254: Scaling Real Estate with Virtual Teams
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Welcome back to another episode of The Richer Geek Podcast. It’s the last day of 2025, a perfect time to reflect on what worked, what didn’t, and what needs to change. Today, we’re joined by Pete Neubig, CEO of VPM Solutions, to talk about building virtual teams that actually support growth. If you’re planning to hire your first virtual team or scale smarter in 2026, this episode is for you.
In this episode, we chat about…
Pete’s journey from a 20-year employee to building and selling a property management company
How virtual team members evolved from simple task roles to leadership positions
The real cost difference between US-based hires and global remote talent
When entrepreneurs should stop doing everything themselves and start hiring
How VPM Solutions helps business owners hire, train, and manage remote teams
The difference between direct hire remote workers and agency-managed VAs
Why structure, KPIs, and clear job roles matter more than location
Key Takeaways:
You don’t need to be “ready” to hire, stress and overload are already signs
Remote team members can own full roles, not just small tasks
Clear job descriptions and KPIs reduce hiring mistakes
Virtual talent is often college-educated, bilingual, and career-focused
Hiring globally allows you to scale faster without killing your cash flow
Training and management are required even with great people
The right systems help founders work on the business, not just in it
Resources from Pete
LinkedIn | Email | vpmsolutions.com
Resources from Mike and Nichole
+ Read the transcript
Mike: Hey, everybody. Welcome back to another episode of The Richer Geek Podcast. Today, we have Pete Neubig. He's a co- founder of Empire Industries Realty & Property Management in Houston, Texas. He saw the mine of management and he's currently the VP of Eastern Operations. He's now the co-founder and CEO of VPM Solutions, an online platform connecting the real estate industry with virtual team members globally.
I know for me, being in hotels and real estate, my virtual assistants are my lifeblood. I absolutely love it. How are you doing, Pete?
Pete: Doing great, Michael. Thank you for having me.
Mike: Absolutely. Oh, and I see that you're a past board member of NARPM, which is very good. We definitely know that in the rural state.
So, before we get started in the podcast, I'd like to learn a little bit about who you are, where you came from, and how you get into this type of platform.
Pete: Yeah, I'll do 55 years in like three minutes. How's that sound?
Mike: There you go.
Pete: You know, like most of your listeners, I think we're all told, "Hey, get good grades in school, go to a good college, get a good job."
Mike: Yes.
Pete: And so I got okay grades, went to an okay school and I got an okay job, you know? That's the way it kind of worked out and I actually worked in that job for 20 years. I didn't start my first business, Empire Property Management until I was 41 years old. In the early 2000s, I started buying real estate because I'm like, "I really wanna start a business, but I don't think I'm smart enough to start a business."
If you guys have thought that, that was one of the things that went through my mindset, right?
It was just a limiting belief. So I bought a bunch of properties, partnered with another guy named Steve Rozenberg, and we bought a bunch of houses.
Mike: I know Steve. Steve's a good friend.
Pete: Oh yeah. Well, he was my business partner for 20 years. Mike: There we go.
Pete: So, small world. Yeah. So Steve and I bought a bunch of properties, and then we bought so many, we didn't know we needed a management company, but this is kind of like early, you know, 2010, 2008 to 2010 type timeframe, matter of fact. And during 2008, you know, where everything was dying, we bought like 31 homes from '08 and '09. So when everybody was zigging, we were zagging.
Mike: That's right
Pete: Then we realized, wow, we, we like buying properties, but we don't know how to manage 'em. And we were stepping on each other's toes. So we went looking for a management firm.
And you gotta remember the internet was in its infancy back then, really couldn't find anybody. So we just decided to build a better mousetrap. The funny thing is I thought I created the property management industry for single family property management companies. And then of course it took a couple years later, I found the National Association of Residential Property Managers.
And I find thousands of people that do what we do and much better than we do. So I leverage that organization. Teach me how to build a great property management firm, a third party management firm, and to keep me outta jail. And I also hired a business coach early on when we started our business, like starting the real business in like 2012, we actually hired a business coach.
His name is Doug Winnie with the ActionCOACH and those two things. Mike: Yeah, I know Doug Winnie too.
Pete: You know Doug?
Mike: He was my ActionCOACH coach.
Pete: No way! Oh my goodness. What a small world. Doug is like one of the top ActionCOACH coaches. He coached us for seven, eight years. Those two entities, the NARPM and coach Doug really changed my trajectory as a business owner.
Mike: Yeah.
Pete: We were able to build Empire Property Management from 30 doors, 31 doors that Steve and I owned to about 984 single family doors. Sell one to four units in three markets and that's when mine came calling. And reluctantly I sold, but Steve really wanted to sell.
And I'm like, okay, well 20 years, you know, I don't want to damage any relationships. I think relationships are more important than anything else. Yeah. And the worst case was I put, I got a bunch of money in my pocket. I got a job with them, and uh, and I just moved on. What I realized Michael, is that when you sell your business, if you don't have the next thing going and you just take the job with the company, you're gonna be unhappy.
Mike: Yeah.
Pete: That's exactly what happened. And I've read in books since then. I haven't found a founder that sold the company, took the job with that said buyer and was happy.
So yeah, I was just like everybody else unhappy. They didn't get my best to be quite honest. And I just realized that I am no longer employable. So that lasted about 18 months, which is six months longer than I thought.
During that time though, I thought about what I would come up with next.
And I came up with the concept of VPM Solutions, actually, me and another co-founder, Ross Gilbert. I'm with you to say you know him. I don't think you know Ross.
Ross and I created the foundation for VPM solutions and I started that business when I was like 50 years old, which is interesting because that's a pure tech business, right?
So when I built Empire, that's a service-based business. And then here I am building a tech-based business at 50 years old. So that was really interesting, but we saw a need in property management, especially where it was very hard to become profitable hiring US-based talent, the US-based talent, just for what you can afford, right?
I'll give you an example. One of the jobs that we do in management is maintenance coordinator. That's a $35,000 to $45,000 a year job. To get people that work for $35,000 to $45,000. They're not college educated. They have lots of challenges outside your business, their life, right?
Car breaks down, mama, baby daddy has issues, whatever it is. And they see it as a JOB, not as a career. And we were able to flip our head count. So when we sold Empire, we had 23 virtual team members and 11 stateside people. And because of that, we were able to hire more people. Get more things done because in property management and in service-based business tasks are like water. They just keep coming in. You just need more and more people to do them and you need some automation and all that good stuff. But because of that, we were able to hire people, grow and stay, you know, stay in the black instead of having to hire people going to be cash negative for a while. Then the only time we were profitable was when we had so many properties, not a lot of people, and everybody's stressed out and I'm getting ready to lose somebody. So I'm like, hold on, I'll go hire somebody. So we were able to get out of that doom loop, if you will, and we're able to become profitable. And so when I decided, Hey, what's the next thing I can do? I'm like, well, why don't I make it even easier for people to find remote team members to find people that are trained?
So with our platform, we have, I think, over 40,000 people looking for work in real estate, property management, and just doing, you know, I call 'em entry level jobs. We have about 50 training courses that they can take. And they can test out and pass and get a VPM certification. And then you can pay them all through our platform.
Well, that's what we are, we're a payment platform. So that's how we make our money. We give you everything for free. And then when you pay the remote team member, they pay us 10% platform fee. So it became all inclusive. Like I can find them, I can train them. There's resources for the industry.
And I can pay them and get all my reporting that I need, all in one spot so that's really what happened.
That was the vision of us finding something and just niching it down to real estate.
Mike: That's why this VPM kind of sounds familiar.
I remember talking to Steve and Doug, I was like, Hey, I need VA, I can't do it myself. I think ladies and gentlemen, that my very first virtual assistant was with Pete's company.
Pete: Interesting.
Mike: I can't imagine Doug and Steve when they say, Hey, you know, Steve, I need, and Doug, I need a VA.
And they immediately said, okay, and I think it was VPM and it was a phenomenal step. It was like, oh, here's the paperwork, here's how I fill this out. What's your need? Kind of create a resume. Pete: Yeah. It's very simple to use. I made it like I'm a process guy. They call me like, I'm an integrator.
If you're a big fan of Traction, the Gino Wickman book, and so when we built the software, we built it like step by step. Everything's like step by step. And we made it easy and we try to make it as free as possible for the companies. And so it's easy to browse, easy to find people. So that's really what a small world, Steve, Doug, and you've probably used VPM at some point.
Mike: I know it was crazy, you know? I was an airline pilot in my first life for Cotton in Houston.
Pete: Oh, wow.
Mike: Steve and I kinda have the same mentor. His name's John Burley.
Pete: I know John.
Mike: Well, there you go. I talk to John every week. I talk to John every week, play golf with him. We have a place up north. Pete: He's a good people. John Burley is good people. Mike: He is, he is. And that's how I know Steve. And then Steve's been on the podcast, ladies and gentlemen like Steve Rozenberg, he's been on our podcast.
You know, John and I are a couple blocks, live a couple blocks away, played golf up in the mountains and have a lot of fun. So it's a small world, everybody. That's why you are kind and friendly. And don't ever burn any bridges 'cause you never know the circles that come through. It's crazy. So talk us through, you know, I at some point, you're all these small business owners and these people that are starting to get.
Traction a little bit and, and they're like, you know, I can't grow. 'Cause entrepreneurs do what entrepreneurs do or do is like, nobody can do it better than myself. I can't afford either, you know, maybe to hire people in the United States. I can't do this. But what do people in Third World Country know?
I mean, they have all these questions, but at what point would you say that, Hey, you need to get outta your own way and hire these virtual assistants. Part two is people are like going, you know, they're all just call center people and it's like, oh, I don't want to do this. I mean, a lot of these people are college graduates. They work their butts off. They're extremely knowledgeable. So talk about number one, at what point do you know you need to start hiring someone?
Pete: Yeah, so I'm gonna take number two first and then I'll come back to when you should start hiring. Alright. So there is an evolution of remote team members, and I don't like to call 'em VAs. I think VA's kind of derogative almost like tenant versus resident and words do matter. And so if you think about this, the 4-Hour Workweek came out, what, in 1999, 2000? And it really was about remote team members. Coin did a four hour work week and he hired a bunch of remote team members and they did all the work for him. Tim Ferris wrote The 4-Hour Workweek. If you think about this, especially in the Philippines and Southeast Asia, people have been doing this remote work since the early 2000s. Now, originally what it was, was you send them a tick or a checklist, if you will, and they would do the checklist and it would be really, really low, low level stuff, right?
Like file this, print this. I mean, just really low level stuff. And then, over time with the internet getting better, internet speed, computers getting better, and the invention of Zoom and all that stuff. What we have found is now we went from the checklist people where you're sending 'em stuff daily to, "Hey, I need you to take over these tasks for this role." Then it became, I need you to take over this role. We were one of the first to do it in our industry where we gave the maintenance coordinator role to a remote team member, the lease renewal role, like we were giving them the actual process. They own the process in the role.
Now, and then what happened is we then had supervisors that were running, managing people remote. Then we had supervisors, who were managers managing people in the states. Now we have clients that actually hire their chief people officer, their chief revenue officer, their CPAs.
The level of people now has just, not only has it grown but it's becoming way more popular in the Philippines, Mexico, Costa Rica, South America, you know Central America to work for a US-based company. So people are getting bilingual, people are getting their degrees because they see opportunity and you can, I think we had somebody hire a CPA off of our site for like 15 bucks an hour. So it just tells you the level of people with PhDs. Double degrees, college degrees, all sorts of people. And the level of job roles that you can give them has just really increased. So now let's take that back to the company side.
I'm a startup entrepreneur and I don't have a lot of cash. But I am starting to get stressed because there's so many things that need to be done. And my wife is tired of working at nights for me for free, or I'm working nights, weekends. I took this plunge, I quit my job, and now I'm working to make my entrepreneurial dream come true. And it's becoming a nightmare, right?
I love books, right? The E-Myth Revisited, right? There's a reason why you're a nightmare because you're doing your marketing and sales, and then you get a sale, you stop that, you go on the other side of the seesaw and you start doing all the head cook, bottle washing type stuff. Then that project ends like, "Oh crap, I gotta go find more people," right?
So the first thing I would say is if you are getting stressed out, my coach, Doug Winnie used to say, if you can afford somebody 50% of their salary and they can do it 80% as good as you, you need to hire. But now there's two ways that I like to go about it. One is to just do a time study.
Write down all the things that you do for a week or two weeks, and then highlight all the stuff that you hate doing. Make a job description of that because promise you, there's somebody who loves doing that stuff. It's just not you. That could be your first job description, and we can go into a whole hiring process and it'll pivot onto that. That's how you decide to hire somebody. I'll give you a real high level. Even if you're a solopreneur, you should still have core values. You should know what the values are that you have and the type of people you want on the boat with you. You should have explicit job descriptions.
Those job descriptions, like you need to know exactly what that role is supposed to do. Because if you don't know what their role is supposed to do, no matter who you hire, they have no idea how to do that role, right? And then each job description should have a KPI connected to it, which is a key performance indicator. It's just a unit of measurement on how I know they're doing a good job. And they should be one to three KPIs. If you have 14 KPIs, you have 'em too much. And then the last piece is you should have a, I like personality profile. I'm a big fan of DiSC. You should have the personality profile associated with that job. So now with your core values, you get the right person on the boat, right with the job description, you know how to operate the seat. With the DiSC profile, you know how to put the right person in the right seat. And with the KPI, you know how to get them rowing. So if you do all of that, the chances of hiring somebody that's a bad hire, it's gonna happen regardless.
But the chance of that happening is really low. It becomes, you're just beating, beating the odds. Beating the odds, beating the odds. And if you have a hiring system and you know exactly what you want, now your mindset of what if I hire the wrong person? What if they don't work for me?
What if they're working for four other companies? What if they don't work out? What if they steal from me? Like all these things, I get that. And I had all of those thoughts come in my head when I hired my first US person, let alone my remote person. And so being able to understand what it is you're looking for, you're gonna be able to determine the right person for your organization.
Mike: Ladies and gentlemen, it's wonderful. You know, my first couple VAs with the group are out of Mexico and I loved it. They were kind of on the same time zone as me. They were working alongside me. And it's not like the Southeast Asian ones where they're working while I'm sleeping, you know, they're still doing things, but they're getting up towards the end of the day.
And ladies and gentlemen, everything that I have about my podcast, Pete or his, the company that he works for, they reached out to my VA. My VA reached out to me to say yes or no. She scheduled it. She does everything. My YouTube channels, VA, you know, a remote worker, all of my show notes, all the recordings, everything that has 100%, except they even tell me when to show up.
It is 100% remote workers and all these people are doing it for basically the same price as one person here in the United States really, you know, when you look at the 401(k), all the stuff that we have to put in, the taxations and the holdbacks and all that sort of stuff, and yep, these people are absolutely wonderful people.
Pete: Yeah, you bring a lot of good points up, right? So the first thing is the average salary or the average hourly rate on our platform. For the Philippines, it's $7 an hour. For Central and North and South America, it's about $10 an hour.
So you can hire three people for every one person us, right? Because of what you sell with the tax and everything.
Now the way our model works is they work directly for you. So the cool thing about VPM is we're just a marketplace. Kinda like Indeed. We just say, Hey, have you met? And then, you know, in this case, Michael hires, you know Jessica. Jessica works directly for Michael. Michael pays Jessica through the platform so he knows it's all on the up and up, right?
Because our platform pays Jessica. Jessica enters time through our platform. Jessica pays the platform fee of 10%, and now Jessica works directly for Michael. This means that Jessica doesn't have two bosses. She doesn't have a boss of VPM and Michael. She has just one boss, Michael, which is really important because if you are big on core values and you're big on management.
You want to push down those core values and manage your own team. Now, that's called direct hire. That's direct contract hire. So you're hiring 'em directly and their contract, right? So the cool thing is that the Department of Labor in the United States has no control over this because they don't work.
They don't live in the US, they live in Mexico. So the Department of Mexican Labor. Have control over this and they don't care as long as Jessica, in this case, downloads her earnings report from our platform and she then uses it, gives that to her CPA and pays her fair share of taxes. By the way, most people like contract work because there's a lot more write-offs in Mexico and Philippines than there are in the US believe it or not.
They actually get a better deal. Now, there are some people, some contractors that want what's called an employee of record. They want to have a job. That's not our model. There are lots of other companies out there that will charge you a lot of money, not pay them a lot of money. They manage them.
It's not a bad model, it's just a different model. They manage them. They hire them. Now, a good thing with that is. If somebody doesn't work out, they'll replace them for you. And next thing you know, Jessica's gone. You got Martha, you're like, what happened to Jessica? Oh, she wasn't working out or she left.
What's good or bad? And supposedly they do training. I haven't heard really good things about anybody's training including ours. Ours is just, you know, it's online. We just prepped them enough so that they know enough to be dangerous, so to speak. So basically, whoever you hire, you have to take a step back to take two steps forward.
You gotta train them and you have to manage 'em. Training, it takes time but if you give somebody one full process, typically you can train that one process in two to three weeks, two to four weeks. I recommend you do the training over Zoom. You record it. They build a SOP, they build a process manual and they teach you the next day of what they learned from the day before.
And then management, you have to meet with them. Like I know you're gonna meet with them daily 'cause they're, especially if you have one person. But weekly you have to have a structured meeting. And, uh, and so that structured meeting should be like a feel good KPI review. Did you know, did you do your tasks? What tasks are due, issues list? And then rate the meeting and then tell me your stress level from 1 to 10. So like we have a whole structure there that, you know, I'd be more than happy if anybody wants to reach out to me to give you my training structure, my management structure, things of that nature.
Mike: And the reason why I love your version of how to do this is I've had the other type of remote workers, but I was always constantly having to retrain and redo videos because within a month or so, it's like, okay, are these things getting done? Well, we have another person. It was always switching people.
I never had one remote worker that I could reach out to. I was always going through a third party. I had no control. Your platform. She was, she almost became like a family member. You know, we had her for four years, sent her Christmas gifts, you know, Christmas cards. She'd send us things.
It was having a true employee that was just absolutely wonderful. And ladies and gentlemen, if you're like, "Oh my God, $7 an hour, $10 an hour," you have to understand that is an extremely good pay for where they are living. In four years, she had enough down payment to buy her and her family a house, at those rates. So, you know, talk to us a little bit about how these people are college educated. I mean, these aren't just people out on the streets in Mexico and the Philippines. They want to work, they want to learn. They're college educated. Talk to us about what type of person we're finding overseas.
Pete: Just like you said, college educated. They're obviously bilingual, right? They have a workstation at home. They have a good internet. These are things like, you know, when you're hiring a remote team member, you have to ask them like, what kind of computer do you have?
Because they're contractors. I never buy them a computer, right? And if they have computers like 15 years old, like they could be the best person ever. They're not able to do the job. So, like for us, when we hire, we want a computer to be less than five years old. We actually want to set two monitors.
We will buy them a monitor. So I will be reimbursed after 30 days. I'll reimburse him for the monitor. But I made a mistake one time. I almost hired somebody. Then I found out at the last minute that he was working off an iPad. And I'm like, you cannot do property management or any kind of work off an iPad. You have to have at least a laptop where I can then get you a monitor, I'll buy them, you know, headphones or speakers, like, I'll buy them the accessories, but I do not buy a computer.
But these folks are, they've been working like, remote is really new for us in the US. Like 2020 was like, oh my God, like remote. This is such a cool thing. They've been doing it since 2000. In around 2015, it really hit Central and South America. And it used to be just call centers like you were saying earlier, like, oh, I don't wanna hire somebody in Mexico or Costa Rica because I just get call center quality.
The reason why they're in call centers 'cause that was the only job around. And so that was the best paying job around at whatever, five, six bucks an hour. Now they're seeing because of platforms like mine, they're finding great opportunities elsewhere, and they're stepping their game up to meet that opportunity.
So you'll find, if you put a job posting on VPM, we have seen on average over a hundred resumes per job. And then of course, you know you have to sift through them or you can use our hiring system that kind of helps you go through it. So you have a DIY service, we have a white glove, which is free.
We do it with you. And then we have a gold glove, which we charge, which we do for you. But if you use some of the red tape, like, hey, make them do a video, make them do a self interview. Make them do, you know, take, go to some, some courses. Make them take a DiSC assessment. By the way, all this stuff is built into our platform. You can do DiSC, you can do self interview, you can do certifications, and then you weed out the week, right? 'Cause I don't want to interview a hundred people. I don't know about you, Mike, but I don't wanna interview a hundred people. I wanna interview like four, right? And I wanna interview four people that I know.
Like I already know their core values, I know their DiSC, I know that they've taken the certifications. I've already seen their English test and their speaking ability. I can't make them, I can't make a bad mistake. Like these four people are all very, very good. So it doesn't matter.
Whoever I hire is gonna be good.
Mike: Yeah. And ladies and gentlemen, you know, with the role of technology, I sent her a VPN phone. I gave her a local phone number and because her English was so good, she was my, you know, administrator. She took all the phone calls, she had access to my calendar.
I mean, it was freeing, I guess, is the best part about it, you know, for me, it was phenomenal.
Pete: These days you don't even have to send a phone. You can literally just do a soft phone on the computer. The days of sending a hard phone, those days are over.
You do a soft phone and they buy some microphone, they buy some headphones and they're good to go. RingCentral is the software that we use and we've used for a while. We recommend that one. It really is amazing. We had a big storm here years ago in Houston. Well, we have a big storm almost every year, but this one happened, this one happened years ago, and we had some clients call and they called our team in Mexico not knowing they were in Mexico. And they're like, did you guys get affected by the storm? And Danielle is like, I'm a little further south than what the storm is you, but that's how good the team was because they had no idea.
Our clients who worked with 'em for a year had no idea that they were living in Mexico.
Mike: I just love the, and we'll get to the website, but I love how you hold held our hand and the Zoom interviews, you get to see them, you get to see their personality, you get to listen to 'em talk, and for us, it was just the easiest transition for our first remote worker.
So let's get on vpmsolutions.com. Ladies and gentlemen, Pete Neubig, vpmsolutions.com. When they go to the website, what are they going to see? They can book it, maybe a demo. Talk to your team. Yeah. So may or may not be in Texas. Pete: Yeah, no, they're not in Texas. I can tell you that. I'm the only one here, other than one developer.
If you go to vpmsolutions.com, there's a demo video. You can watch the demo video, you can book a demo. You can create a free login. I recommend you just create a free login. You get to see the platform. When you first create a login, the main page has, you could book a demo, you can book a white glove meeting. You can connect with anybody on our team. And all those people that you connect with are gonna be remote team members. So my demo guy? Remote team member. My recruiters, remote team members.
So you get to basically, you know, look and touch and feel what a remote team member looks like, and you can see what they can actually accomplish.
Mike: So talk about a little bit before we gotta go the different steps. You know, here's the demo, here's the things, but just how easy is it, you know?
The white glove you go in and what happens?
Pete: It's super simple. It's super simple. We built the model for DIY. So if you're one of those introverts and you don't wanna talk to people, we're not gonna bother you. You go in, you create a profile, you have to put in your name, you have to basically get, you know, put in your email.
Just a blurb about your company. We'll send you a code. You gotta put the code in, right? It's like a two factor type thing. And you go in. Once you're there, you can literally just click on browse assistance. And you can browse 42,000+ assistants, and you can search almost anywhere you can think of.
I wanna search by DiSC. I wanna search by country. I wanna search for English proficiency. I wanna search by specific skill. I wanna search by how much I'm gonna pay with the pay rate. I wanna search if they have a video resume or not. I wanna search if they have a self video, a self interview. You can search however you want. If you see somebody that you like, you can favorite them, you can put notes or you can invite them to a job. When you invite 'em to a job, it walks you through the job posting and it's literally just three pages of, "Hey, this is what you need filled." You do that. Once you post a job, people will start, you know, applying. Now, the white glove, which I recommend because it's free and especially if you're using a platform for the first time.
Our white glove specialist team. We'll guide you through a whole process. So it's kind of our to do it with your service. You schedule a white glove meeting with Connor. Connor and assistant Jace Connors, he's an Irish kid, lives in Costa Rica, and Jace is his partner, his assistant that lives in the Philippines to make the team up.
And Connor will literally, we will help you through the process. I mean, we help you with the job posting. We help you identify. People that you should reach out to. We help you with how you should message people. We help you with what you should ask for as far as DiSC and interviewing, things of that nature. But you have to do it. You actually are the one doing the work, and then you do the final interview. And if you say, man, that sounds like a lot of time, I'm also really nervous. I don't wanna, I've never hired somebody before and I need a little bit more help than that. Well then there's the gold glove, which is Leon. He's a South African that lives in Mexico and his assistant is Ariel and who lives in the Philippines. And Leon will create, they will create the job posting for you. They will go through all of the messaging. They will go through our hiring system, use our hiring system as your hiring system.
They'll make them do a self interview. They'll make them do a DiSC, they'll make them take some courses. We then have some extra tools. We have a scorecarding system that's not available to the gp, the general public, but it's available to us. And then we throw it. Then we take all that and we literally build an AI tool on the backend that we put in AI to tell us if they're a top performer, a high performer, or a low performer based on language that they're using.
And then we take all that, and then we give you all that information. And then from there you can make final interviews or some people just say. Who do you like? We'll take them. Some people you know, they wanna give 'em another test, like they have an internal test, they will do something like that.
But that one is to do it for your service. So if you have money, but you don't have time and you're scared, that's the best way. You don't have any money and you don't, and you have some time and you're a little bit scared, the white glove. And if you have no money and you don't care and you are like, I know how to do this myself, then it's the DIY.
So we have something for everyone.
Mike: There you go, Pete. How can everyone get a hold of you? Aside from VPM solutions.
Pete: Yeah. Oh, look, I'm still old school. I check email, so pete@vpmsolutions.com, and believe it or not, I do not have a remote team member that checks my email. Like I'm literally the guy that would respond.
If you're interested in this subject matter, you have some questions. Even if you're not gonna use VPM, you just want questions about a remote team member. I'm more than happy. I love talking to business owners and I'm more than happy to help in any way I can.
Mike: There you go, everybody. Pete Neubig, vpmsolutions.com. Thanks Pete for coming on The Richer Geek. Have a good, have a nice night.
Pete: Thanks for having me.
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ABOUT PETE NEUBIG
Pete Neubig is a real estate entrepreneur and the co-founder of Empire Industries Realty & Property Management in Houston, Texas, which he later sold to Mynd Management, where he served as VP of Eastern Operations. He is now the co-founder and CEO of VPM Solutions, an online platform that connects the real estate industry with skilled virtual team members worldwide.
Pete is a past board member of the National Association of Residential Property Managers (NARPM) and hosts the NARPM Radio Podcast. Outside of work, he enjoys running marathons with his wife, Felicia.