How to Find & Train VAs for Your Real Estate Business w/ Dave Homyak

Dan Austin: [0:00] Hey there. Welcome back to another episode of the Collecting Keys Real Estate Investing Podcast, the podcast where we teach you how to make massive income, not just passive income. I'm your host today, Dan Austin, and I am joined here with Dave Homyak. This is going to be a fun episode, we're gonna talk all about virtual assistants, so if you wanna know how to hire a virtual assistant, how to use a staffing company, or anything to do with VAs, Dave and I are gonna talk shop today, and you're gonna learn something here. So Dave, we met briefly at a GoBundance event in Wisconsin, and kicked it off, and I think it was great talking to you about VAs and stuff in the in the bar there at the hotel. But I've heard a lot of good things about you and your company, Rockstar VAs. So give us like a quick background on you and who you are.

Dave Homyak: [0:46] Well, thanks for having me, Dan. I was an automotive engineer for twenty five years, filled with anxiety, thought real estate might be a good thing to do, but was always afraid to buy some because I'd probably make a mistake, and you absolutely will make a mistake. So if that's your bar, it's probably not for you. Just

Dan Austin: [1:04] Right.

Dave Homyak: [1:04] S and P index 500, baby.

Dan Austin: [1:06] Yeah.

Dave Homyak: [1:07] Ended up deciding to replace my engineering income with real estate, try to do it in two years or less. I did it in eleven months. Wow. I happened to be buying a short term rental cabins in the Smoky Mountains, which was the best market by far. Of course. And ended up getting on some podcast because I did it so quickly. A lot of and one of the unintended consequences of that was a lot of people asked me whether I could help them find the best stuff because it seemed like I had done it. I said yes, and I was helping a lot of people, and that involved doing a lot of math. And I was complaining to a business coach of mine and just whatever. And he's like, oh, is it rocket science? Well, no. It's not. He said, oh, so you can train somebody to do this. So bottom line is that is where that was the reason I got my first virtual assistant, and we have literally done the math, done the underwrite on every single cabin that's ever become available in the Smokies since Really? Beginning of twenty one, something like that. Yeah. So like That's incredible. Yeah. So there's roughly 170 cabins on average are coming available every month and we're Wow. Looking at them all. So that's that's exactly why I hired a virtual assistant. Then Dan and I are in a group called GoBundance, and I was getting together with some Michigan guys. I was like, this virtual assistant's amazing. She's incredible. She had more than 10 experience, and I think that's that's a key as you need somebody with experience.

Dave Homyak: [2:36] And these guys are like, hey. Do you think she can find me one like that? Like, I don't know. Let me ask her. And I asked, and she said, yes. And so the first three virtual assistants that we found for other people, the conversation at the end was the same, which was, hey, Dave. What do I owe you? I'm like, nothing. Don't worry about it. You know, it's all good. Yeah. Then another person that was eating lunch with us said, you do realize you have a virtual assistant placement company, you should be charging for this. Yeah. And I'm like, no. I had no idea, but thank you very much. And in the last two years, we placed over 130 virtual assistants. Wow. Quite a bit. And help people get the best of the best.

Dan Austin: [3:17] That's really incredible. Let me ask you this. So you you said you got your first virtual assistant that you hired in. Was it '21, you said? It was actually '22. Okay.

Dave Homyak: [3:27] So it was February '22. Okay. And by April, May, June would place three, and that's when it went official and we actually started to charge money. So it's a little bit over two years ago.

Dan Austin: [3:37] You moved quite quickly. I mean, getting into real estate, now you're you're in the VA space and, like, quickly becoming an expert. That's incredible. So how did you find your first VA? I'm really curious. Like, what did you go through? What was your process?

Dave Homyak: [3:49] So my process was horrible. Yeah. It is not a repeatable process. So my first thing was I'd heard about this thing called onlinejobs.ph. So I put an ad on there and, like, 40 people applied, and I was like, I don't know how to screen all these people. And I'm like, I I got nothing. And then a friend of mine happened to post on Facebook. I have two absolute rock stars. More than ten years experience. My business model's changing. I only need one. I would like to see the other person land on their feet, and that was the person I hired. Wow. And that and she was amazing. That's great. So that's how I ended up getting my first virtual assistant.

Dan Austin: [4:27] One of the things you said too that caught my attention was that you asked your VA if she she or he knew more people, and they said yes, and you got people, you staffed three really good VAs. If you're working with somebody that's highly talented and really good, they usually know more people, so if you if you've got a and you like them, ask them if they know somebody, and we do that all the time, so, one of things we talked about Dave, by cold calling companies, Simply Leads that we have, and we're always hiring people, we hire the from Egypt for that, and a lot of times, it's just crowd sourcing, like, who do you guys know, because they usually know somebody, and so the referral is a good way to get more good VAs. Now, if you have a crappy VA, you might get stuck with a crappy, you know, referral. So that's just that's just how it is. Yeah, just say no. But what I wanted to spend some time talking about is like, for people out there that are at that point where they need to hire their first VA, and they're like, hey, I don't wanna use a staffing company, I wanna try this out, I wanna figure it out on my own, like, what are your recommendations, like, what should they be looking for, like I said, we use Egyptians for cold calling, they seem to do really well in that that part of their culture, we use South Americans for other things, and we use a lot of Filipinos as well, So, like, what should they be looking for? How should they go about it? Is there like a pay scale they should look at? I would just love to if you could just kinda check down things that pop into your head as the new person looking.

Dave Homyak: [5:47] Right. So the first thing is figure out exactly what you want that person to do, And then in my mind, the easiest way to do it would be to come up with a test. So there was a test that I came up with, and, basically, there were three questions. And the first question was like an idiot was gonna get it right. The second question, like, you had to be paying somewhat attention. And then the third question was really hard. So in the end, when we ended up hiring somebody else to also do the data crunching, There was only one person that passed the test perfectly. Sure. It was really simple. So what do you want the person to do, and then can you put together a test that's going to weed out people? Right? And I've done things in the past too where it says, like, three quarters of the way through the job description, it says, put strawberry in the title of the email that you reply to this with. And boom. And two thirds are gone right away.

Dan Austin: [6:42] I love that. I love that.

Dave Homyak: [6:43] And then the other thing is is like you say, once you get a good one, they're gonna know people. What I really like is and what I really try to get people that think that they might scale to the level that you have, Dan Mhmm. Is you almost want to start with a manager type virtual assistant that has managed a team of people. So for example, the person that kinda heads my team, her name's Jessica, and her original placement was in a Colorado real estate office. And for a year, did listings. For a year, she did cold calling. For a year, she did transaction coordination. For a year, she did social media. And then after five years of doing that, they said, we want you to be the manager. We want you to watch the other five people. If anybody is sick or needs replaced, you're doing the hiring, and you can fill in for them. And we want things to run flawlessly. So then she has this management experience. And one of the things I found out quickly, and my guess would be that you'll instantly say, oh, yeah, is you hire your virtual assistant, and you're like, this is this is great. I'm getting some stuff off my plate. Then the next thing is, I don't want it to have to do the checking of all the quality control of all this stuff. Right?

Dan Austin: [7:54] So it's like Of course.

Dave Homyak: [7:55] You need that trusted person that has a management experience. I want to double check. You know? So for example, we have a cold calling company as well, and we have one lead cold caller that used to train other cold callers, and she does amazing. And then when we bring on other cold callers, it's like she listens to three of their calls every day. It's one of those things that you or I probably not gonna do that or

Dan Austin: [8:20] is,

Dave Homyak: [8:20] well, I'll do it next week or whatever. And, you know, one of the things that she found one of the new hires doing is, know, do you own this property, are you willing to sell? No. Oh, okay. Thanks. Not do you have anything else you wanna sell? Because if you own something and so it's, oh, okay. Let's make this quick correction. Fine. Everything's fine now. Would I have missed that? How many leads would we have burned, phone numbers would we have burned that wouldn't have gotten maximum value? So it's getting somebody to double check the quality.

Dan Austin: [8:46] Yeah. The piece of advice I get to people when they hire their first employee, tends in real estate always tends to be a virtual assistant, is I say, that's great, you are no longer the person doing that work, but you're the person that manages the person doing that work. It's not like

Dave Homyak: [8:58] you get Exactly. To throw it

Dan Austin: [8:59] throw it over the fence and never think about it, you have to do quality control, you have to follow-up, you give them, and and I think with virtual assistants, sometimes people see them as ten ninety nine contractors and as like, I don't need to really pour into you or invest in you, you're just here to do a job, when the reality you do need to pour into it and they want you to, they they want coaching, they want feedback, and so if they're not doing a good job, just address it. Don't just expect them to get better, and I see Right. Quite I've seen a lot of a lot of people actually, they'll hire virtual assistant, oh man, they're not doing what I told them to do, they they suck. I'm like, how often do you meet with them? Oh, like, once a week for thirty minutes, I'm like, you hired a person and you've met with them like, you know, a total of two hours, then you don't think they're good, like, come on now. But one thing I was gonna ask you too, you said, figure out like what they're going to do. What I find with a lot of people is they have a ton of stuff that they need to get done. Maybe they have like, a couple hours of property management tasks a week, a couple hours of like, you know, bookkeeping tasks, a couple hours of this, that, and the challenge becomes, is now you need somebody to be an expert in some of these areas that are somewhat discreet. What would you recommend to somebody that has a lot of little bits of tasks, like when they're hiring and like trying to figure out if a person's qualified for that job, or should they just really neck down what each VA does?

Dave Homyak: [10:13] I think when it comes to executive assistant type stuff, let's just say you're using HubSpot for a client resource management tool. Most virtual assistants, all virtual assistants are gonna be fine doing email scheduling, sitting in on meetings, taking notes, stuff like that. So the other question I like to ask potential clients is six months from now, if this person hits it out of the park, what else are you gonna wanna add on? And then just put that in the initial job description. Oh, I need somebody with experience in HubSpot. I need somebody that has done transaction coordination or property management or just, you know, pulling bills, some mild bookkeeping stuff. I typically think that bookkeeping and social media should be done by specialists because they can do it that much faster and that much better at it.

Dan Austin: [11:00] Totally.

Dave Homyak: [11:00] But I think you put extra in your original job description in hopes of finding the person that can do the majority of the things. The other thing that I would say is when you're doing your interviewing, I think there's a lot of people that can do that job. I think it's way more important to have the chemistry. It's more like a marriage. Right? I would say that I can get along with really well. I don't want this resume is a little better. I can't spend a half an hour interviewing, like, two people or three people. I'm going with this person, and then it's like, yeah. It didn't work out. Yeah. So I mean, just spend the time upfront. Spend whatever time you think you need to double check the work at the beginning. Spend double that. Mhmm. The other huge one is if you ever give them something that can cost you a lot of money and you don't super super super watch that, it will cost you a lot of money.

Dan Austin: [11:50] Yes. So

Dave Homyak: [11:51] just go slow on that and double check that stuff like crazy.

Dan Austin: [11:55] I've had that same failure point with American employees, I just didn't explain or it I didn't check, I didn't do the quality control on, and they've lost me tens and tens of thousands of dollars, it was like, so crazy. And you learn, you live and you learn, you know. One thing that I subconsciously learned and hired an executive assistant recently, she's in The Philippines. Mhmm. And I gave her one task, and that was just email manager to start. Has all these other skills that she came with, when she started, I just said, hey, I just want you to worry about email management, because it was the first time I had ever had somebody manage my email. I had to learn is gonna work for me. And so for a couple weeks, we just played around with it, I told her, I was like, you're gonna be bored, and my fear is always when I have a virtual that's on the opposite schedule of me, that's bored, is that they're gonna fall asleep in the middle of the night, because I've had that happen to me, right? They're like, well, there's nothing going on, I'll just go take a nap, which I would be the same way, it's 2AM Right. Where they're at, they wanna sleep, right? It's in human nature. So I just said, hey, for the first couple weeks, let's only focus on this, we're gonna figure out a system here and then it was like slowly, okay, hey, let's add this task, let's let's train you on this and then train and we were able to add a lot to her because she was, she did come highly qualified, she was able to capture everything that we threw the net out, we just slowly trained her. Dear and I've been continuously adding stuff to her plate until you know, then once it's full, then that's when we need to hire somebody else. But right now, her time is probably allocated about 60%, which I don't think you can really allocate any employee a 100% of the time. Forty hours a week out of a any employee, you're just never gonna get exactly that.

Dan Austin: [13:25] So I don't worry too much about that. But that has been a huge change versus bringing a VA on throwing the thing at them, and then throwing a bunch more things at them, and then they're confused on where they even need to focus and what's a priority, because that's the one big thing. And I'd love you to speak on this of like, what's the best way for people to communicate their priorities? Because when you give somebody five different things and you don't communicate priority, they don't know what to start on, and they just go and do what they think they can do.

Dave Homyak: [13:52] I think that's just gonna be one of those learning situations where you're like, every day, need you to do this. And if this doesn't end, then you never get to task two. And every once in a while, I I say that, and then, well, actually, I meant this other thing, though, because, actually, this one thing is way more important right now, and I wasn't even on my radar before. So just a couple thoughts. One, when you're saying the or she's filling up about 60% of her time. Mhmm. One of the kinda logic fallacies that I think people fail on when it comes to virtual assistants is if your time is worth, let's just say, $100 an hour. If you can find a virtual assistant that does one hour a day for you even though you're paying them full time, you are now broken even to money ahead. So I've had, you know, I've had my virtual assistants kinda at the ready, and I'm like, oh, I have to do that list. Then I'm driving and I call and I say, stop what you're doing. Start typing. I need this list or I need this Delta flight change or they double billed me for this rental car. Can you fix this? And just having somebody there to make phone calls. Having somebody there to make phone calls, especially when you're gonna have to sit on hold and say, you make the phone call, you sit on hold for the forty five minutes, and then patch me in when they say we're about ready.

Dave Homyak: [15:06] Perfect. So bottom line is I think people that need somebody like halftime, just get the full time person. You'll grow into them.

Dan Austin: [15:14] I 100% agree with that.

Dave Homyak: [15:15] Yeah. No. The other thing that I think absolutely everybody on this podcast, you're gonna love me so much. You're gonna like, I need his home address to send him Christmas cards or something, is everybody needs to subscribe to Loom, l o o m, right now. Anything you're doing on your computer, basically, it's doing a screenshot of your computer and it's a video and your face shows up in the corner and you this is how I like to do my email. This is how I plug things on my Excel sheet. This is how I find my electric bill in Tennessee. This is how I find it in Kentucky. Guess what? One month from now, all your training is going to be done. You're gonna have a bunch of videos. And when you hire somebody, you say, I want you to start with email. But in your downtime, start watching these other videos, and we're gonna start to add things on. Watch these videos. If you have any questions, let me know, but then I'm gonna start to add these things on when we both feel that you're ready. Yep. So a lot of the talking doesn't even need to be done in a lot of the one on one training. And guess what? When if you do grow into a bunch of virtual assistants like Dan has or that I have, the management person says watch this video and do the same thing. Right?

Dave Homyak: [16:25] It's already there. It's already part of your SOP.

Dan Austin: [16:27] Totally. I love that. I've been using Zoom as a function. If you I think it's for pay at least for paid, we have the paid version.

Dave Homyak: [16:33] Okay.

Dan Austin: [16:34] It's called Zoom Clips, and you can do the exact same thing as Loom. It's so awesome. It's I mean, there's no difference in function. It's basically the exact So same that is a 100%. We do that. I mean, I have a whole library on Loom videos of, hey, just go watch this, you'll learn how to do it and I get super detailed in those, because then they don't have to call and ask me questions, they don't have to Slack me messages, they can get it all right there when they need

Dave Homyak: [16:56] it. Absolutely. Very smart.

Dan Austin: [16:59] Okay. So you talked about you have cold callers, and I know a lot of people that that are in our coaching program and also that that listen to the podcast, they a cold caller is something that they probably would wanna offload because that's hard work, like that's like, that's not fun. Right? And so a lot of times you're like, what if I could hire a cold caller? How are you doing that? Like, you know, a lot of people like, well, English is an issue. Like, how what are you doing to overcome that? Does that matter that much? How do you test for that?

Dave Homyak: [17:25] I think a lot of it is just, is the client going to be happy with this level? So the person I teamed up with on the cold calling side of the business had hired a cold caller from one of the cold calling specialists that provide. And, basically, I said, I'm pretty sure we can get way better quality for less money for you if we find this person. So we put out a job description and ended up getting somebody that used to do the training, and the amount of leads literally doubled from Wow. They also ran cold caller. So for cold calling, I think there's an accent component, but I think there's also a game component, which is, you know, this person says this. It's not following the script. Do you just keep reading the script blindly, or do you pivot with them? Yeah. Yeah. And when somebody's smart enough to have that pivot and when somebody's smart enough to have trained other people, that's the type of people you really want. Totally. The numbers, the lists are expensive, so you don't wanna be burning that on, well, I I saved a bunch of money on a really cheap cold caller. Right? You need somebody with some game, somebody with the ability to pivot. And I think that's the biggest difference in a lot of the people we provide is the ability to pivot.

Dan Austin: [18:37] I would agree, like, what I found with our cold calling, you know, as we're hiring for people, we have some specialty clients that are like, I am like a land developer,

Dave Homyak: [18:46] I

Dan Austin: [18:47] need to ask these specific questions, so it's not like you can just rotate random callers and call this person script, so we have a caller on there and he specifically, because he can think on his feed, he can see, hey, this is the script, but also if they say things that that would, you know, be in this bucket, then I'm gonna go down that path, the verse,

Dave Homyak: [19:02] you know Exactly.

Dan Austin: [19:03] Versus something else. Those do exist out there, they're not all robots. One question I have for you is, what are you guys doing when you're staffing for these, like, how do you how do you find them? Because like, I know how I find them, like, so I can go to like Upwork, I can go to Reddit, surprisingly, my partner Mike has found people on Reddit, you know, there's Fiverr, there's all these other places that I can go to, like, are are you guys doing anything different or unique, or is it your vetting process that you're doing that helps you kinda get these people that are high quality next level?

Dave Homyak: [19:34] So basically, we're doing onlinejobs.ph, Upwork, and there's several, basically, Filipino only virtual assistant groups on Facebook. And they're in tag along and you're you know, everybody's communicating like that. Yep. And then the other thing we're doing, and this is where the grind comes in. Right? Is Mhmm. When you talk to what everybody else pays, we're paying our people more, but we're getting 140, 150 people to apply. That's across the average person. We have a system to grind through that. So we have two internal interviews before anybody ever gets passed on in a bunch of other tests. So it takes a lot to grind through all those candidates and present people with the top five.

Dan Austin: [20:15] Gotcha. So let's pivot to that actually, I would love to talk about that. What is the reason people choose to go with like Rockstar VAs or some of these other staffing companies, because like, you know, you and chatted, like we use both, we have a blend of staffing company No. Versus direct hires, And there's, I believe there's a there's good reason to do both. I would be interested to hear like, why people and why your clients has specifically gone with you guys. And if there's a listener out there looking to hire a VA, just give them the rundown of what they're going to expect when they're gonna use a company like yours.

Dave Homyak: [20:49] Right. No. Great point. And bottom line is if one of my favorite calls, it wasn't very fun for the client. It's fun for me Yeah. Is this person called and said, I've had five virtual assistants. I've had to fire them all. Why should I get one from you? And I said, how much time have you spent training five virtual assistants to only fire them? Would you like to get somebody that's dedicated with more than five years experience that you're gonna be able to train in half the time? So my first interaction with my virtual assistant was I need help with my email. And they said, well, what do you need? And I said, I need this, this, and this. And she's very gentle with me. She's kinda like, we could do that or we could do these other five things. But if you wanna do those three things, that's fine. No. We don't wanna do those three things. You have ten years experience. So they're actually giving you feedback. So bottom line is if you want to watch YouTube videos and and learn all this stuff yourself, you can do that. I would challenge you, is that the best use of your time? And would you like to get somebody that gets trained in half the time and performs at a really high level and possibly can anchor as a manager and, you know, basically, they're gonna oversee the quality. And I've gone through a couple challenges in the past two years, and, basically, my manager person made calls that normally it would be contact me, and she's like, I think I got this. Like it was 95% exactly what I would do, and that's where the whole chemistry thing that we were talking about before of you want the chemistry to be there in that back and forth and understanding.

Dave Homyak: [22:20] If you wanna hire somebody to check your email and run your calendar, you can probably, you know, go to onlinejobs.phpost, whatever you want. Right. If you want some next level stuff, that's what we provide. So that would be the reason you go with the staffing versus

Dan Austin: [22:33] Cause you're vetting of you don't have the headache, right, of searching through all the resumes. Like when we first started hiring for the cold calling company, like posting on Upwork, like, I'm looking for four, you know, callers blah blah blah blah. And, like, you just get so many applicants that are you're like, I don't know why you applied. Like, you know what I mean? We had a story back when my partner first, this was way back when we were looking for an internal cold caller. And he got the same what we'll always do is ask for like an audio message. Hey, tell us about your day. What are your hobbies? Blah blah blah blah blah, and submit that. And he got the same recording submitted by like three different people, it's the same person, same voice and everything, so they had been sharing some sort of audio, I apparently out there, they it was like, think it was like a Pakistani group, so I was just like, oh my gosh. So yeah, you're you're taking care of all of that. What about the when you staff them, are you guys managing them or once they're staffed, would I be responsible for paying them directly or do I pay you guys, you pay them? How does that work?

Dave Homyak: [23:38] You would pay us. I really like treating people like I would like to be treated. So we get everybody two shares of the top tier health care.

Dan Austin: [23:46] Oh, nice. So

Dave Homyak: [23:46] it's private bed health care. It isn't ward, which is what you'd either get nothing or ward normally. Okay. So we're getting private bed health care. We're giving them vacation holiday combination. So we end up getting the money we pass through to them. The other thing that you get with my company in particular is we have a performance maximization program. So that's a virtual assistant that's managed of the virtual assistants for ten years and has fifteen years total experience. You're not the expert on virtual assistants if you're coming to us as a client. We are. So we're you're gonna meet with that person weekly. My favorite story is a friend of mine hired a virtual assistant full time, told me two, three weeks later, like, I'm not even using them halftime. I said, talk to Norman. Just let him let him talk to Yeah. And Norman asked him so many questions about his business. At the end, he had to hire a second virtual assistant. There was so much stuff that he had, but he just didn't know. Right? He's I I don't know what to give him.

Dan Austin: [24:43] I don't

Dave Homyak: [24:43] know what they're capable of. Okay. So work with somebody that can tease out of your business plan exactly what can be done, how to double check. And Norman meets with people weekly and and just they get to hand off so much more stuff. So be figuring that out as well.

Dan Austin: [25:00] I can attest to that because it used to be kind of like Wild West, it felt like with some of the VA staffing companies. It's gotten a lot better now, but I mean, it used to be, okay, I'm going to charge you $5 an hour for this person, but I'm paying them $3 an hour, I'm taking $2 an hour, and that's it. There was nothing in between. There was maybe, you know, you paid your fees and all that stuff, but there was no coaching, there was no vacation, there was no healthcare, it was literally just staffing. And with that, it was just this turn and burn, even in like 2020 it was like that. But I can appreciate guys like you, who are running companies where you do actually provide these benefits to these employees, because they're doing real work. You made a comment earlier about like, if you're worth a $100 an hour, and you're paying $510 an hour, you're netting, you know, $90, like that's awesome. That's Right. True, right? Because their cost of living is so much lower, so you could get Right. A very high qualified person to do high qualified work. And if you can either find the right person or use the right staffing company and take care of those people, they're going to stick around for a long time. And and you you said it as well, Dave, is like, who cares if they're working thirty hours a week and you're paying for forty? You're still net positive on this investment. Like, holy crap.

Dan Austin: [26:12] Go find somebody in in America that's going to do that work for that price. It's not that they don't exist, it's gonna be a lot harder. And these people show up every day and they're motivated, at least my experience has been. Now have we had bad bad apples? Absolutely. Sometimes they're just not qualified for the job, or they're just not motivated. Like I said, we use staffing companies in the past, because they can open up this huge funnel, and then neck it down to the top candidates that are qualified

Dave Homyak: [26:38] to do

Dan Austin: [26:38] the work I need them to do. So, yeah. I know we're getting kinda short on time. Is there anything else that you'd wanna share, Dave, just about VAs or anything that would help the audience, last minute tidbits or anything like that?

Dave Homyak: [26:51] I've never met somebody that said, man, I hired my VA too early. I've met a lot of people that said, man, I wish I would've done this three, four, five months ago. Right? I mean, you look at how much it costs, which is not that much in the big scheme of things. You're not paying unemployment. You're not paying FICA. You're not paying any of that. Front load that. Put them in place a couple months before you think you actually need them. I mean, there's been three clients in the last week that are like, I need a virtual assistant right away, and I'm like, okay, here's the schedule, and it's like, they can't book the call because they're so buried. And what do you think, you're

Dan Austin: [27:27] gonna get less busy in the future? Like ideally, you're growing and scaling a business, so you're going to get more busy, and if you can think about it this way is, just roughly speaking, you can hire a VA, I would say on the low end for like $800 a month to $1,600 a month, and you're not paying anything else on top of that, that's it, right? That's just an expense item on there. So if you can't afford that, then you're probably not running a business quite yet. Right. You you probably need to focus on something else, but it's so liberating once you can even just pass one task up. Even if you're paying for forty hours work and they're only doing thirty nine on Monday because you don't have time to train them, you'll get It's an investment in your business. There's gonna be an ROI. So I'll get off my soapbox there, Dave. Why don't you go share the audience where they can reach out to you if they have questions about VAs or if they wanna staff a VA with your company, where can they find you?

Dave Homyak: [28:19] Sure. My company's name is The Rockstar VAs. It's at therockstarva's.com. There's the rockstar VAs on Facebook. If you wanna reach out to me personally with a question, Dave Homyak on Facebook. I think there's a sun behind my head on the Facebook page. Feel free to message me. I really enjoy interacting, answering people's questions, stuff like that. So that'd be the way to do it.

Dan Austin: [28:40] Awesome. And as we always say, people come on our show because they do want you to reach out to them. So definitely don't be shy. Dave's a great guy. He runs a really good company. I've heard a lot of great things about your company, Dave. And so if you're truly looking to staff somebody, Dave's gonna get you in the right direction. So thank you, Dave. I really do appreciate you being here today and spend the time with us. See you guys later.