Executive Summary
If you’re hiring agents but not retaining them, your onboarding process might be the problem. A strong onboarding checklist isn’t just a formality—it’s a retention strategy. It sets the tone, builds confidence, and accelerates productivity. Whether you’re onboarding brand-new licensees or seasoned agents switching brokerages, the first 30 days are critical.
In this post, I’ll walk you through exactly what to include in your onboarding checklist—from tech setup and training to culture-building and compliance. This is the same framework we use when building onboarding systems for brokerages at MNKY Agency, and it’s designed to help you scale your team without losing your mind.
Key Takeaways
- A structured onboarding checklist improves agent retention and productivity.
- Onboarding should cover tech, training, marketing, compliance, and culture.
- The first 30 days are about clarity, confidence, and connection.
- Brokers who invest in onboarding see faster ramp-up times and stronger loyalty.
- Use this checklist as a plug-and-play template or customize it to fit your brokerage.
About the Author
Stu Hill is the founder of MNKY Agency and a leading voice in real estate recruitment marketing. With over two decades of experience helping brokerages grow their teams, Stu specializes in building scalable systems for agent attraction, onboarding, and retention. His work has helped hundreds of brokers across North America streamline their recruitment pipelines and build high-performing teams.
This blog post is part of a larger strategy outlined in our flagship resource: The 2025 Guide to Real Estate Agent Recruitment. In that guide, we break down the entire recruitment funnel—from crafting your brokerage’s value proposition to building high-converting landing pages and nurturing agent leads. If you’re serious about scaling your team with the right people, this is your blueprint.
The Real Estate Agent Onboarding Checklist
Here’s what every broker should include in their onboarding process—broken down into seven core categories:
1. Welcome & Orientation
This is your first impression. Make it count.
- Welcome email or packet with key contacts, office hours, and expectations.
- Office tour (or virtual walkthrough) and team introductions.
- Brokerage mission, values, and culture—don’t assume they already know.
- First-day agenda so they’re not left wondering what’s next.
🧠 Stu’s Pro Tip: Record a short welcome video from the broker or team leader. It adds a personal touch and scales well.
2. Technology Setup
Tech overwhelm is real. Make this part frictionless.
- Email, CRM, and MLS logins.
- Transaction management tools (Dotloop, Skyslope, etc.).
- Marketing platforms (Canva, social schedulers, listing syndication).
- Company intranet or agent portal walkthrough.
- Mobile app setup (if applicable).
🧠 Stu’s Pro Tip: Create a “Tech Stack Quick Start Guide” PDF or video series.
3. Training & Education
Even experienced agents need to learn your way of doing things.
- Brokerage policies and procedures.
- Compliance training (fair housing, agency disclosure, etc.).
- Lead generation and conversion systems.
- Listing presentation and buyer consultation scripts.
- Shadowing or mentorship opportunities.
🧠 Stu’s Pro Tip: Use a 30-60-90 day agent onboarding plan to pace learning and track progress.
4. Marketing & Branding
Help them look the part—and get found.
- Business cards and branded email signature.
- Headshots and bio creation.
- Social media profile optimization.
- Personal branding consultation.
- Access to marketing templates and campaigns.
🧠 Stu’s Pro Tip: Give them a “Marketing Launch Checklist” to complete in week one.
5. Administrative Essential
Get the paperwork out of the way early.
- Licensing verification and onboarding docs.
- Commission structure and payment schedule.
- Office policies (dress code, desk usage, meeting attendance).
- Insurance and E&O coverage details.
- Calendar of upcoming meetings, trainings, and events.
🧠 Stu’s Pro Tip: Use a digital onboarding form to collect everything in one place.
6. Lead & Business Support
This is where the rubber meets the road.
- Introduction to lead sources and referral systems.
- Assignment of mentor or accountability partner.
- Goal-setting session (30-60-90 day plan).
- Weekly check-ins with team leader or broker.
🧠 Stu’s Pro Tip: Set a 90-day production goal and reverse-engineer the activity needed to hit it.
7. Culture & Community
Retention starts with connection.
- Invite to team group chats or Slack/Teams channels.
- Access to company events and networking opportunities.
- Recognition programs and performance incentives.
- Community involvement or charity initiatives.
🧠 Stu’s Pro Tip: Celebrate their first deal publicly—Slack, email, social, wherever your team hangs out.
📥 Free Download: Editable Onboarding Checklist
Want to skip the guesswork? Download our editable Real Estate Agent Onboarding Checklist—the same framework we use to help brokerages streamline onboarding and boost retention. It’s plug-and-play, customizable, and ready to use.
👉 Download our Real Estate Agent Onboarding Checklist (Microsoft Word Document)
Use it to onboard new agents with confidence, clarity, and consistency.
Call to Action
If you’re serious about growing your team, don’t wing the onboarding process. Use this checklist as your blueprint—or better yet, let MNKY Agency help you build a custom onboarding system that scales with your brokerage.
👉 Need help building your onboarding system? Book a free recruiting consultation with MNKY Agency and let’s make it happen.
Frequently Asked Questions
Yes—we specialize in building onboarding systems that scale. Let’s talk.
Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.
Track agent retention, time to first deal, and feedback from new hires.
Use video messages, assign mentors, and celebrate small wins.
Use a shared checklist, onboarding software, or a simple Google Sheet with due dates and checkboxes.
Ideally, 30 to 90 days. The first 30 days should be intensive, with ongoing support through the first quarter.
Within the first week. Even if it’s just warm contacts or social media outreach.
Absolutely. It protects your brokerage and sets expectations early.
Yes. Experienced agents may skip licensing basics but still need to learn your systems, culture, and expectations.
Both work. What matters is clarity, consistency, and accessibility.
Contact list, tech logins, office policies, training calendar, and a personal note from leadership.
A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.
Lack of structure. “Figure it out” is not a strategy.
Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.
