By Alan Harthy, Founder & CEO, I Buy Real Estate
I began in real estate in 2020 with one goal: serve clients so well they would recommend me. I didn’t plan to build a team. That came later on.
By 2025, we had our best summer yet. To thank the team, we rented a yacht two days after the agency’s anniversary. The celebration wasn’t about me. It was about everyone who earned that success. That’s the point of building an agency: create a place where good people can work and grow. In this market, impact comes when you move from “me” to “we.”
From Real Estate Agent to Leader
I worked at several agencies in Abu Dhabi before starting my own. Each taught me something, but none fit the way I wanted to work. As a solo agent, you can only go so far. You might have a strong quarter or a great year, but you hit a ceiling without a team.
So I built the company I wanted to join, with the leadership I wanted to see. Clients get tailored strategies, not cold-call lists. Information is verified, execution is clean, aftercare matters. Leadership for me is simple: “Two hands clap. Great people and great operations. You need both.”
My First Key Hire
Every new teammate improved how we serve clients. But the turning point was hiring a managing director. She brought structure, rhythm and higher-level operations. That freed me to focus on people and partnerships.
With systems in place, we could give top performers independence: own your day, hit your numbers, ask for help when needed. No micromanagement. Strong systems make it unnecessary.
If you’re still working solo, don’t rush to hire five agents. Add one strong operator who keeps the machine tight. You’ll do it faster and more effectively.
Building a Culture That Works
I don’t call it “corporate culture.” I wanted the culture I lacked as an agent: supportive, driven and based on trust. We celebrate wins together, keep a simple leaderboard and let healthy competition raise standards. Team activities like yacht days, dinners, nights out remind us that we work with people, not just targets.
New agents don’t struggle alone. They get serious opportunities: villas, penthouses, motivated clients. If they need support, I join the call myself, go for a project launch and help to get a unit.
I also clear the path. Brokers who join us are highly skilled. Give them accurate market data, a clear listing strategy and freedom to act – and they run.
Hiring for Trust
I’m not chasing headcount. The goal is a small, high-performing team with a boutique agency approach. Every client gets attention and care. That means hiring slowly, being honest early and protecting standards. CVs matter less than conversations and references. I ask: Will this person lift the room? Do they care for clients? Will they strengthen the culture?
If the hire doesn’t work out, I act fast. Coaching comes first, but if it’s not a fit, we part ways quickly. You can’t build trust if misalignment drags on. People feel it. Clarity is kindness.
The KPIs That Matter
Coming from IT, I value systems. We invest in CRM and performance tools to track the pipeline clearly without breathing down anyone’s neck. KPIs matter only if they change behavior, so we focus on basics:
- Speed-to-lead. How quickly do we move from first contact to transaction?
- Quality of listing. Verified documents, accurate copy, professional media. It cuts wasted viewings and builds trust.
- View-to-offer ratio. Are we pricing correctly? Are we telling the right story online and in viewings?
- Days to offer. Measured by community and property type. If it slips, we fix the cause: price, presentation, or process.
- Aftercare. Do clients hear from us after handover? Do they return? Do they refer? Referrals often come from how you finish, not how you start.
Keep the scoreboard simple and act on what it shows.
Quality Listings are Key
Property Finder is part of our core toolbox. Many deals in our pipeline come from PF. As an agent, the SuperAgent badge helped me stand out. Clients noticed too. They’d say, “We saw you on Property Finder. Verified listing, SuperAgent. We knew you were good.” That credibility shortened the distance between click and call.
Treat your listings like retail space: sharp photos, clear copy, complete details, video or 360° tours. Be responsive. Even with a strong personal network, distribution matters. PF connects you with people who haven’t met you yet.
For Agents Thinking About Ownership
Start now. Don’t wait for perfect timing. The work is hard. There are sleepless nights and a lot of unglamorous work behind the scenes. However, risk is part of the job. Be willing to be wrong, correct fast and stay hungry.
Make customer service and aftercare your edge. Clients return and bring friends only when they get an exceptional experience.
If you’re a broker aiming to own an agency, change your mindset. Many top brokers never become top owners because they focus only on their own achievements. The turning point comes when your team’s wins matter more than yours.
Invest in the right people (and pay more for them if needed). Invest in systems that save time. Put your team first. Be ready to take a risk and never afraid of being wrong.
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