Prosper

Learn why OKAY.com's property agents are succeeding

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EXPLORE 

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 OKAY.com today.

Why OKAY.com?

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 OKAY.com share in the belief of helping first, selling second.


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OUR TECHNOLOGY, YOUR SUCCESS

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 OKAY.com earn more

A Career with OKAY.com

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 OKAY.com, 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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20-35%

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.

50%

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.

5-20%

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. @OKAY.com 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 OKAY.com, 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.

Support

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 OKAY.com can partner with you

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

OKAY.com Agent Blog

Changing the property industry one agent at a time

  • Today, real estate is known as a man’s world, but women are finding their place in the once gender-skewed industry. Hong Kong property agencies have some of the largest concentration of women employees in Asia-Pacific, however, only a small number of firms have women in senior positions due to the lack of flexibility which is crucial in their professional success. Per a recent study conducted by Urban Land Institute and professional services firm EY, of the 280 women surveyed in Hong Kong about half said they felt constrained by the challenges of balancing family and work. 60% of the respondents cited the factor as an obstacle. In general, companies are good at bringing women into the industry, but the challenge lies in keeping women employed in the long-term.Fostering an environment where women can thrive while managing familial obligations is just one of the goals for OKAY.com, with a management team that consists of 67% women. In addition, 74 of our 105 employees are women.The Chairman of the Board, Beverly L.W. Sunn, is one of the first American female entrepreneurs to establish a successful corporate relocation firm in Asia and a founding member of the prestigious Women of Influence annual conference. Moreover, the most important senior positions across OKAY.com real estate teams are all held by women, making them responsible for the entire salesforce. The top earners in the company are also women.When it comes to leadership development and other workplace practices related to advancement of employees, OKAY.com advocates gender neutral policies with performance-based approaches. The company has successfully retained and attracted female leadership through their overall philosophy in which people enjoy flexible working arrangements. They receive team support should they be pregnant and flexibility to take time off to focus on their families. Even in the company’s short history, 75% of women leaving for maternity have chosen to return to the company after the arrival of their child.Supporting and developing women is critical to the overall success of the organization, especially given that women comprise almost 75% of the company.Powerful Success Stories That Will Inspire YouOKAY.com has made diversity a priority when structuring the internal operations and the management teams, with the overall mission to create an environment that nurtures talent based on merit, not on gender. The overall company philosophy is about its flexible arrangements, which includes fully flexible hours, working from home, job sharing and a healthy work-life balance. These principles benefit the entire company and are part of the high job satisfaction and very low turnover. The flexibility to choose a schedule based on your needs has empowered the women of OKAY.com to control their time and, choose how busy they want to be.Although this goes against the grain of most companies in Hong Kong that require long working hours, this balance and control has led people to be even more committed to their careers, and OKAY.com generates revenue per agent that is over 3x the industry average. Furthermore, the flexibility has enabled many of the male employees to bear a greater share of family and child obligations, in turn allowing their spouses to pursue their own dreams and careers.OKAY.com is working hard to dispel the negative connotation that is often associated with flexibility, the most common being the fear that individuals would risk being passed over for promotions or raises. Shifting the power back to women to make their own decisions has quickly accelerated their positions within the company.Beyond flexibility, OKAY.com provides several programs that perpetuate the advocacy of women within the organization. Programs such as mentorship alliances, which gives women the opportunity to partner with others to shadow and learn from. Or even the job-sharing aspects which give women the opportunity to reallocate work to their team members if they are too busy, have other obligations or if they simply need a helping hand. The entire organization has embraced this culture and are themselves recruiting others to join the organization, driving the 100% growth seen in the last 12 months.Without excessive hierarchy or the formality of “development programs”, OKAY.com has seen engagement and personal growth occur organically. People here are asked, but not forced, to help their team members, whether in the form of knowledge sharing, mentorships or development. They are welcomed to propose new ideas for professional development or company improvements, and many of the multitude of ideas have been incorporated across technology, marketing, services, pricing, recruitment and training.Studies show that women in executive roles are less inclined to help female newcomers, driven by heightened competition when there’s few other women. This is absolutely not the case at OKAY.com.Women at OKAY.com don’t see others as threats because of the overarching business model. In an industry known for being hyper-competitive, OKAY.com has the reverse approach, focusing on collaboration, teamwork and knowledge sharing. Women are emerging as dominant players who know what they want and how to go about achieving their goals while balancing family and career. And with balance being a key driver in career decisions, this trend is set to continue over the longer term with the power of choice plus power of women generating an industry changing force.We can only imagine what that might mean.Dedicated to growing your personal success? Sign up to receive helpful articles, new listings and market updates!

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  • OKAY.com 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 OKAY.com. 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 OKAY.com’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 OKAY.com 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 OKAY.com 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 OKAY.com 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 OKAY.com.My 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 OKAY.com 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 http://www.humanresourcesonline.net/the-evolution-of-hr-in-the-start-up-economy/.Dedicated to growing your personal success? Sign up to receive helpful articles, new listings and market updates!

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