Editor’s note: This is part one of a two-part series on building and managing a virtual recruiting team. Jordan Rayboy is a big biller, who, after running his business from an RV, now runs his seven figure firm from a home in rural Oregon. Part two — solutions to the issues he details here — will post tomorrow. This article originally appeared in the December 2011 edition of The Fordyce Letter.
——————
When Jeska and I took off on our RV adventure five years ago, we had a fairly simple plan — to build a successful niche search firm while traveling the country full time and living our dream.
Initially, it was just the two of us and one dog with no employees (we’ve picked up two more dogs along the way). This business is interesting though — you tend to become a victim of your own success. The more client openings you fill, the more they want to work with you and refer you to other colleagues. As we quickly found out that first year, there comes a time as a solo practitioner when you simply run out of bandwidth to deliver and are essentially leaving money on the table.
When it was time for us to expand our team, we naturally gravitated toward a virtual model with remote team members. Is this right for your office? As with most things, the answer is probably, “It Depends!”
With today’s technological advancements in communication and collaboration tools, it’s easier than ever to succeed and interact as part of a virtual team. Some of the benefits of virtual teams include:
Welcome to The Fordyce Letter:
