• Hiring the right person may take more time, but listen to the feeling inside your gut that's telling you whether or not a person is right for the company.
  • Company culture can mean a lot of things, but you have to define it and stick to it as you scale.

Real estate technology companies are a dime a dozen, so what does it take to build a strong, growing team?

A key is growing in a very collaborative way, and keeping that company culture the whole time, Frederick Townes with Placester suggests. Culture is a lot of things. It’s what you believe and it’s how you actually work. As your business or customers change, it informs how your employees act.

Caren Maio of Nestio says you define the culture, you set it and you stick to it. You have to determine what your core values are and draw that line.

Jenna Bascom / Inman.com

Jenna Bascom / Inman.com

It influences everything from who you hire to your customers. It can be challenging and painful to say no to consumers, but you have to find your consumer base and say no to the rest of them. And you have to learn to make those employees that you have happy.

Nestio implemented a system that allows a stipend for employees so that they have a certain amount of funds each month do to what makes them happy.

You have to keep the company culture to grow to scale, says Glenn Shimkus of Docusign. It may take more time to hire someone, but when you hire that person you know you can trust it’s all worth it. Employees need to respect one another and leaders need to take care of them.

If you take care of your employees, the chance is strong that they are going to step up and take care of one another in a time of need.

The hardest hires are always the executive leaders. It’s not that there aren’t good people out there, it’s them being in the right place and the right time, says Townes.

Maio says you may need to spend more time doing things that are uncomfortable and things that are added to your plate, but if you have a gut feeling against hiring a person, go with it.

Email Kimberly Manning

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