Matt Viebrock: What Nobody Tells You About Hiring For Acquisitions

div]:bg-bg-000/50 [&_pre>div]:border-0.5 [&_pre>div]:border-border-400 [&_.ignore-pre-bg>div]:bg-transparent [&_.standard-markdown_:is(p,blockquote,h1,h2,h3,h4,h5,h6)]:pl-2 [&_.standard-markdown_:is(p,blockquote,ul,ol,h1,h2,h3,h4,h5,h6)]:pr-8 [&_.progressive-markdown_:is(p,blockquote,h1,h2,h3,h4,h5,h6)]:pl-2 [&_.progressive-markdown_:is(p,blockquote,ul,ol,h1,h2,h3,h4,h5,h6)]:pr-8"> _*]:min-w-0 gap-3 [&_>_*:last-child]:mb-0 print:block print:[&_>_*_+_*]:mt-3 standard-markdown"> In this CG Live episode recorded at the Collective Genius Select and Elevate event in Clearwater Beach, Florida in May 2026, Matt Viebrock joins the show for the first time to preview his masterclass on hiring and team building. Matt runs a fractional COO firm along with Acquisition Reps, a branch focused specifically on hiring for acquisitions, dispositions, and lead management, and he spent years in the acquisitions seat himself running a wholesaling and fix and flip operation. This conversation covers why most operators plateau between $1 million and $2 million, why pulling yourself out of the acquisitions seat too early kills growth, and what A player compensation actually looks like right now in a market where good salespeople have options. If you are stuck doing the selling yourself and afraid to hire, or you have made two bad acquisitions hires and cannot figure out what went wrong, this one is required listening.   Timeline Summary [0:22] – The event, the theme, and the four or five challenges every real estate entrepreneur runs into [1:44] – Why acquisitions is a completely different sale and you cannot just move someone into the seat [4:38] – What the team should look like at every stage, from one deal a month solo up to ten [4:57] – Culture comes before hiring, because if you never define it you still have one [6:23] – You are only as good as your recruits, and identification comes before acquisition of talent [8:06] – Why operators plateau between $1 million and $2 million and stop acquiring talent [8:47] – Reverse the hiring mentality, get operational help before you hire your first acquisitions rep [10:01] – The baseball analogy, why pulling your best home run hitter to manage kills production [11:28] – A players will not work for C players, and why leadership has to level up first [12:47] – The biggest hiring mistakes right now, rushing the process and going off gut feel [13:31] – Gary Keller on making your world big enough that nobody wants to leave [14:57] – What A player acquisitions comp looks like, 15% with a small base as a draw [16:13] – What the masterclass includes, job descriptions, training plans, and full playbooks   5 Key Takeaways Define Culture Before You Hire — You already have a culture whether you named it or not. Deciding what you want it to be is the first move, not something you fix after the team is in place. Always Be In Hiring Mode — Build a bench the way a football team does. Identify people you would want twelve months from now and start the relationship early, so a departure does not stall the business. Buy Back Your Time Before You Replace Yourself — Start with a time audit and an EA rather than an acquisitions rep. Get out of the admin work first so you can stay on the phones and actually double revenue. Your Best Closer Is Not Your Next Manager — Sales production and management are different skill sets. Pulling your top producer into a manager role because a book told you to be the visionary removes the person driving revenue. Pay Like You Want An A Player — Top acquisitions people are pulling 15% with a small base as a draw. W2 with real benefits beats 1099, and the honest test is whether you would take the job you are offering.   Links & Resources Collective Genius — https://explorecg.com   If you are the one still taking every seller call and telling yourself you are too busy to recruit, go back to the part where Matt explains why the plateau between $1 million and $2 million is almost always a hiring problem in disguise. The fix is not a better closer, it is buying your own time back first. Send this to the operator you know who just made their second bad acquisitions hire. You have to get in this room. If you are a full time real estate investor who wants to grow, head to https://explorecg.com to see the different levels of the Collective Genius and find the application. You are where you are right now, and this community exists to help you get where you want to go.