For example we pay our own income taxes, broker splits and all of our other expenses directly out of what we make including required E&O insurance, MLS dues, licensing fees, Board of Realtor dues, continuing education costs, marketing, advertising, office fees/rent, transaction coordinator/ assistant fees, health insurance, car insurance and maintenance, gas, tires, software, retirement fund, etc.We are not W2 employees with payroll taxes already taken out of our paychecks, company-paid health insurance and matching retirement account plus a guarantee of at least 40 hours paid work per week, sick pay, paid vacation… none of that.So if you’re thinking you’ll be able to pay an hourly wage typical of a W2 hourly employee like $50-85/hr… that’s definitely not going to work.

They put one of their employees into one of my houses, and after I switched to a new property manager, that tenant stopped paying rent (amazing!)  

As of October 2024, 75% of remote work employees now have some sort of in-person work requirement, up from 63% in 2023 (Source).

Specifically, you could forego hiring a property manager in the first year, as this is when you would want to apply a cost segregation and accelerate depreciation.

Do you put managers/assistants/employees in as co-hosts? 

It seemed like most the folks you have on staff are CPA or other, but no specific legal experts.

BTW you said you have a 9-5 so keep in mind you cannot double dip on the employee 401k contribution.

Wrongfully terminating individuals not only disrupts their lives and livelihoods but also reflects a lack of respect for their rights as employees.

That is, banks that are connected enough to have, umm, “fewer regulatory issues” and ex-employees or soon-to-be employees “regulating” them.

Is there a specific challenge you are trying to solve for?