Big growth goals for RE/MAX

PHOTO: Sarah Smith has joined RE/MAX Results as head of growth.

Sarah Smith has joined Queensland’s RE/MAX Results with her eyes firmly set on solid growth targets, including boosting the group’s GCI, rent roll and team numbers.

As head of growth Ms Smith, nee Dickenson, will be responsible for recruitment and growth across sales and property management at the four RE/MAX Results offices in Morningside, Mackay, Alexandra Hills and Cleveland.

She said one of her key aims was to increase the number of agents from 50 to 75 by the end of the year.

“Recruitment is a main goal, as is really smashing out our GCI goals as well,” she said.

“Our goal is to hit $20 million GCI this year and 2000 doors under management as well. At the moment we are at 1000 (doors), and last year GCI was about $17 million.”

In the real estate industry since 2010, Ms Smith has worked her way up from an assistant asset manager at Townsville Rentals to work for international recruitment company Hays, in business and property management operations for Coronis Group and, most recently, she was a business development executive for Ray White in Queensland.

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Ms Smith said RE/MAX Results would be looking to hire both million-dollar agents and those at much earlier stages of their career.

She said what she looks for when recruiting new team members is whether they ‘fit’ with the agency’s culture.

“Culture, first and foremost, is the most important thing for me, and having the drive and the personality, because if someone has all of that, nine times out of 10, you can teach the skills,” Ms Smith said.

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“And coaching and training is something I’m really fluent in.”

Ms Smith said how you would approach recruiting and coaching a multi-million-dollar GCI agent was entirely different to how you would secure and train a new agent.

“When you’re looking at recruiting $3 million agents, that’s more of a service piece about how we can really align with them so that, together, we can ensure we can further their milestones in their career,” she said.

“As opposed to a new associate where you’re really just looking for drive and the cultural representation that they want to succeed.”

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Ms Smith said another goal was to assist high performers in the team with scaling out their businesses so when they go on leave, spend time with family or are away from the office, their GCI doesn’t dip.

“The value for them will be around how I can provide that flexibility more and how I provide and enable them to do their job, and the bits of their job they love doing” she said.