ATLAS TC
Consulting
Proposal
This Proposal outlines the pathway to a custom 90-day engagement designed to identify the systems, skills and structure your transaction coordination department needs to protect closings, manage risk, and hire or train the operator to manage it independently at a high level. Whether you need to build or perfect the foundations already in place to operate more efficiently, or scale, we have the experience to get you to the next level.
WHAT A TC IS REALLY FOR
Before we talk structure or pricing, it's worth recognizing that a Transaction Coordinator is arguably the weakest link in most REI operations and a single point of failure in protecting your revenue operation.
A good Transaction Coordinator is not an admin or paid to "push paperwork". They are paid to protect closings, manage fall out risk, absorb stress, and maintain confidence across every party in the deal — For perspective, your acquisition and disposition teams only have to make one sale at contract. A TC has to make 100 micro-sales to get buy in on every file so your revenue stays predictable.
Most teams are unintentionally doing three things at once: paying for output instead of responsibility, scaling volume without scaling authority or compensation, and treating TCs like admin when they're actually operators. That disconnect is what causes the burnout, turnover, and chaos you're likely familiar with.
This engagement is designed to change that — permanently.
What This Is
- A structured 90-day coaching and development program
- Custom-built around your team's specific gaps and goals
- A framework your TC will own and operate independently
- Accountability, templates, and systems — not just advice
- A strategic investment in your deal infrastructure
What This Isn't
- A generic training course or pre-recorded curriculum
- Done-for-you operations management
- A substitute for leadership and clear ownership
- A quick fix — real change takes a 90-day window
- CRM development or technical implementation
HOW IT WORKS
Every engagement follows the same proven structure. What changes is the content — driven entirely by what the Diagnostic reveals about your team's specific situation.
Discovery Call
If you haven't already, schedule a brief discovery call so we determine if we're a good solution for your needs. We'll ask about team structure, deal volume, current challenges and goals. This context informs everything that follows.
Schedule Discovery CallTC Diagnostic
A structured 90-minute deep dive with you and your TC (if already hired). We review your SOPs, tools, CRM setup, and current processes. You receive a written TC Readiness Report within 5 business days — scoring your operation across five dimensions and prescribing your custom 90-day focus track(s). The $750 fee is fully credited toward the engagement.
$750 · credited to engagement90-Day Coaching Engagement
Weekly 60-minute sessions, a private Notion consulting board, async support, and all reusable templates and frameworks delivered throughout. The content is custom to your prescribed focus track(s). Month 3 concludes with a final leadership recap report and transition plan.
$2,500/month · 3-month minimumOngoing Support (Your Choice)
Continue with a monthly retainer that includes bi-weekly strategy sessions and Skool community access. Or step down to Skool-only for ongoing resources, community support, and accountability. Both options are month-to-month with no minimum.
$1,000/mo retainer · $197/mo Skool communityYOUR 90-DAY ENGAGEMENT
Core Deliverables
These are consistent across every engagement, regardless of focus track.
Monthly Rhythm
- Kickoff: Notion board + 90-day plan set
- Process audit: actual vs. ideal workflow
- SOP master list + priority ranking
- First SOP sprint (TC writes, you review)
- Month 1 written summary
- Communication framework delivery
- Escalation protocol built
- Risk + title red flag training
- CRM logic and tool stack mapped
- Month 2 written summary
- KPI dashboard built + self-reporting live
- TC-led process review session
- Documentation complete + organized
- Final leadership recap report
- Retainer / Skool transition plan
Focus Tracks: Custom to Your Diagnostic
Based on the Diagnostic, your engagement will be assigned a primary track and up to one secondary track. The 90-day structure stays the same — what shifts is the content, templates, and priorities delivered within it.
Master SOP list by deal type, SOP writing framework and templates, task ownership map, process gap identification, and checklist audit and rebuild.
Time management frameworks, communication scripts, risk management and escalation protocols, title red flag training, and accountability structure.
Pipeline stage logic mapping, CRM Build Brief completed together (handed to your developer/admin), automation logic defined, tool stack recommendations by deal type.
30/60/90-day onboarding plan, week-by-week milestones, training sequence, first 30-day check-in scorecard, and leadership communication protocol.
TC org chart design, capacity planning framework, multi-TC handoff protocols, KPI dashboard, and TC lead development path.
Full process and SOP audit against live deals, error pattern analysis, SOP cleanup, communication audit, and a reset plan with quick wins and leadership realignment.
HIRING SUPPORT
If you're building your TC team or replacing a role, this add-on ensures you hire the right level of person for where your business actually is — and sets them up to succeed from day one.
The TC Level Framework
Not all TCs should be paid the same, because they are not doing the same job. Compensation is anchored to revenue — not arbitrary market averages.
- Focus: Task-based, checklists, timelines, document control
- Authority: Low — needs oversight
- Revenue allocation: 2–3% of closed gross revenue
- Typical base: $3,000–$3,800/mo
- Often VA/offshore or junior stateside hire
- Works best with strong SOPs already in place
- Focus: Problem-solving, seller communication, title coordination
- Authority: Moderate — operates independently
- Revenue allocation: 3–5% of closed gross revenue
- Typical base: $3,500–$5,000/mo + performance bonus
- Most in-house stateside TCs sit here
- Base = stability · bonus = motivation, not pressure
- Focus: Deal triage, risk mitigation, training junior TCs
- Authority: High — capacity planning, department ownership
- Revenue allocation: 5–7%+ of closed gross revenue
- Typical base: $5,000–$7,500/mo + override bonuses
- Functions as a TC manager or department head
- Highest leverage hire for high-volume teams
Revenue-Based Compensation Reference
Market rate is noisy, regional, and usually lagging. Revenue is honest. Anchoring TC pay to closed gross revenue means compensation scales naturally — no renegotiating every six months.
65–75% base + 25–35% performance bonus$72K/yr
What I Do vs. What You Do
I Do
- Build custom TC Level Profile (L1/L2/L3) for your deal volume and strategy
- Provide Job Description template customized to your profile
- Provide Interview Question Bank organized by competency
- Debrief with leadership on final 2–3 candidates
- Provide compensation guidance and offer framework
- Deliver 30/60/90-day onboarding plan for new hire
- Refer qualified talent if no strong candidate exists in our network
You Do
- Post the job listing and manage sourcing
- Conduct initial screening and first-round interviews
- Narrow to your final 2–3 candidates
- Make the final hiring decision
- Manage the TC post-hire (that's what the coaching engagement is for)
If no strong candidates emerge through your own search, we recommend Sharper Talent — a recruiting partner experienced in placing operations and transaction talent for real estate investment teams. We can make a direct introduction when appropriate.
WHAT IT COSTS
Simple, transparent pricing. One structure, custom content. No packages to choose — the Diagnostic tells us exactly what you need.
After the 90 Days
What You and Your TC Are Responsible For
This engagement works because of a clear division of labor. I provide the framework, coach the thinking, and deliver the tools. Your TC does the work — and owns the result.
| Area | I Deliver | Your TC Owns |
|---|---|---|
| SOPs | Master list, writing template, review + feedback | Writing every SOP and revising based on coaching |
| Process Maps | Facilitated mapping sessions, validation, guidance | Narrating the process and owning maps post-session |
| CRM / Tools | Pipeline logic, CRM Build Brief completed together | Implementing in the CRM; handing brief to developer |
| Communication | Frameworks, scripts, templates, live example review | Applying on real deals; bringing examples to sessions |
| Performance | KPI design, accountability structure, session review | Weekly self-reporting and metric ownership |