Something that likely matters more to investment returns than most investors realize is the team behind the JWB investing experience.
You’re thinking, “I’ll probably never meet most of the people managing my investment… how do I know what I’m really getting?”
That’s why on last week’s Not Your Average Investor Show, Pablo, together with JWB’s, Laura McLogan, pulled back the curtain on the only real signal you have: how that team is built in the first place.
They talked about how the way a company hires tells you everything about the experience you’re signing up for and showed the kind of organization JWB is intentionally building, and what that means for you as an investor with us.
Want A Great Teammate? Make Tryouts Hard
Here’s something counterintuitive: the harder you make your hiring process, the better candidates you attract.
Why? Because a rigorous process sends a clear signal: no one is here by accident.
When we have multiple rounds of interviews, assessments, and shadow days, we’re not just evaluating candidates. We’re demonstrating that this isn’t just another job, it’s a carefully constructed role within a thoughtfully built organization. The candidates who make it through that gauntlet? They’re the ones who genuinely want to be here, who understand what they’re signing up for.
If someone isn’t willing to commit to a thorough hiring process, they’re probably not going to commit to the work itself. The people who stay in the process are self-selecting for qualities we value: persistence, genuine interest, and the willingness to be evaluated on more than just a resume.
And as Pablo always says, “the best workplace perk is knowing you’re surrounded by A players.”
Here is what our tryout looks like:
The 4 Questions That Attract A-Players
Most local businesses rush to fill open seats as they grow; someone quits, a position opens up, and suddenly they’re scrambling to get warm bodies in chairs. It’s a reactive approach driven by immediate need rather than long-term thinking.
We’ve learned over time to take a different path.
Here’s our current process, and why each step exists:
Question 1: “What Are They Made Of?”
Before anyone ever touches a client request or a resident interaction, we start by understanding who someone is, not just what they’ve done.
We use a combination of:
- A 3-part questionnaire (yes, the “Why are you an A player?” question is still in there)
- The Predictive Index assessment
Only after we understand their personality and behavioral patterns do we request their resume.
Why this backwards order? As Laura puts it, “I want to see motivation. I want to see who they are before I see a paper version of them.”
Question 2: “Is This the Role They Want to Play?
The next step is a conversation focused less on past achievements and more on intent. We’re listening for:
- What kind of environment motivates them
- What type of work energizes them
- What kind of people they want around them
- What “good work” looks like to them
Here’s the thing: skills evolve, but desires rarely do.
For most roles at JWB, we can teach the job. We have training programs and processes built over years. What we can’t teach, and won’t attempt to teach, is mindset, behavior, or what someone truly wants out of their day-to-day role.
When those don’t align, turnover is inevitable. And turnover is one of the most expensive risks an investor never sees on a spreadsheet.
Step 3: “Are We Aligned on How We Work?”
The second conversation is with leadership, with the same conversational approach, different perspectives, and a simple question from both sides: Do we want to build alongside people like this, and do they want to build alongside us? This helps us dig deeper on culture fit and environment.
Step 4: “Does Reality Match Expectations?”
If those conversations go well, they physically come to our Jacksonville office and work alongside our team for a full day. Not to observe, but actually work. Handle real tasks. Interact with real team members.
This step protects everyone involved, including investors. Because when expectations don’t match reality, people self-select out before they’re responsible for your properties.
That’s the system working exactly as designed. Better to discover a mismatch before anyone commits.
We do all this because we have a very specific goal: the right fit for lasting impact.
The Non-Obvious Strategy Shift That Leads To Longevity
Most companies focus their hiring energy on one question: what does this person offer us?
They check work history, verify credentials, and confirm the candidate can technically do the job. That’s table stakes: necessary, but not sufficient.
Our primary focus is: what do we offer them?
That might sound like semantics, but it’s a fundamental shift in approach. Through tools like the Predictive Index and our shadow days, we’re not just checking if someone can do the work. We’re determining if this role aligns with their natural behavioral patterns and personality traits.
Because that is what will keep someone motivated over a long period of time.
When personality aligns with role requirements, you get better performance, lower turnover, and people who genuinely enjoy coming to work.
This is the key to delivering a great customer experience over a long time.
👉 This is how intentional hiring shows up years later
NOT YOUR AVERAGE INSIGHT: One Thing Matters Over Everything Else
👉 Here’s what we really mean when we say we hire for care.
There should be a through-line in who to hire that applies to every single role in a company.
Not the same skills. Not the same background. But the same fundamental quality.
For JWB, that through line is simple: How much do you care?
Whether we’re hiring for property management, acquisitions, renovation oversight, investor relations, or HR, the core question is the same. We’re looking for people who put a deep level of care into how they present themselves, how they interact with others, and how they do their work.
As Laura put it:
“We want folks who put care and intentionality into how they present to every single person they’re chatting with, whether that’s a candidate, a client, a resident, or the UPS guy.“
This context provides visibility into the team behind the management of your properties. When you get your monthly statement, when a maintenance issue gets resolved, when a resident signs a lease, there are real people behind those outcomes. And those people went through a process specifically designed to find individuals who genuinely care.
That’s why team is the most important investing decision you’ll ever make. Because care is what shows up when things are hard.
Interested to see what surrounding yourself with the right team looks like? Schedule a conversation to learn how JWB works alongside investors to support informed decisions and long-term outcomes.