Team Building for Entrepreneurs: The No-BS Guide to Finding and Keeping People Who Don’t Suck
- Jason Feimster
- May 20
- 19 min read
Brace Yourself—This Isn’t Your Average Team Building Pep Talk
What you’re about to read isn’t a recycled TED Talk or some clickbait listicle written by an intern who’s never built a team outside of Minecraft. Nope. This is the real stuff—battle-tested lessons pulled straight from the trenches of DAC’s Team Building Training 5/20/2025, a no-fluff, all-fire session from their legendary Tuesday Zoom and YouTube Live stream series. (Yes, the one that happens every Tuesday at 11:30 am EST. Be there or keep struggling.)
This article distills the gold from that session into a brutal, hilarious, and surprisingly heartfelt guide on how to build a team that doesn’t suck. Whether you're hustling solo, scaling your agency, or just tired of posting “We’re hiring!” memes to the sound of digital crickets—this one's for you. Buckle up.
The Brutal Truth About Building a Team That Doesn’t Suck (Part 1)
Let’s cut the crap. Building a team isn't about trust falls or motivational posters with eagles soaring over mountains. It's about assembling a group of people who can get sh*t done, even when the Wi-Fi is down and the coffee machine is broken. If you're an entrepreneur, agency owner, or anyone trying to build something from nothing, you know that finding the right people is harder than finding a vegan at a Texas BBQ.
This isn't your grandma's guide to team building. We're diving into the no-BS, real-world strategies that actually work. Inspired by the , we're going to break down the five-step recruiting system that separates the winners from the wannabes.
Step 1: Build a List Without Being a Judgy Ahole**
First things first, stop assuming you know who's going to be interested in your opportunity. That quiet guy from high school who never said a word? He might be your next top performer. Your loudmouth cousin who can't hold a job? Probably not. But you won't know until you ask.
Start by going through your phone contacts. Yes, all of them. Don't skip over anyone because you think they're not "business-minded" or "professional." People surprise you. The ones you think will, won't. The ones you think won't, will. It's like dating, but with less crying (hopefully).
Step 2: Approach and Sort Like a Human Being
Now that you have your list, it's time to reach out. But please, for the love of all that is holy, don't send a generic message that screams "copy-paste." People can smell insincerity from a mile away.
Here's a simple formula:
Sorting Question: "Hey, have you ever heard of DAC?"
Short Explanation: "It's a nationwide business funding company helping small businesses get funding when banks say no."
Invitation to Learn More: "Would you be open to learning more to see if it might be a fit?"
Customize it. Make it personal. If you're reaching out to someone because they're great with people, tell them that. If they're ambitious, mention it. People like to feel seen.
Step 3: Let the Tools Do the Heavy Lifting
Once someone shows interest, don't vomit all the information you have onto them. Use the resources available. Send them to your DAC partner page with the 4-minute video. If they want more, there's a 22-minute video right below it. Invite them to the live Tuesday or Thursday Zoom calls. Let the professionals handle the heavy lifting while you focus on building relationships.
Step 4: Onboard Without Overwhelming
Congratulations! Someone joined your team. Now, don't scare them off by bombarding them with information. Point them to their welcome email. Encourage them to complete their starting and funding training. Don't answer every question they have. Teach them to fish, don't feed them for a day.
Remember, if you become the system, you can't scale. Use the system. Don't be the system.
Step 5: Game Plan Like a Boss
After they've completed their training, schedule a game plan meeting. Set income goals, activity goals, and a launch plan. Help them post their launch video. Encourage them to be active, not just passive participants.
Use the buddy system. You don't have to be an expert. You just have to care. Be their workout partner, not their personal trainer. Show up every day, encourage them, and grow together.
Final Thoughts
Building a team isn't about finding perfect people. It's about finding people who are willing to grow, learn, and hustle. It's messy, it's hard, and it's worth it. So, stop waiting for the stars to align. Start building your list, reach out with sincerity, and let the system do the rest.
The Brutal Truth About Building a Team That Doesn’t Suck (Part 2)
Let’s get one thing straight—if you’re not converting interest into action, you’re not recruiting. You’re just collecting maybe’s and someday’s. That’s like hoarding coupons for restaurants you’ll never visit. In this part, we’re diving into the meat of step three: The Effective Presentation—how to leverage tools, avoid diarrhea of the mouth, and move people from “interested” to “in.”
Because if you’re not getting traction, it’s probably not your people. It’s your pitch.
Don’t Talk—Show. Then Shut Up.
There’s a reason good presentations win deals, close fundings, and inspire action. It’s because they’re clear, concise, and credible. Most entrepreneurs screw this up royally by assuming they’re the messenger, the message, and the second coming of Tony Robbins all rolled into one.
You are not. You are a bridge. Your job is to connect people to the tools, not perform a one-man TED Talk in their DMs.
The founder of DAC literally hands you a silver platter: live Zoom calls twice a week, a polished landing page, a 4-minute teaser, and a 22-minute deep dive. That’s like showing up to a gunfight with a missile launcher—if you know how to use it.
Send the Damn Link. Not a 40-Text Novel.
You’d be amazed at how many people ruin a potential recruit by overloading them with information. It’s like trying to teach someone to swim by waterboarding them.
Here’s the play:
“Hey [Name], check this out. It’s a short intro video (just 4 minutes) on what I mentioned earlier about the business funding opportunity. If it resonates, there’s a longer video right under it you can watch. Let me know what you think.”
Boom. You’ve done your job. Now stop talking and let the tool speak.
If it's a Tuesday or Thursday, even better:
“The founder is going live tonight for a 30-minute session. It’s not some boring slideshow; it’s raw, interactive, and you can ask questions live. Want me to send you the link?”
If they flake or say they’re busy, offer the recording—but push for the live call first. Real-time interaction builds trust. Plus, the live call gives them the vibe: they see the energy, the team, and the real humans behind the opportunity—not just another internet hustle.
Presentation ≠ Persuasion.
This is the trap most founders fall into. They think presenting is persuading. They think explaining all the features, bonuses, and potential earnings in painful detail is going to light a fire under someone’s ass.
It won’t.
Here’s why: no one joins because of the details. They join because of the feeling. Confidence. Momentum. Opportunity. That’s what you’re selling.
So use edification. Say, “This guy/girl presenting has helped thousands of business owners. Been in the game for nearly a decade. The company’s never made a dime unless the agent made a dollar first.”
Let that sink in. That line alone sells more than any feature list.
You’re Not Their Savior—You’re Their Shortcut
Some people think the only way to lead is to become a guru. That’s insecure nonsense. The best leaders point to the system, show how to plug in, and walk alongside—not six steps ahead flexing their stats.
You don’t need to be a closings expert. You don’t need to know the underwriting algorithm or how to hack LinkedIn recruiting. You just need to say:
“I’m learning too. I believe in this, and I think we could do it together.”
Vulnerability, baby. It works. Especially in a world full of inflated LinkedIn bios and Instagram flexing. Being real is the new rich.
If They Say Yes, Don’t Panic.
If someone bites—wants in, loves the presentation, says “I’m in!”—the next step isn’t to drown them in back-office links and policy manuals.
Send them the welcome email. That’s it.
Then say:
“Start with the training. Once you’re done, let’s hop on a quick call to map out your game plan.”
That’s leadership. Not micromanagement. You are creating an independent operator, not an emotionally dependent sidekick.
Also, if they ghost? Let them. Follow up politely once. Then let them go. You’re not a babysitter. You’re a business builder.
Build Momentum, Not Dependence
The trick to this entire step isn’t perfection—it’s leverage. The more you use tools, the more you can scale. If you insist on doing everything manually, congrats—you just built yourself a job. You’ll never leave the hamster wheel.
Use the live Zooms. Use the landing pages. Use the videos. Use the freaking system.
Avoid the Two Most Common Presentation Pitfalls
OverexplainingIf you feel the need to explain everything, it’s because you don’t trust the tool. That’s your insecurity showing. Shut it down. If the company’s tools are trash, leave. If they’re solid (and they are), then let them speak for themselves.
OverpromisingNever, ever hype your earnings. Don’t say you made $3,200 last week unless you did. And if you did—say it humbly. People can smell BS like a rotting fish in a microwave. Authenticity wins every time.
Tell the truth. “I haven’t made anything yet, but I believe in it.” That honesty? That’s rare. And people love rare.
Wrap-Up: Step Three Is Where You Win or Die
If Step One is casting the net and Step Two is sorting the fish, Step Three is deciding whether to cook the catch or throw it back. This is where pretenders get exposed and players get promoted.
Presentation is the pivot. Do it right, and everything changes.
The Brutal Truth About Building a Team That Doesn’t Suck (Part 3)
Alright, so you’ve survived the first two gauntlets. You built your list, reached out without sounding like a cult member, and you got a few folks interested. Maybe one or two even joined. Congrats, soldier—you’ve entered the wild terrain of onboarding.
But hold up—before you start planning your “Team Leader of the Year” speech, let me tell you what usually happens next: people flake. They ghost. They get excited for 20 minutes, then disappear into the witness protection program.
Why? Because joining is easy. Starting is hard. And that’s where 98% of team builders absolutely faceplant.
So let’s talk about Step Four: Onboarding Without Babysitting and why this is the battlefield where entrepreneurial dreams either scale—or silently suffocate.
You’re Not Uber Eats. Don’t Deliver Everything for Them.
Let’s get this tattooed on our collective forehead: “Use the system. Don’t BE the system.”
If your new recruit calls you asking, “Where do I find the training videos?” and you respond by sending five links, a Google Doc, and a 10-minute voice note—you’re doing it wrong.
All you need to do is point them to the welcome email.
“Hey! Did you get that welcome email from DAC? Awesome. That’s your launchpad. Start there.”
That’s it. Full stop. The moment you start spoon-feeding people, you become their crutch. And newsflash: crutches don’t scale.
Encourage independence. Give them ownership. This is a business, not a daycare.
The Dirty Reality of “Free” Opportunities
Let’s get real—when something’s free to join, people treat it like it’s worthless. That’s not a knock on the model; it’s human psychology.
You’ll get tire-kickers. Dreamers. Serial opportunity hoppers who have joined seven MLMs, bought three drop-shipping courses, and once tried to launch a crypto coin called “DogButt Inu.”
But you know what? That’s okay. Because you’re not here to convert. You’re here to sort.
The onboarding system is your filtration process. It separates the tourists from the tribe. It reveals who’s willing to put in the work and who’s just high on startup fumes.
So What Do You Actually Do After They Join?
Here’s your only job:
Send a quick welcome message.
“Hey [Name], stoked to have you on the team. Make sure to go through that welcome email—it’s all in there. Once you’re done, let’s set up your game plan call.”
That’s it.
Seriously, that’s all.
Anything else is a distraction. Don’t fall into the trap of answering 500 questions about how commission works or what “Stacked Offers” mean. They’re grown-ups. They can read. The system explains it better than you ever could—and it does it without burning you out.
If you spend all your time onboarding each person manually, you’ve basically hired yourself as the full-time unpaid tech support rep for your team. Congratulations, you’ve become indispensable—in the worst way possible.
The Game Plan Call: Where the Magic Happens
Once they finish the training, it’s time to meet. But not to coach. Your job isn’t to blow motivational smoke up their behind. It’s to define three crucial things:
Income Goal – What are they trying to make? Be specific. Vague dreams breed vague results.
Activity Plan – How many contacts? How many conversations? Make it math, not emotion.
Launch Strategy – A video post. A Facebook story. A LinkedIn message. Whatever gets them seen.
Encourage them to post a launch video:
“Hey, I just partnered with a business funding company that helps small businesses get capital when banks say no. Super excited to be doing this—reach out if you or someone you know could use extra funds or is looking for a side income opportunity.”
Simple. Human. Authentic.
And soon, your team member is now visible. They’re not just another lurker in the shadows of startup hell.
Why Most People Quit Before They Even Start
The truth? They never believed they could do it in the first place. And your job isn’t to convince them otherwise. It’s to create an environment where belief can take root.
That’s why the buddy system is your nuclear weapon.
If they feel alone, they stall. If they feel watched, they grow. Accountability breeds action.
Call them. Message them. Not to lecture—just to check in.
“Hey, you good? Need any help setting up your first reach-outs?”
You don’t need to be a master recruiter to ask that. You just need to give a damn. If you’re real with people, they’ll be real back. That’s how you build loyalty in a space overflowing with fake smiles and inflated promises.
The Lies Leaders Tell
Too many self-proclaimed gurus think they have to act like they’re killing it every second of the day. That’s why half your timeline is filled with people flexing about “massive wins” and “record-breaking weeks” when their actual Stripe account looks like a tumbleweed in a desert.
Here’s a novel idea: just tell the truth.
“I haven’t gotten a funding yet, but I’m learning, I’m active, and I’m building momentum.”
That’s what makes people trust you. Authenticity is rarer than competence. Be both.
You’re Not Creating Clones. You’re Creating Leaders.
Ultimately, your role as an onboarding guide isn’t to create mini-you’s. It’s to empower people to become the best version of themselves inside this business model.
And guess what? That means letting go. If they don’t go through training? That’s on them. If they bounce? That’s on them. If they win? That’s still on them—but you get to be a part of it.
And that’s what makes this whole grind worth it.
Conclusion: Stop Babysitting, Start Building
You don’t need more recruits. You need more activated recruits. People who take responsibility, plug into the system, and own their path. Your job isn’t to drag them—it’s to ignite them.
So use the welcome email. Stick to the game plan. Leverage the buddy system. And for the love of everything sacred, don’t be the system.
Now, are you ready to take it to the next level? In Part 4, we’re diving into the Game Plan Mastery—how to turn new agents into producers with launch videos, social proof, and activity-based targets that make money rain from the startup heavens.
The Brutal Truth About Building a Team That Doesn’t Suck (Part 4)
Okay. You’ve built your list, approached people without creeping them out, delivered an effective presentation, and onboarded your new recruit without turning into their unpaid business therapist. Bravo. Now it’s time for the hardest, most neglected, most crucial phase of all:
Execution.
Welcome to Step Five: Game Plan Mastery—where ideas become income and your team either thrives or dies.
Because let’s face it—most people don’t have a clue how to actually “launch” a business. They join, they get the training, and then they stare at their screen like it owes them rent. That’s where you come in.
The Launch Meeting: This Ain’t a Pep Talk
This meeting is not a motivational circle jerk. It’s not where you ask them about their "why" while soft jazz plays in the background. It’s where you set clear, tangible goals—and you do it fast.
The structure of the Game Plan Meeting is brutally simple:
Set an Income Goal Ask them, “What do you want to earn in your first 30 days?”Make sure it's realistic. If they say $10K and they’ve never spoken to a business owner in their life, reel it in gently. But don’t kill the dream—channel it into action.
Create an Activity Target This is the most important part. Income is a result. Activity is the cause.
“To make $1,000 this month, you’ll likely need to talk to at least 40 business owners and get 1–2 applications approved. Can you do that?”
Develop Their Launch Plan Don’t let them launch in stealth mode. This isn’t a submarine. It’s a startup.They need visibility. Here’s how:
A launch video on social media
A launch post on Facebook, Instagram, or LinkedIn
A personal message to their top 10 contacts
That launch video? Keep it real:
“Hey guys! I just partnered with a company helping small businesses access funding when banks say no. Super excited about it. If you or someone you know owns a business and might need capital, reach out!”
Simple. Confident. No hype. Just you being a human with a solution.
Accountability Isn’t Harassment
This is where most so-called “leaders” wimp out. They’re so afraid of being pushy, they become invisible.
Listen closely: accountability is love for grown-ups. You’re not hounding them. You’re helping them honor their own damn goals.
Check in:
“Hey, just checking—how’s the outreach going? Did you post your video yet? Need help tweaking your message?”
It’s not micro-managing. It’s activating. You don’t need to stalk them. You just need to be present, responsive, and committed.
Celebrate Progress Loudly. Mourn Failure Quietly.
If your agent hits a milestone—first outreach, first presentation, first app submitted—celebrate the hell out of them. Screenshot their post, tag them in stories, drop a fire emoji in the group chat. Public recognition hits harder than caffeine on a Monday morning.
But if they fail?
Don’t shame. Don’t guilt. Don’t ghost.
Just send a message:
“Hey, haven’t seen much from you lately. Just checking in. You good?”
That’s leadership. It’s rare. That’s why you’re rare.
Build Real Momentum with Social Proof
If someone on your team gets a funding, don’t let it be a silent win. Turn it into a case study.
“Shout out to Amanda for helping a local restaurant owner access $25K in working capital—her first funding in 10 days!”
Now everyone else knows:
It’s real.
It works.
It’s worth it.
Momentum builds belief. Belief builds retention. Retention builds empires.
Stop Coddling the Wrong People
I know it hurts to watch someone full of potential go radio silent. But you’re not here to chase ghosts. You’re here to build a damn business.
If someone doesn’t show up? Let them go.
They might come back. They might not. But either way, your energy belongs to the doers. The movers. The people who actually want it.
“If I have to beg you to start, I’ll have to beg you to stay. And I’m not in the begging business.”
Leverage the Buddy System Like Your Business Depends On It (Because It Does)
This is the secret sauce that turns average recruits into top performers. Pair them up. Encourage them to check in with each other. Make it a challenge. Make it a game.
“First person to book 5 funding calls this week wins lunch on me.”
Friendly competition. Peer pressure. Group accountability. Humans thrive in tribes. Don’t just build a team—build a movement.
The Myth of the Perfect Leader
If you’re sitting there thinking, “I’m not experienced enough to lead,” good. That means you’re ready.
You don’t need to have all the answers. You just need to care. To show up. To support.
The best leaders aren’t always the smartest. They’re the ones who never quit on their people.
Conclusion: This Is Where You Get Paid
Your check doesn’t come from getting people to join. It comes from getting people to move.
If your team launches strong, you’ll build duplication. If they fizzle out in silence, you’re stuck in endless recruiter mode.
So step up. Set goals. Check in. Celebrate wins. And stop dragging dead weight.
This is your army. Train them like it. Love them like it. Lead them like it.
Now, in Part 5, we’ll close it out with the rawest truths about why most recruiting systems fail—and how to turn your team into a duplication machine without losing your soul (or your sanity).
The Brutal Truth About Building a Team That Doesn’t Suck (Part 5)
Welcome to the final battleground. If you’ve made it this far, you’re not just interested in building a team—you’re ready to go full savage CEO mode. You’re tired of surface-level advice and tired-er of pretending that posting “We’re hiring!” memes on Facebook is the same thing as strategic recruiting.
This is where we close the loop on the five-step system. It’s where we pull no punches and tell the truth about why most team-building efforts fail miserably—and how yours won’t.
This is the unfiltered, take-no-prisoners, full-body-exorcism of team building. You’ve been warned.
Why Most Recruiting Systems Are Hot Garbage
Let’s start with the facts. Most people trying to “build a team” are actually just doing one of these three things:
Begging people to join
Lying about how easy it is
Building a pyramid of passive passengers
They’re not building a business. They’re building a waiting room full of maybe’s.
Why? Because most systems skip the uncomfortable truths:
Most people won’t do the work
Most conversations won’t convert
Most agents need leadership, not just links
They think getting someone to join is the win. It’s not. That’s just opening the door. What happens after is where 99% of the money and 100% of the impact lives.
The Duplication Dilemma: You Are Not a Unicorn
A lot of entrepreneurs fall into what I call “the unicorn trap”—believing they’re the only one who can do it right.
So they take every call. Handle every question. Babysit every agent. Write every script. Lead every Zoom.
And then they burn out and wonder why no one else steps up.
Here’s the deal: you’re not scalable. You might be good. You might be brilliant. But if your system relies on you, it dies with you.
You need to build a machine that runs without you.
“If your business can’t run while you’re on a beach, it’s not a business—it’s a hustle with overhead.”
That’s why every piece of the DAC recruiting system is built to scale. Live Zooms. Pre-recorded videos. Landing pages. Plug-and-play onboarding. If you’re trying to rewrite that system from scratch, you’re not innovating—you’re self-sabotaging.
Kill the “Alpha Closer” Mentality
Somewhere along the way, people started treating team building like dating apps: swipe fast, ghost the slow responders, and only chase the ones who play hard to get.
That mindset is a death sentence for long-term success.
Stop hunting for superstars. Build them.
Some of the best agents start off slow, unsure, hesitant. They need belief poured into them. They need encouragement, not just assignments.
And some of the most impressive résumés are walking red flags. They talk the loudest, flex the hardest, and ghost the fastest.
Here’s your new rule: recruit character, train skill.
You can’t teach hunger. You can’t install integrity. You can show someone how to pitch funding and recruit effectively. But only if they’re in it for more than a quick dopamine hit.
The Real Reason Duplication Fails: You Didn’t Duplicate Belief
You can clone scripts. You can copy-paste systems. You can even record your Zoom calls and send them out like candy.
But if your team doesn’t believe in the mission, the model, or you—you’re dead in the water.
You want duplication? Here’s how:
Be consistent – Show up daily. Even when it sucks.
Be transparent – Share your losses, not just your wins.
Be accessible – Not a crutch. A compass.
That’s what makes people follow. Not hype. Not income screenshots. Not “Top Recruiter” trophies.
It’s trust.
Systems Save Sanity (and Your Soul)
At some point, you’ll be tempted to reinvent everything. Don’t.
There’s a reason the five-step system exists:
Build your list
Approach and sort
Use effective presentations
Onboard without becoming their assistant
Launch with a real game plan
That’s the blueprint. It’s been battle-tested. If it doesn’t work, it’s not the system—it’s the consistency and skill behind the person using it.
Like a gym membership: paying the monthly fee doesn’t get you abs. Showing up and sweating does.
Your Team Is a Reflection of You
Here’s a hard truth most won’t say out loud:
If your team is flaky, it’s probably because you’ve been flaky. If your team isn’t growing, it’s probably because you stopped growing. If your team is confused, it’s probably because you over-explained, under-led, or just plain ghosted.
Ouch? Good.
Because once you own that, you get to change it. And when you change, your team does too.
Be the mirror. Be the model. Be the one who goes first—especially when it’s inconvenient.
The Dark Humor of It All
Sometimes, you’ll feel like you’re babysitting a pack of over-caffeinated golden retrievers. Other times, it’ll feel like you’re shouting into a void filled with ghosted DMs, unread texts, and people who swear they’ll “get to it soon.”
You’ll want to scream. Cry. Throw your phone in the river.
That’s normal.
And that’s why 90% of entrepreneurs stay solo forever. Because building a team means embracing chaos and leading anyway.
You’ll have agents who disappear. You’ll have ones who blame you. You’ll have people who quit… then show up two months later asking, “Can I try again?”
And you’ll have days where you question your sanity.
But if you keep showing up, keep tweaking, and keep leading with heart?
You’ll build something most people never do:
A tribe.
A machine.
A legacy.
20 In-Depth FAQs
How do I start recruiting if I’ve never led a team before? Start with honesty. Use the system. Lead by showing up.
What if people ghost me after I send them the info? Follow up once, then move on. You’re not here to beg.
Should I wait until I’m experienced before recruiting? No. Learn and lead at the same time. Authenticity trumps perfection.
What’s the best way to invite someone to a Zoom call? Use urgency and social proof. Mention the founder. Keep it short.
How many people should I reach out to per week? As many as you can consistently. Ten solid convos > 100 cold DMs.
What if I don’t know any business owners? That’s what outreach and marketing are for. Start local.
What’s the most important part of the five steps? Consistency across all five. Skipping one sabotages the rest.
How do I stay motivated when my team stalls? Focus on your actions, not their reactions. The right ones will catch up.
Should I recruit friends and family? Yes, but with integrity. Don’t push. Just inform.
How do I handle someone who joins but never starts? Check in once. Encourage them. If they don’t move, move on.
What makes a good launch video? Authenticity. Keep it under 60 seconds. Speak from the heart.
How do I track my team’s activity? Ask for weekly check-ins. Use a shared spreadsheet if needed.
What if someone lies about their results? Address it immediately. Integrity matters. Call it out.
Should I offer to mentor my recruits? Yes, but only if they’re showing effort. Don’t pour into black holes.
What if I feel burnt out? Take a break, not a breakdown. Reconnect with your “why.”
Can I build a team without using paid ads? Absolutely. Start with your network and work outward.
How do I deal with difficult personalities? Stay professional. Set boundaries. Sometimes, cutting them loose is best.
What’s the biggest mistake new team builders make? Trying to do everything themselves. Delegate to the system.
How soon should a new recruit start outreach? Day one. Momentum is magic. Delay kills belief.
How do I scale my team to 100+ agents? Master duplication. Train trainers. Create leaders, not followers.
Final Reflections on Team Building
Building a team isn’t about popularity. It’s not about charisma, charm, or even talent. It’s about courage. The courage to care when it’s inconvenient. The courage to lead when you feel like quitting. And the courage to build something bigger than yourself.
The five-step system isn’t magic. It’s muscle. Repetition. Execution. And just enough audacity to keep going when others fold.
If you’ve got that? You don’t need 100 agents.
You just need the right five.
And that, my friend, is how empires begin.
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