Lawyers can’t do everything themselves—and trying to may cost them time, focus, and growth. This episode explores how to delegate effectively, build trust with remote assistants, and focus on the work that matters most.
In this episode, Steve Fretzin and Jaime Nacach discuss:
- Delegation and prioritization for lawyers
- Choosing tasks and roles for virtual assistants
- Training remote team members through shadowing
- Accountability, communication, and clear expectations
- Automation, global talent, and business growth
Key Takeaways:
- Start by identifying the recurring work that consumes time but doesn’t need the lawyer’s expertise.
- Delegation works best when the responsibilities are clearly divided, rather than expecting one person to do everything.
- Invest time in training at the beginning; shadowing helps a remote assistant understand how you work.
- Measure progress by completed work and clear expectations—not only by hours logged.
- Don’t wait for everything to be perfect before launching; learn from feedback and improve as you go.
“Expectations are very important, especially in a remote setting because people are not next to each other.” — Jaime Nacach
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About Jaime Nacach: Jaime Nacach is a Mexican-born entrepreneur, marketing strategist, and technology enthusiast best known as the Founder and CEO of Virtual Latinos. Driven by a mission to bridge global talent gaps while driving positive social impact, he created Virtual Latinos in 2018 to connect North American businesses with pre-vetted, bilingual virtual assistants and remote professionals from across Latin America. Drawing on a background in digital marketing, business development, and software solutions, Jaime focuses on helping entrepreneurs scale efficiently through nearshore staffing, operational systems, and strategic delegation.
Connect with Jaime Nacach:
Website: https://www.virtuallatinos.com/
LinkedIn: https://www.linkedin.com/in/jaimenacach/
Connect with Steve Fretzin:
LinkedIn: Steve Fretzin
Twitter: @stevefretzin
Instagram: @fretzinsteve
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Website: Fretzin.com
Email: [email protected]
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Call Steve directly at 847-602-6911
Audio production by Turnkey Podcast Productions. You’re the expert. Your podcast will prove it.
FULL TRANSCRIPT
Steve Fretzin [00:02]
Hey everybody! Before we get to the show, want to just share that Alfredo Fernandez, one of our Be That Lawyer community members, was kind enough to write a LinkedIn recommendation. Part of it goes like this: the BTLC is a powerful circle of lawyers who are generally invested in improving their BD skills, books of business, and professional freedom and influence. For the price of one to two billable hours, lawyers can get immediate access to those established and future rainmakers. Contribute, learn, and benchmark with similarly driven lawyers. Check it out today, everybody. Sign up, Be That Lawyer.com/community, and we’ll see you there. And enjoy the show.
Narrator [00:44]
You’re listening to Be That Lawyer: Life-Changing Strategies and Resources for Growing a Successful Law Practice. Each episode, your host, author, and lawyer coach Steve Fretzin will take a deeper dive, helping you grow your law practice in less time with greater results. Now here is your host, Steve Fretzin.
Steve Fretzin [01:06]
Hey everybody, Steve Fretzin here, and welcome to the Be That Lawyer podcast. We’re just so thrilled that you’re here. You guys may not have heard recently, but there’s this new new thing in town called the Be That Lawyer community. This is where ambitious attorneys go on their phone, as an app or online to communicate with 100 other top rainmakers and business developers, take in my content, video, articles, books. Ask a question. You know, what are y’all using for AI, Jaime? I might ask, what’s everybody doing for delegation and virtual assistants? And then Jaime’s going to be there. He’s going to be there to in the trusted resources section. I don’t know if you’re there yet, but if not, we’ll get you there, Jaime. But this is this is the place to be only if you’re an ambitious attorney. And if you’re listening to the show, my guess is that you are. All right, that’s enough about that. As you guys may have heard, I’ve got Jaime waiting in the wings. How are you, my friend?
Jaime Nacach [01:55]
Pretty good. Thank you, Steve. You ready to rock and roll
Steve Fretzin [01:57]
today?
Jaime Nacach [01:58]
Ready to rock and roll. Yes. All
Steve Fretzin [01:59]
right. All right. Beautiful. Beautiful. All right. So let’s start off with our quote of the show, and this is a good one. Steve Jobs, a lot of good quotes out of mr. Jobs. Deciding what not to do is important, as as important as deciding what to do. So, welcome to the show, and tell us why you love that quote.
Jaime Nacach [02:14]
I mean, thank you, thank you again for having me here. I mean, the truth is, as things have expanded in my life in terms of getting to do a lot of different things, which tends to happen with many business owners. Right, you start with one thing, and then there’s more and more and more to do, and so that’s something that keeps coming back to me in terms of understanding what is really the priority. We’re using the EOS entrepreneurial operating system in our business, and that is actually something that happened to also be something that became an important thing. Like, what list can you make of the things that you shouldn’t be doing, right? And that literally became one of the starting things to improve how we were doing things. So yeah, it’s personal to me because we always have a lot of things to do, and prioritizing continues to be a challenge every day.
Steve Fretzin [02:56]
I had someone on the show. I can’t remember who it was or when it was, but they said, “No” is a full sentence. Yeah, you know, I love when people say yes, and I love when I’m able to do things. But you know, the reality is we have to be very careful with our time and not overcommitting and knowing what is useful and what is not. And most people don’t track and measure what is actually working in their favor and what is not. You might stay on a board too long, or you might stay in a networking group too long, or stay with a difficult client too long. Right? We have to make some tough decisions, but
Jaime Nacach [03:28]
inspire people fast enough. Yeah, or just
Steve Fretzin [03:31]
what should we not be doing ourselves? Because there are people that are far more qualified to do it, like marketing and admin and paralegal work, etc. So, really good. Well, listen, everybody, we’ve got a great show for you today. We’ve got Jaime Nacach, CEO of Virtual Latinos, with us today. Where are you calling from? Where are you out of?
Jaime Nacach [03:51]
I’m in San Diego. San
Steve Fretzin [03:52]
Diego. Oh my God, I’ve heard nothing but good things about San Diego. Are you in San Diego or like one of the little suburbs like Carlsbad?
Jaime Nacach [03:58]
No, no, no. Right in San Diego. Actually, San Diego City. I grew up in Southern San Diego, which was, I guess, an outskirt of Chula Vista, right next to the border. But I’ve been here 20 years. It’s been a while. I mean, on and off, but yeah, it’s been here quite a good time, and I love it here. Yeah, between the weather and the place is really nice.
Steve Fretzin [04:15]
Yeah, wonderful. All right. Well, give us a little background of how you came to be in running virtual Latinos. What was that path like for you?
Jaime Nacach [04:21]
Sure. So I started as a company doing marketing, so a marketing agency that I started in 2015, and that was going okay, but it wasn’t really growing too much. I was making enough money to just live with my girlfriend at the time and you know cover expenses, but it wasn’t going to make make it be enough to grow a family, and generally out of my need to be like, okay, I need to make more money to be able to get married and have kids, I said, okay, we got to do something else and figure out something else. But it happened to be that as I started learning through going to marketing conferences, that many of them are actually in San Diego, I learned from a guy who basically had. That whole pitch about hiring virtual professionals and VAs in the Philippines. My God, no wonder that’s how marketing agencies are making money. They’re just having you know more affordable labor. Maybe I’ll try that because at the time I had my whole team here in San Diego, and so long story short, I tried it. Hired five Filipinos, but then I’m like, you know, I don’t really love the time zone being so different, and several other challenges I won’t get into. I’m Mexican, born and raised. I speak Spanish. I live on the border. I’m like, I gotta find me some Mexicans, ideally that can cross the border and come meet with me in person when needed. And also, long story short, there’s really not marketers in Tijuana with U.S.-based experience. It’s just not what exists. So I started looking further south, and I’m like, well, you know, maybe I should not just focus in Mexico and just start hiring elsewhere. And I was really just trying to hire virtual professionals in Latin America, not build a business just to be able to get people for my own marketing agency. But I couldn’t. There really wasn’t one at the time, other than Upwork, which is really for like freelancers, and I was both very afraid and potentially very excited because I’m like, how come nobody’s done this before? It’s a little weird, but you know, I’m like, let’s just try it. It might be a big failure, and if not, I might just find some people to hire, and that’s how it basically kind of came to be and started Virtual Latinos.
Steve Fretzin [06:20]
Yeah, yeah, it’s it’s amazing, and I mean, this is you know there was this issue in the U.S. You know, keep U.S. jobs, and I think we’ve all come to realize that you know there are jobs that people in the U.S. want, and there are jobs that people in the U.S. don’t want, and a lot of the a lot of the jobs in administrative work and basic level marketing and other things you could name, you know, they’re just not they’re not jobs people really want, right? I mean, somebody that graduates from college, they want this big, you know, high polluting, you know, marketing job. So we have to recognize the world is flat, and that delegating out to the Philippines, Latin America, whatever is it’s kind of a no brainer.
Jaime Nacach [06:58]
I mean, some of my you know earliest feedback from people once they started working with the virtual professions in Latin America was like, I am not. It’s like not only am I saving money, which was part of the intention, was like these people really are working so hard. They’re not complaining, showing up to work, doing the best they can. And you know, obviously, I don’t want to bash obviously our American you know workforce not at all. But you know, those were just the comments from several different people in several industries. Like, oh my god, I’m just so happy because these people are so committed to wanting to be here and wanting to do their best and to show up. When you know, usually the entry level person here is like, well, you know, what are you gonna give me? What are the benefits? When do I get vacations? You know, what do you give me as opposed to the other way around?
Steve Fretzin [07:38]
Yeah, like the me versus the we. Yeah, great stuff. So you know, working with lawyers is you know a bit of a challenging area, mainly because they they really feel like they can do it all themselves. They’re very you know comfortable with just taking on everything, and maybe that goes back to our opening quote about saying no to things. But you know, it’s just like you know outsourcing marketing, outsourcing CFO work, outsourcing bookkeeping, outsourcing marketing, whatever it might be, like they just they’ll just do it all themselves, and they wonder where the day went, where the week went. What do you see as the biggest challenge law firm owners have? Is it that they just want to do it all themselves? Is they don’t know that this exists? Where are their stumbling blocks? I
Jaime Nacach [08:20]
mean, you know, I’ve met several different types of, let’s say, lawyers, right? Some that are already either working at an existing firm with several, let’s say, partners or the solopreneurs. We probably started with the solopreneurs, right? And those are the ones who usually have the biggest challenge. And so the challenge is usually, from my point of view, the fact that they don’t even know what to do to get started, right? There’s like so many things to do, and usually the first thing is like if they know they need help, they’re like, okay, I’m gonna find someone who can do it all, and that’s usually the first problem. Thinking that one person can do everything, right? But I mean, naturally, you’re like, okay, I’m gonna hire someone and I’m gonna tell them to do A, B, C, D, E, F, right? So lawyers specifically, because they themselves are like you know playing so many hats, they believe, and you know a typical entrepreneur usually has that idea that you know I can find someone also like me that can do so many things. And yes, there are some. We have great people. I found great people within my hiring needs. But usually, the biggest challenge is just knowing what to do and how to divide the work because there’s really a lot of different things lawyers need,
Steve Fretzin [09:23]
right? And you may not want someone that’s great with social media, you know, being your your administrative assistant, you know, answering your emails. They might be very different skill sets. I get that. So is that then? Then they should look at not a full time hire, maybe multiple part time hires.
Jaime Nacach [09:38]
So what I usually you know have told people is you know start with the thing that takes up the majority of the time that is not worth your time, right? Like you should never be doing $10 an hour work or $20 an hour work if you’re the lawyer, right? Not even $40 an hour, right? You know work. So usually I start by thinking to suggest to them because if people. Never work with somebody remotely, whether it’s in the U.S. or not. That’s the biggest challenge to actually get used to hiring someone to work remotely because they’re not physically in the office. So I usually say, okay, think about you know what’s 80% of the types of things that you want to do. Usually, if you’re a solopreneur, is usually just a lot of admin work, which can be related to intake, client communication, and stuff like that. And I usually tell them, you know, make a list. Start teaching the person who you might hire all those types of things that you want to do first. Once you get to actually trust them, then you can upskill them to do a lot of other things. And then once that person is really not enough, you’re gonna have to just invest in likely hiring another person who’s more expert on something more specific, right? Whether it’s client intake or whether it’s you know in this case marketing or whatever it is you might be needing,
Steve Fretzin [10:44]
yeah, and I mean I’ll I’ll just admit to you and everybody listening, and I I may have said this on the show before, but I feel like I’m a terrible manager. I really don’t like managing people. I don’t like babysitting people. I don’t like having to keep track of people. I’ve kind of been I’ve done that before. I’ve played that game, and so I now have two full-time, you know, virtual assistants. One that’s the CMO of the company, the other that handles like social media and all of that. And I kind of told them like, manage me. Like you need to manage yourself, but manage me. What do you need from me that’s going to help you be better? But I also get mixed signals because I feel like if I don’t, if I’m not a good leader to them, or if I’m not like saying Attaboy or like sending him a gift card, then maybe I’m not like. How should I be working with VAs when I feel like I don’t really want to work with
Jaime Nacach [11:32]
VAs? That’s a great question. I mean, look, I work with a few people very closely myself today. My entire team is remote. A few people in the U.S. most of them in America. You know, probably most of the lawyers aren’t hiring an executive assistant. They might probably need to, but I’ll tell you now. I’ve worked with three different executive assistants, which basically just work really just with me, but they also are an extension of me. And so I think the biggest challenge initially for me was like, okay, how can I actually have this guy train so that I don’t actually have to talk to him? Because just like what you’re saying is like, yeah, the whole point is that I don’t have to be working with him anymore, like too much. Yeah, the reality is like where
Steve Fretzin [12:13]
they’re they’re just riding independently, doing what they’re supposed to do.
Jaime Nacach [12:17]
So, and I usually that’s what I tell people like you are gonna have to spend time with them initially because that’s the only way to get out of it. Like you gotta train them, but don’t try to make it complicated. And so what what we ended up realizing that worked for most of the people in our team was just having people literally shadow us. Like you’re in in our case, you know, or my case, I would just start working and literally just shut my computer speed on Zoom, and I would start meeting with them for two hours in the morning. Then I would let them do a bunch of stuff, and then two hours in the afternoon. And I’m like, you’re literally seeing what I’m doing. In this case, I wouldn’t keep my thoughts to my head as I was doing document or email. I’m like, you know, this is what I’m doing. This is what I’m thinking. This is why I’m doing this. This is why I’m replying this. Literally saying everything out loud, and then you know I did that probably for four weeks, and then you go the next four weeks one hour in the morning, one hour in the afternoon, and so eventually they really get to understand how you work. And like I’ll tell you today, I talk to my EA definitely a lot through Telegram. It’s the chatting app that we have.
Steve Fretzin [13:20]
Yeah,
Jaime Nacach [13:20]
but I meet with him on Zoom maybe once a month for like an hour. Yeah, like I barely meet with him on Zoom because now he knows me very well. Whatever I need, I just write to him. And what I’m about to say is going to sound a little crazy because I’ve said it to other people before. But like, I know that in this case, Alejandro is real. I’ve met him in person. He lives in Honduras, but like because I only chat with them on Telegram for the most part, like for all I know, it could be an AI, right? Like now, when we’re talking about you know how AI things are changing, and like I already told them, like I want you to eventually not be needed as much to do the manual work, so maybe an AI can do a lot of the work that you’re doing, so that you can do other work. But anyways, the point is training them is the most important part to mostly build trust. That’s the main key.
Steve Fretzin [14:03]
Yeah, and I think the trust is critical because what I’m what I’m identifying and working with a number of VAs in the past, they get they build your trust. They get comfortable with you. You get comfortable with them. And there was a guy who was you know doing like 40 hours a week for me, and I said, can we just go through everything you do and like like figure out like how much time each of them takes? It came out to like 20 hours, so I was like, so what? What’s the other 20? He’s like, well, we’re not including, you know, the in between stuff or the transitions or whatever might be. And I’m like, okay, but I also felt like, you know, how do I, and how do lawyers listening that have either VAs or actual just you know, full-time assistants in their office. Yeah. But how do we handle accountability to ensure that people are actually providing what they’re getting paid for?
Jaime Nacach [14:49]
Great question. And that’s actually really related to when we when I started the company and I was doing everything myself too, and there was only one initial person. Right, people were like, you know, how can I make sure that these people were going to be actually doing their work, right? So it’s still, you know, in this case for our company, like we still make people track their hours, and they send us the reports. But and we always tell our clients like, you can request the tracking if you want to, but basically no one does, and it’s been like eight years. Very very few people actually care. So what people really care about is getting stuff done, right? So whether it’s making a list of actual, let’s say, goals, whether it’s completing projects or KPIs or about specific things that you want them to do, and having like a scorecard where you’re like just looking at what they’re doing every week, that’s usually enough for most people. Because the truth is, I’m not going to say everyone, but most people don’t really care if you’re working 20 hours or 40 hours, as long as you’re getting your stuff done. Now, also the other reality is that usually clients and people just know that, like, if people aren’t really doing enough or contacting you enough or just not involved enough, it’s usually a red flag. Like, okay, I don’t think you’re working 20 hours. I mean, 40 hours if you happen to be paying for them, right? But I’ll tell you, there’s other people that the other extreme we’ve had people literally told me is like, listen, not only do I want to hire someone, they’re going to be on a computer that I’m going to have on Zoom, and I want them on Zoom all day. So it’s like if they’re physically there, I’m like, listen, I don’t care if that guy’s okay with you seeing them through Zoom literally eight hours, I don’t mind. And you know some people are okay with it. I think that’s a little extreme myself, but like you can do it.
Steve Fretzin [16:26]
It’s interesting. I mean, that’s an interesting twist on it. Might be stepping, but you know the reality is that there there are people that hustle, and at you know 750 to $15 an hour, they can make a living in the Philippines or whatever. But ultimately, if they have three of those jobs, each of which they’re doing 20 hours a week less than they should be, you know, they’re going to make a really good living. I mean, they make they’re tripling up on on their income. So
Jaime Nacach [16:50]
definitely, this is something that happened to me in the Philippines that I was not happy about. Okay, I was hiring somebody full time, and I ended up realizing that they were actually working two full time jobs with someone.
Steve Fretzin [17:00]
Yeah,
Jaime Nacach [17:00]
which was like totally, you know, not honest, of course, and definitely not nice. And so when I found that out, I’m like, this is really not going to be okay. Hey
Steve Fretzin [17:11]
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Jaime Nacach [19:10]
So I mean, I have a little bit of a weird rule. Sometimes my team makes a little bit fun of me, but I tend to be the guy who’s very flexible. So we let people either have an actual schedule, which most people want, but then there’s other people that are like, “Listen, I’ll do my work, but I I rather have a flexible thing so that I can take an hour away because I got to take my kids to school or whatever. So I told them like, “It’s fine. We can either have a schedule, and then I know what your schedule is, and I know when you’re taking lunch, so that when you’re not taking lunch, if I write to you, like I expect an answer within two minutes, not five. But if you don’t answer me, and I see that on your calendar, because we share calendars, you’re not on a meeting. Then I’m gonna get word. And if this happens too often, I’m gonna tell you like I need a. I would start asking for like, okay, give me a list of things you’re doing every week, because then you start losing trust. So it goes back to the trust. Yeah. If you see that there’s good communication and people are replying to you, and then the actual work gets done, it’s usually a good sign, right? But when you start seeing that work doesn’t get done on time, or the level of detail that they did it on is not the right one, or they really just don’t communicate, to me the biggest one is communication. I’m like, I don’t care where you’re at, and we let people travel around wherever they want to work from if they want to move around. Like you got to get back to me. I, I mean, and I’m exaggerating. I’m like, if you don’t answer me in my minutes, I’m worried.
Steve Fretzin [20:30]
Yeah, right. I’m I’m with you 100. It’s it’s you know it’s disconcerting. But at this, but here’s what I’m taking away that I really think is interesting. That if I’m something I could have done differently, and this would have held the feet to the fire. Is if I went through what that VA was doing, and instead of 40 hours, it’s 20 hours. Then what I should have done, maybe instead of just like shrugging my shoulders, saying, “Well, look, you and I both then agree that maybe it’s not 20 more hours, but maybe another 10 that we should be filling with other stuff, and I’m now getting, you know, what I was getting before, thinking it was 40, but now I’m actually getting 50% more out of that person, and maybe they’re only working 30 hours to get it all done, but that’s still 50% more than I thought I was going to get.
Jaime Nacach [21:14]
Yeah, and I mean, I have another example with someone recently that I had a conversation, maybe like at this point, like nine months ago, and it’s somebody who wanted more flexibility, and I’m like, listen, I’m not gonna count your hours. I don’t care to ever look at your log, but I feel like we’re we’ve been at 40 hours a week, but like I haven’t sent you enough work, and you haven’t come to me proactively saying, hey, I don’t have enough work. Do what else do you want me to do? Yeah. So let me make it straight. I’m paying you for 40 hours. I don’t want to track them, and you want flexibility. If you don’t come to me telling me, “Hey, what else should I do? It’s a problem because I’m also not okay with paying 40 hours if you’re not going to work around 40 hours.
Steve Fretzin [21:50]
Yeah, right. I think I said to one of my guys, “I go like, if you walked into a store, like a clothing store, and you just grabbed the stuff off the shelves and walked out, that wouldn’t be okay, right? He’s like, “Well, of course not. I go, “But if I’m paying you 40 hours a week and you’re only working 20, explain to me how that’s different.
Jaime Nacach [22:06]
Yeah, that’s true. So that’s why it goes again back back to the trust. So I said, hey, listen, I’m gonna give you a lot of work, but when there’s not a lot of work, so expectations, which is something we can talk about, another big thing for me is like expectations are very important, especially in a remote thing because people are not next to each other. You can’t just walk to someone. So, I’ve realized that I’ve failed many times, and I am a guy who’s very detailed. So, like people know that when I write an email about what you need to do, like so explicit, you hopefully shouldn’t have a you know a question. But even when it’s so explicit, somehow people interpret things differently, right? But like managing expectations is so so important. So now you know the expectation. For example, with working with me, like, hey, I’m expecting you that you’re going to reach out to me when you need more work or if you’re going to have questions. So we now write them down. I mean, we have a job description, but like the expectations part of like this is what we expect that’s going to happen is so important. And also from them.
Steve Fretzin [22:59]
Well, it’s interesting too. Is I took you down this path, Jaime, not intentionally, but I think there are people that struggle with the idea of a VA or with their VA or just with their you know their associate in the in the firm. But let’s but the positive outweighs any negatives that we’re talking about by 10 times because the idea that you’re working with somebody and getting stuff off your plate, and in lawyers, every minute, every six minutes, every hour, every you know, every couple hours a day that you get back is $500 an hour in billable work. It’s business development time. It’s an opportunity to take your family on a vacation because you’ve built up enough hours and you’re efficient enough where you’re able to do things the way you want to do them. So let’s talk about the positives and let’s talk about what what bringing a VA into your life or multiple VAs, virtual assistants, into your life can do for the. I mean, give me a story of of how it’s changed somebody.
Jaime Nacach [23:55]
I will, and I have two. I guess necessarily two examples, but two areas. The first is you can hire someone to help make your life better, and that’s the most common. Or you can hire someone to make a lot more money. And let me give you an example about that. Right, most people obviously when they’re going to hire a virtual professional, it’s because they don’t want to do the work themselves, and they shouldn’t. And then you know you’re obviously outsourcing the work, and that’s the common, you know, simple level stuff. Of course, you’re gonna decide what the job description is. You’re gonna train them. You’re gonna even task. Blah blah blah blah blah. You understand the deal, and you shouldn’t be doing that work. And that’s the normal part. And you know, we have several examples about obviously lawyers just being happy that they don’t have directly talk to the clients or spend time scheduling or having to do the case management and upload documents or whatever is you know depending on the type of law firm, but something that struck me that as the example I want to share. So we were in a trade show, a legal trade show, and it was probably the first or second year we were ever doing anything in person, and you know a couple comes and it’s the lawyer and the lawyer. With the like the law firm, let’s say manager, and the manager is the one doing all the talking and super interested. It was probably the first and only time we like literally had a whole conversation and intake of our let’s say process in the trade shop. Like she didn’t want to wait. I’m like, okay, it’s interesting, but it’s cool. We did it, and but the lawyer himself was very quiet. He was just listening, trying to understand, letting the admin person do everything. And then I’m like, you know, these guys look like they’re really interested. They may hire potentially more than one person. And then you know, I reach out to the guy. I put my hand on his shoulder, and I’m like, listen, you know, if this works out and you like it, I’m happy to, you know, put you into a referral program. Maybe you refer me to other lawyers, and we can pay you a commission, and you know he looks at me. He’s like, “That’s very kind of you. But you know, let me tell you the truth. Let me be honest with you. What am I gonna pay you guys? I don’t know. I don’t remember what the price was at the time. It was like you know, 10, $15, whatever it is. You know what? That’ll be plenty. We’ll pay you whatever it cost. You know, we’re gonna bill for that hour, probably 200 bucks. Trust me, that’s good enough for me. And like, I already obviously knew that conceptually, but the moment these guys said it to me like that, I’m like, damn, I’m not
Steve Fretzin [26:10]
charging enough for my guys. Yeah, like I’m not charging me,
Jaime Nacach [26:13]
but I’m like, of course, it’s like you know they might be paying someone in the U.S. for depending on the type of legal, you know, assistant or paralegal, I don’t know, 4050, bucks, and they’re gonna now pay way less, and of course they’re gonna make way more money. So of course, like whatever referral fee I was gonna pay him was like not worth the work, right? So it just struck me. I was like, of course this guy’s not just doing it to save time; he’s doing it because he wants to make more money, right? So it’s like both ways. I mean, maybe it’s just a normal example, but to me, it like it struck me to this day just to think about you know how this guy in this case was thinking about it. So from this point of view,
Steve Fretzin [26:48]
yeah. So we’re we’re kind of wrapping up. I’ve got a few final questions for you. If people want to kind of see if a virtual assistant is for them, what’s the process? And we’ve got a discount code and a discount, a special deal for people that are interested in checking you out. But just to give a quick, you know, one minute overview of like, all right, sure. I know that I’ve got a ton to delegate. I go to your website. Like, what is the process that you’re going to take me through as a lawyer to get someone going working for me, maybe helping me with admin and marketing.
Jaime Nacach [27:22]
Sure, I mean I will go into how we do it, but I think the most important part that everybody should hear about what really is the first step is literally sit down, which usually it’s hard to do because there’s so much stuff going on. Sit down for an hour and write down all the things that you’re doing. Yeah, that is exactly what I did when I was starting to hire my first person. I’m like, okay, there’s all this stuff. I started categorizing by types of tasks, whether admin or intake or whatever, and I kind of approximated how much time I spent on each of them. And that’s the first step because if you have a list of the things that you want to delegate, doing the rest, whether it’s through our company or any company, will be fairly simple. Usually, most people get blocked after they talk to us because they’re like, “Okay, it sounds good, but like, I really don’t really know what to do next. Yeah. Like, what am I really going to do? And it takes too long for them to actually then sit down and make the list or a potential job description, and that’s what really stops them, right? But if you do that before, which is why I wanted to mention it, it’s important. Now, in terms of our process, usually we we have what’s called a discovery call. You sit down with us for about 45 minutes. We talk about who you are first. We we need to understand as a company who you’re looking for, the type of company that you are to understand you. Then we actually basically help you write a job description to understand who you want to hire, how many hours, price points, all that stuff, and then we basically get back to you in two to three weeks with the best three candidates, so that you can pick them and interview them.
Steve Fretzin [28:46]
Yep, awesome, awesome. Well, I know you guys are offering a discount if you go to in the website. Well, what’s the website? Because we’ll we’ll and we’ll have it in the show notes. Sure.
Jaime Nacach [28:55]
Yeah, the website is virtuallatinos.com, and if you go to the like register or sign up page. There’s a section to be able to put a code. The code is be that lawyer to get 300 bucks off.
Steve Fretzin [29:07]
Fantastic. Okay, and I think that happens when you join. So you’re gonna you’ll get that once you join and and get a virtual assistant for yourself. Last question for you, a big one. What time is big mistake?
Jaime Nacach [29:20]
A big mistake, and I still make the mistake, but I continue to learn is continuing to try to perfect everything before launching things. That cost me talking to business
Steve Fretzin [29:30]
attorneys out there, right?
Jaime Nacach [29:31]
Exactly. Yeah, I mean, my marketing agency was great at the service, but I took too long and to perfect the website and the fires and the emails that I would send, and not enough time selling. Yeah, and that’s what really made me fail, and that’s the truth. And so when I started reaching this, I’m like, I don’t even know if this is gonna work. So I’m gonna just launch something. I know it’s not gonna be perfect. People are gonna complain and give me a lot of feedback, but you know I don’t care. So that’s what I do, and that’s what’s helped.
Steve Fretzin [29:58]
What I love about. The final question I ask about someone’s big mistake is that there’s probably you know a few 100 people listening right now just on that topic alone that are going. That sounds like me, and I think there that Jaime’s right. I’ve I can’t just sit and over you know overcomplicate, analyze, perfectionist attorney my way through some things. I’ve got to I’ve got to just knock it out and get going. It’s like your first post on LinkedIn. Oh, I’m going to just overanalyze it for a million years. No, just write something, put it up, and just see what happens, and see the response, and make improvements from there. Fantastic, man. Well, listen. Let’s take a moment. Thank our incredible sponsors. We’ve got Lawyer.com, an incredible resource and and directory for lawyers who want to get found. LexReception, just like with what we’re talking about with virtual people, don’t answer your phones. There should be somebody handling that 24/7.
Jaime Nacach [30:50]
They’re great. We know them, so they’re good. Oh,
Steve Fretzin [30:53]
you know those guys. All right, they’re the best. And of course, Rankings.io amazing lead generation company for you guys, especially in PI. And check out the Be That Lawyer community at be thatlawyer.com/community and see what’s going on there. And we know what your website is. Anybody? So we got the discount code. Everything. Anything else you want to add as we wrap up, Jaime?
Jaime Nacach [31:13]
No, I just want to you know thank everybody for listening and just you know know that the world has already started to change, whether it’s because of connected world with people working around the world, then you can pick the best talent from anywhere, and that’s just the new reality we live in. And just to be open to how things are changing,
Steve Fretzin [31:31]
and it’s in I I teach a lot of different things, but I would say of everything that I teach and everything that I talk about on a regular basis with my with my lawyer clients, delegate and automate everything you can is in the top three most important things that I talk about every day with my clients. And when I hear the different things they’re doing, and we do evaluate and have them track their day, wow, it is eye opening. All the stuff they’re doing that they absolutely should not be doing repetitive. I will say one
Jaime Nacach [32:00]
thing.
Steve Fretzin [32:00]
Yeah,
Jaime Nacach [32:01]
I want to share something about that because obviously we didn’t have time to go into a lot of detail. But one of the key successes for this business is because I had the marketing background and the tech background that I studied. I was able to grow this business because, of course, I was you know delegating a lot, but also I am a big automation person. I used Zapier, which is a software to, you know, connect things when they had around 300 apps. Now they have about 3000 or 5000 apps, and really that was like my personal pitch on my website before I even started virtual Latinos. You know, delegate and automate because it’s what I was kind of already doing, and yeah, it really makes a big difference. And with AI, is going to continue to be the key,
Steve Fretzin [32:41]
so don’t you know you’re the one holding yourself back, folks. If you’re not automating and delegating, and again, we’re here to help you do that. If you’re not sure how, talk to the pros. We’re here to help you. So, Jaime, thank you so much. Appreciate you coming on the show, sharing your wisdom, and you know we’re gonna make sure we get you up. If you guys don’t know, this show is also syndicated in Above the law and attorney at work and National Law Review on their YouTube channel. So we’ve got a lot of different places where this show goes, and we just hope you’re picking up on it one way or the other. But thanks, Jaime. Appreciate you.
Jaime Nacach [33:12]
Thank you as well. Thank you so much too.
Steve Fretzin [33:13]
You got it, and thank you everybody for hanging out with us for the last 30 and change. Here to help you be that lawyer, building your book, owning your future and being that lawyer. That’s what it’s all about, folks. Take care. Be safe. Be well. We’ll talk again very soon.
Narrator [33:30]
Thanks for listening to Be That Lawyer: Life-Changing Strategies and Resources for Growing a Successful Law Practice. Visit Steve’s website, fretzin.com, for additional information and to stay up to date on the latest legal business development and marketing trends. For more information and important links about today’s episode, check out today’s show notes.