Learn why's property agents are succeeding

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About Us

We are a property agency with leading real estate professionals who focus on the success of our agents and the clients they serve.

Our Mission

To create a place where real estate agents can find more clients, better serve their clients, and thrive by working together.

The Opportunity

You can be achieving greater professional and personal success. Read what our people say and learn more about today.


Be a Part of This

We’ve built a technology platform that empowers our agents with more information, so they can serve their clients more effectively. We’ve also created an environment where teams want to share information with one another, giving clients more properties to choose from. Ultimately, real estate is about people, and the people that have joined share in the belief of helping first, selling second.

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With a wealth of mobile tools, accessing your property database on the go has never been easier. It allows you to be more responsive and efficient when communicating with your clients.

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Agents at earn more

A Career with

Our philosophy is simple – you should enjoy significantly higher income, while still benefiting from a strong database, many clients, marketing and dedicated support. We achieve this by investing in our people and in great technology to empower you. We know Real Estate Professionals work hard, and at, you are rewarded for it.

We keep our career path deliberately simple. Whether you are new to the industry, an experienced professional, or looking to build a team, our commission rates start at 2x what you will find elsewhere.

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Simple, high commissions

Salary + Commission

With an attractive base salary, our commissions start at 20% then move straight to 35% after basic goals are reached. Most agencies make it almost impossible to reach these commission levels. We want you to earn more.


On Everything

Commission Focused

With 50% commissions, you're not an employee, you’re a partner. Over 80% of our agents choose this option because they earn even more while benefiting from identical access to the same database, tools, support and clients.


On team revenue

Team Leaders

Leadership is what drives success, and we reward leadership more than any agency in the market. Team overrides start at 5% and progressing as high as 20% ensures you’re rewarded for building a great team.

What we provide

We want you to be the best that you can be.
It's not just about high commissions. you have everything you need to be a successful property agent.

More Clients

With 90% of searches starting online, our award-winning website is one of many ways thousands of potential clients find us every month.

Direct Listings

Do you co-op on most of your transactions? Our agents close direct transactions over 80% of the time because of the strength of our database. And it's getting stronger every day.

Training & Development

We are committed to your ongoing learning. From hands-on support from your colleagues, to seminars and our mentoring program, we provide comprehensive learning opportunities for you.

Collaborative Environment

In your agency, do other agents work with your clients? That may be good for the company but it’s frustrating for you. At, your active clients work exclusively with you so that you can offer 100% service and not compete with your colleagues.

Tech Advantage

Our proprietary technology and database are fully mobile and give you access wherever you are 24x7. Featuring a wealth of mobile tools to help you respond to your clients faster and get new properties to them first, so they don't miss out.


Our Client Service team help you find new property listings, prepare marketing letters, arrange transportation and many other services. And we provide you with a transportation allowance. We do this so that you can focus more of your time with your clients.

Same business, fresh approach

Working for a technology-powered real estate agency that is committed to your success can take your career to new heights

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What our agents say

Being committed to your success is about culture, learning and rewards

We Want to Meet You

Contact us to schedule a confidential conversation about how can partner with you

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Thank you for your interest! We look forward to connecting with you. Agent Blog

Changing the property industry one agent at a time

  • is pleased to announce the promotion of Lily Wong and Andrea Ott to the position of ‘Director – Residential Division’. The appointments follow a record year for the company.Lily Wong has been a respected figure in the Hong Kong real estate industry for over 30 years, having held senior positions in major luxury brokerages prior to joining Since coming on board, Lily has demonstrated expert leadership skills in building a team of highly successful people that embrace the innovative culture of knowledge sharing, and outperforming with their clients as a result.Andrea Ott continues to be one of’s great success stories. As one of the firm’s first agents, she has rapidly risen in the organization and now oversees one of the most successful teams in the company. Through the encouragement of the Executive Team, she has emerged as a strong manager with an ability to balance both client and team needs while retaining a genuine passion for real estate.Both Lily and Andrea, alongside existing Director, Belinda Woo, have been key drivers of change and innovation. They have been instrumental in guiding corporate strategy, finding solutions to streamline the agent workflow, and working across departments to help position as Hong Kong’s property agency of choice for both clients and agents.In their new roles, they will continue to work closely with the Executive Team in leading the business forward as it enters its next stage of growth - looking to sustainably scale the business while ensuring the company’s overall philosophy and culture remain strong. “Andrea and Lily embody the spirit of stewardship, working collaboratively with those around them, mentoring the organization and surpassing clients’ expectations of what to expect from a real estate professional” said CEO, Joshua Miller. “They both set examples of how one can achieve a higher level of professionalism and success in our industry.”Dedicated to growing your personal success? Sign up to receive helpful articles, new listings and market updates!

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  • Why would anyone from an established and well-known organisation join a younger, high-growth company? This is the first question I get asked when discussing my transition from Italian luxury fashion house Dolce & Gabbana to the tech-driven property agency answer is quite simple. Naturally, a large, well established company offers in-house expertise, name recognition and scale - unequivocally influential factors in career growth. However, high-growth start-ups are fast paced, innovative and dynamic. The opportunity to learn more and gain visibility from company leaders is far greater in this type of environment.As transformational changes in technology continue to increase the complexity of business around us, professionals need to be mindful of the unrelenting competition and globalisation that are altering the way we perform our roles. Specifically, the HR profession is in the middle of a shift as companies are redefining what it is, how it’s managed and how valuable it is. Transitioning my career from more of a traditional HR role into the startup industry, I’ve had to shift my focus to be more strategic in how I influence the company’s bottom line. Below are the top four questions about HR in the start-up industry and how I’ve had to change my mindset to fit the dynamic economy.Four questions about changing the HR mindset in the start-up industryHow does the growing start-up scene affect the HR landscape?Start-ups and SMEs tend to run lean and often one of the first departments to get cut or overlooked is the HR department, mostly because these types of enterprises don’t understand its true value. The HR landscape is facing challenges as these industries continue to grow because of technology adoption and its undertaking in replacing functional admin roles like benefits, payroll and more. Although these operational aspects may one day be replaced by technology completely, the business aspect of this role will never go away. The HR landscape is shifting from the once “people person” role to more of a businessperson ideology with a focus on optimising the productivity and performance of individuals through technology. These practitioners need to think about how to develop the next generation of leaders and create a culture that attracts the best and most talented of employees.Do HR professionals need to adapt and adjust their role for these high-growth companies?Regardless of the industry, size or location, companies face similar challenges that require organisations to adapt and build new capabilities. Rapid change is perhaps the greatest challenge companies face in adjusting and embracing continuous transformation. HR professionals need to learn quickly and innovate constantly to take on new strategic executions faster and more effectively. The new role for HR will be to act as a strategic partner in defining the architecture of the organisation. Becoming a strategic partner demands more knowledge about business strategy, markets and even the economy. They must quantify their role in terms of the value they create for the organisation. The effectiveness is measured in terms of business acumen rather than engagement and cultural transformation.Since many start-ups operate in the “new economy”, with new business models and employees who think differently, which HR skills are transferrable?In the new economy, the most transferrable skills are creativity, analytical skills and a “stakeholder” mindset.Smaller, fast-growing companies often have the double-edged sword of being more nimble but with more limited resources. They rely on attracting and retaining great talent, in part because they don’t have as well known a brand to lean on. This means today’s HR professional must think creatively about how to achieve objectives with limited resources. It’s very rewarding to be part of a culture that is willing to take risks and give you the freedom to try your ideas. Resourcefulness is the top determinant of success as a HR practitioner in the new economy.Analytical skills are also critical to new economy companies, and thus are highly transferable. Analytics and data have already transformed the world of talent. Companies look to HR practitioners to utilise employee data to make informed people management decisions. Organisations now understand the value of big data and will work across their administrations to effectively answer important talent questions. For most companies, their human resources departments already own this data so it is up to these HR professionals to identify drivers of actual business outcomes. HR leaders will also have to answer the “So what?” question asked by CEOs. Senior executives are now looking to them to identify the ROI of people investments and other initiatives. Start-ups and tech-focused companies have an ingrained culture built around data. This means senior management better appreciates HR professionals who think analytically.Finally, HR professionals can find great success if they think of themselves as stakeholders, not employees. Start-up leaders look for this quality in all their people, especially in strategic positions such as talent management. With great people, great things can be built – that’s what younger companies are aiming for, not incremental growth or simple job security.What is the current training/development structure like at and how does it compare to your previous roles?It’s hard to compare considering the industries are so different, but I what I can tell you is that the training and development here is phenomenal. To begin, everyone that joins goes through a two-week onboarding process. This is by far the longest training I have seen in any company I’ve worked with. Also, what is extremely unique here is the open and collaborative environment. Given the property industry’s reputation of being fiercely competitive and highly individualistic, it’s been a (positive) surprise to see real estate agents not only work together to share information and close their deals, but also work together with the IT department and the marketing team to think of new ideas to help the company and, ultimately, clients. This type of open environment is the recipe for success.This article was first published by Human Resources and is republished with permission. The original article can be found at to growing your personal success? Sign up to receive helpful articles, new listings and market updates!

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  • Being a parent and a professional is certainly a balancing act and it applies to every working parent, including the often-excluded fathers. We often hear the challenges working women face to have it all, but we rarely talk about fathers who may be experiencing the same types of guilt and pressure women face when balancing careers and fatherhood.According to Pew Research Center, 48% of working dads say they spend too little time with their kids, compared to just 26% of working moms. Today’s fathers are just as likely as working mothers to say that finding a balance between their jobs and family life is challenging. There has certainly been a shift in mindset, where dads are making a conscious effort in providing both emotional and financial support to their families.How can companies support and embrace fatherhood and what can we learn from fathers who are successful at home and in the work place?Torbjörn Dimblad and familyIt’s been well documented that when companies give their people greater freedom and fulfillment, their employees are happier, more loyal and care more about what they do. Google, Starbucks and Nokia are all known for this.Although some career choices are fundamentally incompatible with being engaged in day to day activities with a young family, there are a growing number of companies that are flexible in making changes to meet individual and business needs.At, focusing on doing a great job is far more important than counting the number of hours worked. Joshua Han Miller, CEO of explains, “I’ve never told any employee that they must work until a certain time, and I’ve never needed to. If anything, I’ve always felt that encouraging balance and time with family leads to greater long-term dedication. I’ve seen it at, and within myself.”This is especially true for property agents who of course have personal lives and responsibilities, but whose clients need them to be available during weekends and evenings. Trusting people to manage their own time allows them to control their success. This in turn means they’re more passionate about what they do for their clients – the opposite of a factory mentality.Agents at have the option to selecting the way they work. They can opt for a full-time structure with a salary + commission structure or on a pure commission basis with no fixed hours (most select this structure given the higher commissions). Both structures have the same remote access to the company’s systems, database tools and support. Although “full-time” agents (with a basic salary) would seem bound to be in the office more, doesn’t force office hours on full-time agents.Joshua explains, “The choice of financial package is a personal one relating to someone’s fiscal situation and risk/reward preference. It doesn’t relate to their professionalism or dedication. Full-time agents are out with clients on weekends and can choose when to work from the office or from home. Commission-only agents are just as dedicated to their careers, sometimes even more so given their success and income are tied 100% to how well they serve their clients. The preconception that ‘freelance’ agents are less dedicated, professional or accountable is not at all the case. Both freelance and full-time agents have the flexibility to balance work with their personal lives.”Stewart Shaw and familyEven with the flexibility to control one’s own schedule, being a hands-on parent and a successful professional is still challenging (as any parent will tell you). Stewart Shaw, a property consultant and a father of two, explains that planning and creating a schedule is key. He says, “My wife and I sit down together every week and we plan out our children’s activities and routines. We then factor in our work schedules and determine who is responsible for what. For us, staying on track means planning and scheduling in advance, nothing works without it.”Colin Lew, a property consultant and father of an 18-month old child, describes his approach, saying “It can be difficult to juggle, but not impossible to manage, as long as partners are clear in their career objectives and personal/family objectives.”Colin Lew and familyColin will often book time during the day to spend with his daughter, ensuring that he does so between client viewings or office appointments. He explains that the culture has encouraged balance outside of the workplace.He says, “I have the flexibility to work in a way that best suits me whether it be in the office or out of the office. Certainly, our mobile technology ensures that I can choose to work anywhere with an internet connection whether using a computer or smartphone.”Establishing this type of culture was important for Joshua, who is also a father. He explains that “Running a company can be all-consuming, but maintaining daily touch points with my family during the week are important. Since my children are still very young, I usually can’t be home for their 6pm dinnertime, but I make sure to get home before their bedtime to talk about their day and be part of their winding-down. Then I’ll eat dinner and clean the kitchen to give my wife a small break, and work remotely at night. More importantly, I know how important it is for people in the company to be energized and have balance in their lives –it’s the only way to achieve long-term success.”For Torbjörn Dimblad, CTO of, balancing fatherhood and career has been easy thanks to his understanding wife and family. He explains that in general, he is committed to work during weekdays while his wife takes care of the household.He says, “Having flexibility at the office has been and continues to be very important to me and I make sure I attend special events for the kids at school. On occasion, I surprise them by making it back for a football practice or dinner with everyone.”For Torbjörn, working for has helped him find this balance. He says, “There is definitely encouragement from management that a work-life-family balance is important. The company values what you get done and deliver, not that you spend hours and hours at the office. I certainly take advantage of this.”In today’s professional environment, flexibility is key in attracting and retaining talent. There are mutual benefits for both employees and employers as the overall productivity increases and so does morale and engagement levels.Senior executives in companies who sincerely share this philosophy (dads and moms!) need to live by example to show the rest of the organization that they won’t be penalized for work-life-balance.At the end of the day, it’s the small things that matter with your kids. For the new fathers, Joshua advises them to, “enjoy every minute and to look for opportunities to be a part of your child’s every experience. And don’t forget to appreciate your spouse – they are your partner in life and, by extension, your partner in achieving success in your career.”It’s important to do what makes you happy, challenged and energized – this balance is different for every father and for every family situation. If you air on the side of work, do remember that your kids grow up very quickly, and the time you prioritize elsewhere can’t be given back.Dedicated to growing your personal success? Sign up to receive helpful articles, new listings and market updates!

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