I Built a 7-Figure Business with a Team I Had By no means Met – Here’s What I Learned | Entrepreneur

I constructed a seven-figure enterprise with a staff I had by no means met in particular person.

Some could name my journey fortunate. Others may credit score exhausting work, consistency or timing. But for me, the reply is evident: I constructed it on 4 rules — belief, loyalty, appreciation and proactiveness. These values guided each main resolution and helped form the form of firm I wished to run.

This is not a one-of-a-kind success story. But it is proof that your rules can form your path. Let’s return to the start.

Related: At Age 23, He Started a Side Hustle While on Welfare. It Led to a 7-Figure Business and a Stay on Richard Branson’s Private Island.

Making the choice to outsource

In 2013, I used to be deep within the trenches of my managed IT enterprise in Boca Raton, Florida. We had been overloaded. No matter how exhausting my small staff labored, we had been consistently behind. One challenge would wrap, and two extra would floor.

My staff was burned out — and so was I. Hiring extra employees appeared like the plain reply, however we did not have the capability or price range for it. So I began wanting elsewhere.

What I discovered wasn’t in a typical how-to weblog or playbook. It was outsourcing — on the time, nonetheless comparatively new within the small enterprise world. Global IT outsourcing was simply gaining traction, with worldwide spending estimated at $937 billion.

But to me, outsourcing provided precisely what we would have liked:

• Relief for my staff
• Operational effectivity
• Scalable development at a manageable value

So, armed with analysis and anchored by my core 4, I employed my first outsourced contractor, Charlie.

Building an outsourced staff from scratch

I went in with low expectations. I wasn’t certain how time zones or cultural variations would have an effect on the standard of labor. But Charlie shortly proved himself, outperforming a few of my in-house workers.

Impressed, I requested him if he had pals or household with an identical mindset. One introduction led to a different, and earlier than lengthy, my distant staff was rising.

If you are hiring your first distant teammate, begin small and suppose good. Look for a good BPO (enterprise course of outsourcing) supplier or digital assistant company with pre-vetted candidates. Here’s what to judge:

• Availability – Will they work throughout your key enterprise hours?
• Skills – Do they’ve the technical and delicate abilities required? (Some suppliers even enable you to discover specialists like engineers, consumption coordinators, or gross sales reps.)
• Cost – Are their charges aggressive on your market and dimension?
• Scalability – Can they develop with you? Ask for case research or references.
• Security – Do they provide safe, cloud-based environments and meet requirements like ISO, SOC 2, or HIPAA?

Start with a small, low-risk job. Conduct a short video interview, ask real-world situation questions, and prioritize communication abilities alongside technical potential. Some of your greatest future hires could come by inside referrals, similar to Charlie did for me.

Related: How I Built a 7-Figure Business in Less Than 8 Months by Making This Simple But Powerful Shift

Navigating the inevitable challenges

Outsourcing is not a magic wand. You’ll face friction, particularly early on. Here’s easy methods to navigate it:

• Over-communicate – Remote groups do not have the posh of hallway chats. Be clear, concise and in keeping with expectations.
• Acknowledge cultural variations – Respect native holidays, time zones, and work-life stability. Empathy builds loyalty.
• Encourage and implement suggestions – Your distant staff is your spine. Ask for his or her enter — and act on it when it improves operations.

Not each rent will likely be a match. That’s okay. What issues is your dedication to getting the proper individuals, not simply any individuals.

The core 4 that constructed my enterprise

At the center of all this are the identical 4 values that helped me construct a sustainable, remote-first firm:

Trust

Start by setting clear expectations. Use instruments like Trello, Click onUp, or Asana. Let individuals personal their work early on — do not micromanage.

That early staff of 5, constructed on referrals and belief, grew to become the muse for what ultimately grew to become my firm, Remote CoWorker.

Loyalty

It’s constructed by consistency, suggestions and respect. Nearly all the authentic staff nonetheless works with me at present, aside from one member who sadly handed away.

Appreciation

A thank-you message. A shock bonus. A Slack shout-out. It would not must be extravagant — it simply needs to be real.

Proactiveness

Don’t look forward to chaos to construct programs. Create onboarding paperwork, coaching movies and suggestions loops earlier than you want them. Invite your staff to enhance processes — they typically see issues you do not.

Culture is not written on a wall. It’s modeled by management. Every interplay is an opportunity to bolster your values.

It’s your flip

Back in 2013, IT outsourcing was a $937 billion market. In 2025, it is valued at over $1.5 trillion, with projections to almost double by 2034. If I hadn’t leaned into my core 4, I may need missed that chance completely.

If you are overwhelmed and able to develop, outsourcing is perhaps your subsequent transfer. Start with one repetitive job. Document it. Delegate it. Then check, refine, and scale from there.

Use instruments like Loom for coaching, Slack for communication and Notion for documentation. You do not must construct your staff in a single day — simply begin by changing one seat with somebody who’s dependable and aligned together with your values.

But bear in mind: outcomes begin with expectations. Don’t overload your VA with work you would not do your self. Keep the scope lifelike and the communication open. That’s how belief varieties — and development follows.

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