call her too.
Amanda gets calls from people in their 50s and 60s who say: "My daughter sent me your video."
Takeaway: Creating a specific avatar doesn't limit you.
It focuses you. And when you speak to ONE, many feel identified.
Part IV: Builders
How did she get the first one? Cold called an expired listing.
She was the third agent to interview that day. She got the job, and they've been working together for 5 years.
How did the other 3 come? Referrals from the first one.
Because in the custom builder world, circles are small and everyone knows each other.
What makes Amanda different:
Virtual staging at no extra charge - She does it on her own initiative for vacant homes
Real market data - She tells the builder the right price even if they don't want to hear it
Extreme proactivity - It took her 3 years to convince her builder to use quartz instead of granite. This year she finally got it.
She takes work off their plate - Coordinates stagers, delivers a complete package of photos/videos/floor plans for their portfolio
"Builders don't want to have to babysit an agent. They already supervise contractors, subcontractors, warranty departments... They want someone who will take the lead and execute."
Takeaway: Builders aren't looking for "another agent who wants listings."
They're looking for someone who takes problems off their plate, is honest about pricing, and has a system that works without them having to micromanage.
Part V: The Consolidation
Now they're consolidating everything into Lofty (website + CRM) and keeping Google Voice (because it's the only number that's truly yours if you switch platforms).
Takeaway: Do an audit. How many tools are you paying for? How many do you actually use? How many "talk" to each other? Fewer systems = less friction = more productivity.
The Close: What Amanda Can't Teach
The quote that sums up the entire philosophy:
"I can train somebody to nail a script, to overcome an objection, to negotiate fearlessly. What I can't teach is how to be a good person."
You don't need a big team.
You need the right people, clear systems, and the discipline to say no to everything that isn't your zone, your avatar, or your standard.
WANT THE FULL STRATEGY?
Search She Sells $50M With 2 Agents (Why Most Teams Hire Wrong) on YouTube or your favorite podcast app to watch the complete episode now!