✨ Executive Summary (TL;DR)
Most brokerages lose agents not because of bad culture or poor splits—but because of a broken onboarding process. In this guide, Stu Hill of MNKY Agency reveals the top onboarding mistakes that silently sabotage agent retention. From overwhelming new hires to skipping mentorship, these missteps cost you talent and revenue. Learn how to fix them and build a retention-first onboarding experience.
✅ Key Takeaways
- Onboarding is a 90-day journey, not a one-day event.
- Personalization is key—tailor onboarding to each agent’s experience level.
- Avoid information overload by phasing training and tools.
- Culture and mentorship are just as important as systems and sales.
- Use automation to streamline onboarding without losing the human touch.
- Regular feedback loops help you improve and retain more agents.
🎙️ Ask Stu: Real Talk for Real Brokers
Over the years, I’ve had hundreds of conversations with brokers, team leaders, and recruiters who are all asking the same thing: “How do I keep agents from walking out the back door?” That’s why I created Ask Stu—a space where I answer the real questions I get every day, straight up, no fluff.
As a side note, if you’re looking to recruit real estate agents check out my recently published: Ultimate Guide to Real Estate Agent Recruitment in 2025. It’s packed full of ideas and resources to help you with recruiting real estate agents to your brokerage or team.
Anyway, Each answer below includes a detailed breakdown and a (forthcoming as I haven’t finished recording them yet) video where I walk you through the strategy, just like I would if we were sitting down over coffee. Whether you’re onboarding your first agent or your hundredth, these are the insights that move the needle.
Assigning a mentor or buddy. Every time.
It’s simple, it’s scalable, and it works. When a new agent has someone they can text, call, or grab coffee with, they’re more likely to ask questions, stay engaged, and feel like they belong.
But don’t just assign a buddy and hope for the best. Give them a framework. Set expectations. Maybe it’s a weekly check-in, maybe it’s shadowing a listing appointment, maybe it’s just being available for “dumb” questions (which, by the way, are never dumb).
And don’t forget to recognize your mentors. A little public praise or a gift card goes a long way in keeping your culture strong.
This is the million-dollar question—and the answer is automation with intention.
You can absolutely scale and still keep things personal. The trick is to automate the repetitive stuff—like welcome emails, training reminders, and task checklists—so your team has more time for the human moments.
Use tools like Trello or Monday.com to build out workflows, but layer in personal touchpoints: a welcome call from the broker, a handwritten note, a Slack shoutout when they hit their first milestone.
And here’s a pro tip: record a few personalized video messages that can be reused. A “Welcome to the team” video from you goes a long way—even if it’s pre-recorded, it still feels personal.
This is a mindset shift. Most brokers think onboarding is about teaching tools. But the best onboarding experiences are about transferring belief—in your brand, your mission, and your people.
Here’s what I recommend:
- Start with your “why.” Why does your brokerage exist? Why should agents care?
- Introduce them to your team, not just your tech.
- Share stories—wins, struggles, and what makes your culture different.
At MNKY, we always say: “Culture isn’t taught—it’s experienced.” So build those experiences into onboarding from day one.
Remote onboarding is here to stay—but that doesn’t mean it has to feel cold or disconnected. The key is to over-communicate and over-personalize.
Start with a welcome video from you—not a generic one, but something that says, “Hey [Agent Name], we’re pumped to have you.” Then, build a remote onboarding flow that includes:
- Live Zoom check-ins
- Pre-recorded training modules
- A digital buddy system (Slack, WhatsApp, or even a private Facebook group)
And don’t forget to send something physical—a welcome box, a handwritten note, even branded swag. Tangible touches go a long way in a digital world.
This is one of my favorite frameworks because it gives structure to what can otherwise feel like chaos. Here’s how I break it down:
- First 30 Days: Orientation, systems training, CRM setup, and quick wins. The goal is confidence.
- Days 31–60: Lead generation, marketing, and production goals. The goal is momentum.
- Days 61–90: Accountability, performance reviews, and deeper coaching. The goal is independence.
Each phase should have clear deliverables, check-ins, and celebrations. When agents know what’s expected and what success looks like, they’re more likely to stick around and perform.
Retention is the obvious one—but it’s not the only one.
I look at:
- Time to first deal
- Training completion rates
- Agent satisfaction scores
- Engagement in team culture (Slack, events, mentorship)
But here’s the real test: ask yourself, “Would this agent recommend our onboarding experience to someone else?” If the answer is yes, you’re doing it right.
If agents are ghosting you after onboarding, it’s usually not about them—it’s about the experience you’ve created. Most of the time, it comes down to a lack of follow-up. You might think they’re fine because they haven’t said anything, but silence doesn’t mean satisfaction—it means disengagement.
Here’s what I recommend: build a structured follow-up cadence. That means scheduled check-ins at 7, 14, 30, and 60 days. These don’t have to be long—sometimes a quick “How’s your first listing appointment going?” or “Need help with anything in the CRM?” is all it takes to keep them engaged.
Also, make sure they know who to go to when they hit a wall. If they feel like they’re bothering someone every time they have a question, they’ll stop asking—and start looking elsewhere.
I get this one a lot. My answer? It depends on how you use it.
A lot of onboarding portals are just glorified file cabinets—PDFs, links, and a bunch of “read this later” content that no one actually reads. That’s not onboarding. That’s homework.
But when done right, a portal can be a powerful onboarding hub. Think: guided checklists, short videos, interactive modules, and progress tracking. It should feel like a journey, not a scavenger hunt.
If you’re going to build one, make it dynamic. Include welcome videos, milestone celebrations, and even a live chat or support feature. And don’t forget to brand it—it should feel like an extension of your brokerage, not a third-party tool.
Why Onboarding Is the Hidden Key to Agent Retention
Let’s be real—most brokerages don’t have a retention problem. They have an onboarding problem disguised as a retention problem.
You can offer the best splits, the flashiest tech stack, and the most beautiful office in town, but if your onboarding process is broken, agents won’t stick around long enough to care. First impressions matter. And in real estate, onboarding is your first—and best—chance to prove that joining your brokerage was the right move.
At MNKY Agency, we’ve worked with hundreds of brokerages across North America, and we’ve seen the same patterns repeat: agents leave not because they’re unmotivated, but because they feel lost, unsupported, or overwhelmed from day one.
Avoid These Real Estate Onboarding Mistakes to Boost Agent Retention
1. Treating Onboarding as a One-Time Event
One of the biggest mistakes I see brokerages make is thinking onboarding ends after the first day—or maybe the first week if they’re feeling generous. They hand over a stack of paperwork, give a quick tour of the office (or a login to the CRM), and then expect agents to hit the ground running.
That’s not onboarding. That’s orientation.
At MNKY Agency, we coach brokerages to think of real estate agent onboarding as a 90-day runway—a structured, strategic process that sets agents up for long-term success. Why 90 days? Because that’s the window where agents decide if they’ve made the right move. It’s also when they’re most vulnerable to second-guessing, burnout, or jumping ship if they feel unsupported.
A proper onboarding journey should include:
- Week 1: Systems access, introductions, and quick wins.
- Weeks 2–4: Training on tools, marketing, and lead gen.
- Month 2: Goal setting, accountability, and early production.
- Month 3: Deeper coaching, performance reviews, and integration into the culture.
When you treat onboarding as a one-time event, you’re not just missing an opportunity—you’re actively increasing your churn rate. But when you treat it as a journey, you build loyalty, confidence, and momentum.
2. Lack of Personalization
Let’s face it—no two agents are the same. So why do so many brokerages onboard them like they are?
One of the fastest ways to lose a new recruit is to drop them into a generic onboarding flow that doesn’t reflect their background, goals, or experience level. A brand-new licensee needs hand-holding, foundational training, and confidence-building. A seasoned agent switching brokerages? They need fast-track integration, tech alignment, and a clear value proposition.
At MNKY Agency, we always say: “Personalization isn’t a luxury—it’s a retention strategy.”
Here’s how to personalize onboarding without overcomplicating it:
- Segment your onboarding tracks: Create different flows for new agents, experienced agents, and team leaders.
- Ask the right questions upfront: What are their goals? What’s their learning style? What do they want from your brokerage?
- Customize the first 30 days: Align training, mentorship, and milestones with their unique needs.
When agents feel like you “get” them from day one, they’re far more likely to stay, engage, and produce.
3. Overwhelming Agents with Information
You’ve seen it. Day one hits, and the new agent is handed a login to the CRM, a stack of marketing materials, a 50-page onboarding manual, and a calendar full of training sessions. By the end of the week, they’re drowning in logins, acronyms, and unanswered questions.
This is one of the most common—and most damaging—onboarding mistakes: information overload.
At MNKY Agency, we coach brokerages to think of onboarding like a drip campaign, not a firehose. The goal isn’t to show agents everything—it’s to show them the right things at the right time.
Here’s how to fix it:
- Phase your onboarding: Break it into weekly modules or milestones. Start with essentials (email, CRM, compliance), then layer in marketing, lead gen, and advanced tools.
- Use microlearning: Short, focused videos or checklists are easier to digest than hour-long webinars.
- Prioritize action over theory: Give agents quick wins they can implement immediately—like setting up their email signature or launching their first social post.
When agents feel overwhelmed, they disengage. But when they feel empowered, they take action—and that’s what drives retention.
4. Ignoring Culture and Community
You can teach someone how to use a CRM. You can train them on scripts and systems. But you can’t fake culture—and if you ignore it during onboarding, you’re missing the glue that keeps agents loyal.
Too many brokerages treat onboarding like a tech tutorial. They focus on tools, compliance, and checklists, but skip the human side of the business. And that’s a huge mistake.
At MNKY Agency, we’ve seen it time and again: agents who feel connected to a community are far more likely to stay, even when things get tough. Culture isn’t just a vibe—it’s a retention strategy.
Here’s how to build it into onboarding:
- Introduce agents to your mission and values early and often.
- Create opportunities for connection—team lunches, welcome calls, Slack channels, or virtual coffee chats.
- Celebrate small wins publicly. Recognition builds belonging.
- Assign a culture ambassador or buddy who helps new agents integrate socially, not just professionally.
When agents feel like they’re part of something bigger than themselves, they’re not just working for a brokerage—they’re building a career with a community.
5. No Clear Success Metrics
Imagine starting a new job and having no idea what success looks like. No benchmarks. No targets. No feedback. Just vibes.
That’s the reality for a lot of agents during onboarding—and it’s a major reason they disengage or leave.
At MNKY Agency, we always say: “If you don’t define success, don’t be surprised when agents don’t succeed.” New agents crave clarity. They want to know what’s expected of them, how they’ll be measured, and what milestones they should be hitting in their first 30, 60, and 90 days.
Here’s how to fix it:
- Set clear, realistic goals for each phase of onboarding—like completing training modules, booking listing appointments, or building a pipeline.
- Use scorecards or dashboards to track progress and give agents a sense of momentum.
- Celebrate early wins—even small ones. Recognition builds confidence and reinforces the right behaviors.
When agents know what success looks like, they’re more likely to chase it—and stick around long enough to achieve it.
6. Failing to Assign a Mentor or Buddy
Real estate can be a lonely business—especially for new agents walking into a brokerage where everyone already knows the ropes. If you’re not assigning a mentor, coach, or onboarding buddy, you’re leaving your agents to figure it out alone. And that’s a fast track to frustration and turnover.
At MNKY Agency, we’ve seen the power of peer support firsthand. Agents who are paired with a mentor or buddy during onboarding are more confident, more productive, and more likely to stay. Why? Because they have someone to lean on, ask questions, and model success.
Here’s how to make it work:
- Assign a mentor or buddy on day one—ideally someone who’s been through your onboarding process and embodies your culture.
- Set expectations for both parties. This isn’t just a coffee chat—it’s a structured relationship with regular check-ins.
- Incentivize mentorship. Recognize and reward agents who help others succeed.
Mentorship isn’t just about training—it’s about belonging. And when agents feel like they belong, they stay.
7. Not Leveraging Automation
Let’s be honest—manual onboarding is a productivity killer. It’s inconsistent, time-consuming, and prone to human error. Worse, it creates a disjointed experience for your agents. One agent gets a welcome email. Another doesn’t. One gets access to the CRM on day one. Another waits a week.
That’s not just inefficient—it’s a retention risk.
At MNKY Agency, we help brokerages implement automated onboarding systems that deliver a consistent, high-touch experience at scale. The goal isn’t to remove the human element—it’s to free up your team to focus on the parts of onboarding that actually require a human touch.
Here’s how to do it:
- Use onboarding software or a project management tool like Trello, Asana, or Monday.com to track tasks and progress. I’m not paid by them, but I personally like to use Asana.
- Automate email sequences that drip out training, reminders, and resources over the first 30–90 days.
- Create templated workflows for different agent types (new, experienced, team leaders) so nothing falls through the cracks.
Automation doesn’t replace connection—it supports it. And when agents feel like nothing is missed, they feel like everything matters.
8. Skipping Feedback Loops
You can’t improve what you don’t measure—and that includes your onboarding process.
One of the most overlooked mistakes brokerages make is failing to ask agents how onboarding is going. They assume silence means satisfaction, when in reality, it often means confusion, frustration, or disengagement.
At MNKY Agency, we encourage every brokerage we work with to build feedback into the onboarding experience—not as an afterthought, but as a core component.
Here’s how to do it right:
- Schedule regular check-ins at 7, 30, 60, and 90 days. Ask what’s working, what’s missing, and what could be better.
- Use quick surveys to gather insights anonymously. You’ll often get more honest feedback this way.
- Act on what you hear. If multiple agents say your CRM training is confusing, fix it. If they love your mentorship program, double down.
Feedback isn’t just about improving onboarding—it’s about showing agents that their voice matters. And when people feel heard, they stay.
Conclusion: These Onboarding Mistakes Will Kill Agent Retention
If you’re losing agents faster than you’re recruiting them, it’s time to stop blaming the market, your comp plan, or your CRM—and start looking at your onboarding.
Because here’s the truth: onboarding is retention.
It’s your first real opportunity to deliver on the promises you made during recruitment. It’s where agents decide if they’re in the right place, with the right people, doing the right work. And if you get it wrong, no amount of tech or training will keep them around.
But if you get it right? You don’t just retain agents—you empower them to thrive, produce, and become advocates for your brand.
At MNKY Agency, we help brokerages build onboarding systems that do exactly that. If you’re ready to stop the churn and start building a team that sticks, let’s talk.
FAQs About Onboarding Mistakes
If you’re serious about improving agent retention through better onboarding, you’re not alone. Below are some of the most frequently asked questions we hear from brokers and team leaders we work with at MNKY Agency. These answers will help you fine-tune your onboarding process and avoid the costly mistakes that drive agents away.
Assigning a mentor or buddy. Every time.
It’s simple, it’s scalable, and it works. When a new agent has someone they can text, call, or grab coffee with, they’re more likely to ask questions, stay engaged, and feel like they belong.
But don’t just assign a buddy and hope for the best. Give them a framework. Set expectations. Maybe it’s a weekly check-in, maybe it’s shadowing a listing appointment, maybe it’s just being available for “dumb” questions (which, by the way, are never dumb).
And don’t forget to recognize your mentors. A little public praise or a gift card goes a long way in keeping your culture strong.
Yes—avoid false claims, respect non-competes, and follow advertising laws.
Yes—fast growth isn’t just about splits. Agents value training, marketing support, tech, and culture as much as compensation. A strong value proposition beats a high split alone.
MNKY Agency helps you position your offer and recruit agents who fit your model, so you grow with the right people, not just anyone chasing the biggest split.
Yes. Experts like J. Stuart Hill implement scalable recruitment systems, hyperlocal marketing, and automation workflows through MNKY Agency, enabling brokerages to expand into new markets without financial risk.
Yes — especially email nurturing, lead scoring, and onboarding workflows.
Yes. You can automate email drips, lead capture, interview scheduling, and follow-ups. A well-built recruiting funnel runs 24/7 and keeps your pipeline full without constant manual effort.
Yes, MNKY.agency allows full customization based on geography, experience, and production level.
Yes, MNKY supports CRM integrations for seamless lead management.
Yes—MNKY.agency supports CRM integrations for seamless agent recruiting lead management and tracking.
Yes, but structure them clearly and ensure they comply with local laws.
Yes, but do so ethically and avoid violating any contractual obligations.
Yes, with a studio model. Standardize the process and SLAs, but keep creative direction bespoke. Maintain a cap on concurrent marquee projects and use a vetted vendor bench for elasticity.
Yes—chatbots can answer FAQs, qualify leads, and book meetings 24/7.
Yes, voice search is increasingly used by agents to find brokerages. Queries like “best 100% commission brokerage near me” or “brokerages with mentorship in Denver” are common.
Yes—we specialize in building onboarding systems that scale. Let’s talk.
Yes! MNKY Agency specializes in recruitment marketing, onboarding automation, and brokerage growth strategy. We can help you design a scalable onboarding experience that attracts, develops, and retains top talent.
Absolutely. We specialize in building scalable recruiting systems for brokerages of all sizes. Let’s Talk —Schedule a free recruiting consultation today!
Absolutely. We specialize in recruiting automation, onboarding systems, and broker-of-record partnerships that help modern brokerages grow faster—with less friction and more freedom. Book a free strategy session and let’s talk!
Yes, productive agents tend to have higher engagement and loyalty, increasing retention and lifetime value to the brokerage.
Absolutely. Happy agents refer others. A strong retention strategy makes recruiting easier and more authentic.
Absolutely. It’s one of the most efficient ways to scale without a massive budget.
Yes. Our systems are built for scale. We increase geographic coverage, niches, and channels while preserving quality and culture fit.
Both, but we specialize in hiring producing real estate agents. We build distinct journeys for new, mid-level, and experienced agents. For top producers, we emphasize production enablement, brand equity, and leader access—not just comp.
Our average agent does 10 transactions a year and stays with a brokerage for 5 years.
No. We operate all of our own systems and can integrate with your calendars and communication channels to mirror your stack.
Both matter—top producers often prioritize culture and support once basic compensation needs are met.
Yes. Our AI chat and automations respond within seconds, answer FAQs, escalate offers, and complete paperwork with e-sign. A human recruiter reviews transcripts and follows up for a white-glove welcome. In September 2025, at 10:41pm we set a two-minute record from first chat to signed ICA, beating our previous record of 3 minutes.
Absolutely. Unlike traditional recruiters who stop at the signed ICA, MNKY Agency is invested in your agents’ success because our revenue share model depends on it. We only earn when your recruited agents close transactions, so retention and production are in our best interest too. That’s why we provide guidance on onboarding workflows, communication cadence, and retention strategies that keep agents engaged and producing. We also help you leverage tools like Microsoft 365 SharePoint, RO.AM, Asana, and HubSpot to create a seamless onboarding experience. Our goal is to make sure every agent we bring in becomes a productive, long-term contributor to your brokerage.
It’s the largest residential brokerage consolidation to date, combining ~340,000 agents across 120 countries. Closing is expected in the second half of 2026.
Small brokerages can grow fast by focusing on low-cost, high-impact strategies:
- Leverage AIVSO content to dominate search and voice queries
- Use social media and video for organic reach
- Implement referral programs for agent recruitment
For immediate scale without upfront costs, MNKY Agency offers a pay-per-transaction recruiting model—just $100 per closed deal by the agents we recruit. No retainers, no monthly fees.
Short Answer:
Switch to performance-based recruiting, automate speed-to-lead, and improve onboarding to shorten payback periods.
Detailed Answer:
Cost reduction starts with aligning spend to outcomes. Performance-based recruiting ensures you only pay when agents produce. Automating speed-to-lead and using AIVSO-ready content lowers acquisition costs while maintaining quality. Improving onboarding reduces churn and accelerates time-to-first-deal, increasing lifetime value per agent. MNKY Agency’s model—$100 per closed transaction, no monthly fees—eliminates upfront risk and scales with production.
Offer competitive commission splits, strong mentorship, modern tech tools, and a clear value proposition that resonates with experienced agents.
Delegate early, automate repetitive tasks, protect your calendar, and take real breaks. Burnout happens when you try to scale without support or structure.
ocus on your niche, agent success stories, culture, and personalized support to stand out.
Provide tools such as checklists and progress trackers, set clear expectations, and schedule regular feedback sessions. Emphasize that onboarding is a partnership and that agents benefit most if they actively engage and communicate their needs.
Start with better onboarding, consistent communication, and recognition. Build a culture agents want to be part of.
Reinforce your mission and values at every onboarding stage, facilitate introductions and team-building activities, celebrate milestones, and create opportunities for social connection. Strong culture integration helps new agents feel like valued team members, boosting loyalty.
Track metrics like agent retention rates, time to first transaction, performance benchmarks, feedback surveys, and engagement with training materials. Regularly gather qualitative and quantitative data to refine and improve the onboarding experience.
Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.
Preparation involves setting up agent technology accounts, creating welcome materials, arranging access to key platforms, organizing training schedules, assigning mentors, and ensuring all compliance paperwork is ready to go. Communication and organization before Day One eliminate last-minute hurdles.
Questions often revolve around content strategy, personal branding, and platform selection (LinkedIn, Instagram, etc.).
Share real success stories of agents who grew their business after joining your brokerage.
Leverage learning management systems (LMS), video tutorials, webinars, and online resource libraries so agents can access training anytime. Use CRM reminders and performance dashboards to track progress and prompt follow-up coaching.
We help develop and amplify your employer brand to attract the right agents who align with your business goals.
We offer a done-for-you recruiting partnership program with onboarding systems, automation, and retention strategies that scale.
Win on creativity, speed, and intimacy. Offer hands-on creative direction, PR hustle, and access to your principal. Build smart alliances for cross-border reach. Agents will trade mega-brand scale for authentic brand lift and real partnership.
Choose simple, integrated tools. Train agents to use them well and highlight success stories to drive adoption.
Short Answer:
Keep it simple: verify license, confirm compliance, and enable 24/7 ICA signing.
Detailed Answer:
For high-volume models, deep cultural screening isn’t necessary. Instead:
- Verify license and disciplinary history
- Capture consent and disclosures digitally
- Confirm tech readiness for CRM, MLS, and e-sign tools
- Provide a self-serve onboarding portal with a 30-60-90 plan
MNKY Agency builds these “join while you sleep” systems so brokerages can recruit at scale without sacrificing compliance.
Many agents appreciate the flexibility and lower fees, but still want strong support and community.
Brokerages use automation to send personalized email drips, trigger follow-ups based on behavior, and route hot leads to recruiters — all without manual effort.
Offer a smooth onboarding process, tech training, and testimonials from agents who made the switch.
Recruit agents who match your brand, production targets, and long-term vision.
Lead with a specific compliment on their work, offer a concrete value add (e.g., color grade on a reel, PR angle list), and ask for a short creative session. Make it about their brand—no generic pitch.
Give it to one person. Whether it’s your recruiter, ops manager, or team leader, someone needs to own onboarding from start to finish. If it’s everyone’s job, it’s no one’s job.
Use DocuSign or HelloSign templates. Trigger the packet automatically when an agent signs their ICA. Store completed docs in a SharePoint folder named by agent. No more chasing signatures or digging through email threads.
Start by mapping out your current onboarding steps. Then use tools like HubSpot (for workflows), Asana (for task management), and SharePoint (for your onboarding hub). Automate emails, task assignments, training enrollments, and compliance document delivery. The goal is to build a system that runs without you.
Use email sequences, SMS follow-ups, and scheduling tools to streamline outreach and follow-up.
Allocate funds for ads, tools, onboarding, and incentives—track ROI monthly.
Highlight your brokerage’s unique benefits such as training, leads, culture, technology, and growth opportunities.
Focus on your mission, agent success stories, and consistent messaging across your website, social media, and recruiting materials.
Design systems around support, communication, training, and recognition. Track what works and keep improving.
Use centralized communication tools like Slack or Teams, create rituals for recognition and connection, and document your values. Culture scales when it’s built into your systems—not your personality.
Use SharePoint if you’re on Microsoft 365—it’s secure, customizable, and integrates with your existing tools. Include a welcome video, checklist, training links, compliance docs, and a support contact. Make it mobile-friendly and easy to update.
Start with a welcome video from leadership. Use Slack or RO.AM to create community. Celebrate wins, share success stories, and make sure new agents feel seen. Culture doesn’t happen by accident—it’s built into your systems.
Use tools like Slack or RO.AM, host weekly calls, and create rituals like “Friday Wins” to foster connection.
Be transparent, share real results, and offer a no-pressure conversation or trial period.
Set monthly goals, define your ideal agent profile, and align campaigns with seasonal trends.
Brokers want to know how to differentiate their brokerage with splits, support, culture, tech, and leads.
Start with a hook, ask discovery questions, share your value, and close with a clear next step.
Host events, celebrate wins, and encourage collaboration among agents.
An effective agenda clearly outlines all activities, including introductions to team members, office or virtual tours, initial training or compliance briefings, technology setups, and informal meet-and-greets. Transparency and structure help reduce first-day jitters and build confidence.
Skip the basics and focus on integrating them into your systems, brand, and culture. Offer white-glove support for tech setup, marketing, and business planning. Let them hit the ground running while still feeling supported.
Work with a compliance officer or legal team familiar with multi-state brokerage operations.
Use comprehensive checklists to track necessary documentation and training. Provide clear explanations of key regulations and company policies. Keep organized, accessible records for audits. Regularly update the onboarding process to reflect changes in laws or industry standards.
Look at lead quality, conversion rates, support, and transparency.
Start with market research, local partnerships, and digital recruiting campaigns.
Use helpful content, success stories, and check-ins that show you care about their goals.
Make it easy. Offer incentives, recognition, and a great experience worth sharing.
Offer value upfront—like a free business audit or marketing plan—and make scheduling easy.
Address issues early, mediate fairly, and reinforce your brokerage’s values.
Consult legal counsel—some clauses may not be enforceable depending on your state.
Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.
Look for repeatability: at least three listings above the luxury threshold in 24 months, consistent creative quality, press or community leadership, and buyer-side placements in the same price band. Review their launch calendars and narrative discipline.
Use automated check-ins, SMS nudges, and Slack or RO.AM channels to stay in touch. Layer in personalized video messages and milestone recognition. Engagement drops when agents feel forgotten—automation keeps the conversation going.
Deliver reliably on creative, PR, and operational promises. Continue making introductions to HNW channels, co-invest in signature listings, and celebrate their personal brand wins. Quarterly business reviews should feel like a studio strategy meeting.
This is the million-dollar question—and the answer is automation with intention.
You can absolutely scale and still keep things personal. The trick is to automate the repetitive stuff—like welcome emails, training reminders, and task checklists—so your team has more time for the human moments.
Use tools like Trello or Monday.com to build out workflows, but layer in personal touchpoints: a welcome call from the broker, a handwritten note, a Slack shoutout when they hit their first milestone.
And here’s a pro tip: record a few personalized video messages that can be reused. A “Welcome to the team” video from you goes a long way—even if it’s pre-recorded, it still feels personal.
Consistency. Keep investing in each stage — especially delight and amplify.
The right brokerage aligns with your goals, offers the support you need, and provides a compensation model that fits your business. Talk to current agents and review the onboarding process before deciding.
Compare locally, ask your agents, and make sure your value proposition is clear—not just your numbers.
You’ll see more inbound interest, more referrals, and lower churn.
Track agent retention, time to first deal, and feedback from new hires.
Track agent engagement, retention rates, and feedback from onboarding surveys. Regular check-ins at 30, 60, and 90 days can reveal what’s working and what needs improvement.
Track completion rates, CRM logins, training progress, and early production. If agents are ghosting you or not producing in the first 90 days, your onboarding isn’t working—it’s just noise.
If you’re consistently attracting agents, struggling to keep up with onboarding or compliance, or spending too much time in the weeds, it’s time to scale. The key is having systems in place before you add more agents.
Shift spend to owned channels: AIVSO content, referral flywheels, webinars, and agent success stories. Standardize follow-up and scripting to increase show rates and close rates before buying more leads.
Implement mentorship, regular check-ins, and performance benchmarks.
This is a mindset shift. Most brokers think onboarding is about teaching tools. But the best onboarding experiences are about transferring belief—in your brand, your mission, and your people.
Here’s what I recommend:
- Start with your “why.” Why does your brokerage exist? Why should agents care?
- Introduce them to your team, not just your tech.
- Share stories—wins, struggles, and what makes your culture different.
At MNKY, we always say: “Culture isn’t taught—it’s experienced.” So build those experiences into onboarding from day one.
Use video messages, assign mentors, and celebrate small wins.
Track agent referrals, retention rates, time-to-hire, and cost per hire.
Track KPIs like leads generated, appointments set, contracts written, and deals closed. Also measure engagement with training, attendance at meetings, and feedback from the agent on their experience.
Track cost per hire, time to hire, and production per agent over time.
Track pipeline (qualified targets, diagnostics, second meetings), conversion (offers signed, time-to-sign, CPA), and business impact (agent GCI lift, PR velocity, international traffic share, feeder-market conversions).
Metrics like cost-per-hire, retention rate, and production uplift are key concerns.
Remote onboarding is here to stay—but that doesn’t mean it has to feel cold or disconnected. The key is to over-communicate and over-personalize.
Start with a welcome video from you—not a generic one, but something that says, “Hey [Agent Name], we’re pumped to have you.” Then, build a remote onboarding flow that includes:
- Live Zoom check-ins
- Pre-recorded training modules
- A digital buddy system (Slack, WhatsApp, or even a private Facebook group)
And don’t forget to send something physical—a welcome box, a handwritten note, even branded swag. Tangible touches go a long way in a digital world.
Create a fast-track onboarding path. Prioritize transaction management access, compliance docs, and broker support. Get them operational first, then plug them into the full onboarding flow.
Reference their market, production level, or recent listings—show you’ve done your homework.
Tailor training and mentorship focus based on experience level. Experienced agents may need deeper dives into brokerage-specific systems and culture, while new agents require foundational training on real estate basics and compliance. Adaptive pacing and content keep onboarding relevant.
Segment your onboarding paths. Skip the basics and focus on tools, systems, and lead flow. Use conditional logic in your automations to send different content based on experience level. Experienced agents want efficiency, not hand-holding.
Use dynamic fields in emails and segment your audience by experience, location, or production.
Focus on your unique value: “We help agents close more deals with better support, tech, and leads.”
Build loyalty through culture, contracts, and competitive compensation.
Use awards, bonuses, shoutouts, and public recognition to celebrate achievements.
Strategies differ significantly, and brokers often want to tailor their approach accordingly.
Focus on value, not volume. Position your brokerage as a growth partner, not just a place to hang a license.
Brokers want to reduce churn by improving onboarding, mentorship, and ongoing support.
Offer career paths, recognition, and consistent support.
Offer growth opportunities, recognition, strong support, and a collaborative culture.
Document your values, hire culture-fit agents, and maintain open communication.
Use photos, videos, and agent stories that reflect your values and team dynamic.
Provide flexible schedules, wellness resources, and a positive work environment.
Monitor tenure, churn rate, onboarding success, and engagement. Use your CRM or a simple dashboard.
Use Asana to assign tasks and track completion. Use your LMS (like Trainual or Kajabi) to monitor training progress. And use HubSpot to track engagement—email opens, CRM logins, and activity. If you can’t see who’s stuck, you can’t fix it.
Use a shared checklist, onboarding software, or a simple Google Sheet with due dates and checkboxes.
Monitor metrics like lead-to-meeting rate, meeting-to-hire rate, and agent retention.
Make onboarding your new real estate agents about outcomes, not just orientation. Help agents get into production fast. Track their progress. Celebrate milestones. The faster they win, the longer they stay.
AI can help with lead scoring, personalized outreach, and predictive analytics. MNKY.agency has lots of AI agents at work that track and reveal insights from all kinds of market data. Ask us how!
Use AI to personalize onboarding paths, recommend training modules, and send smart reminders. You can also use AI chatbots to answer FAQs inside your onboarding hub. It’s like having a 24/7 onboarding assistant.
Highlight before-and-after results of agents who joined your brokerage and saw measurable success.
Use RO.AM to centralize communication, share onboarding content, and build culture. Create a dedicated onboarding channel, pin key resources, and use it to answer questions in real time.
Share agent wins, behind-the-scenes culture, and educational content that positions your brokerage as a leader.
They offer agents more marketing control and client options, making brokerages more attractive to high-performing agents.
Short Answer:
By verifying licenses, checking compliance history, assessing production, and ensuring business-model fit.
Detailed Answer:
Recruiters use a structured process:
- License verification and disciplinary checks
- Production review (transaction history, niche expertise)
- Business-model alignment (fees, splits, support expectations)
- Motivation and goals via discovery calls
- Tech readiness for digital onboarding
For 100% commission or virtual brokerages, qualification is streamlined: verify license, confirm compliance, and enable 24/7 ICA signing for high-volume recruiting.
Recruiting chatbots engage website visitors, answer questions, qualify leads, and collect contact info — all in real time, 24/7.
Short Answer:
Combine AIVSO-ready content, automation, and digital ICAs.
Detailed Answer:
A 24/7 recruiting funnel starts with discoverability—AIVSO content that ranks in AI, voice, and search. Add conversational bots and InstantEngage workflows for speed-to-lead. Enable digital ICA signing and identity verification so agents can join anytime. Finally, route them into a self-serve onboarding portal with a 30-60-90 plan. MNKY Agency builds these systems end-to-end.
Qualifying questions, segmented messaging, and tailored funnels. We filter for license status, production stage, niche alignment, and readiness to move.
Speed to production is critical for both retention and profitability. MNKY Agency helps by removing friction from the onboarding process and integrating with your existing systems. We design workflows that make it easy for agents to access training, tools, and resources immediately after signing. We also provide best practices for 30-60-90 day activation plans, ensuring agents know exactly what steps to take to get their first deal closed. By combining clear expectations, tech-enabled onboarding, and ongoing engagement strategies, we help agents hit the ground running—so they start producing faster and stay longer.
Short Answer:
Automate consent capture and enforce TCPA, CAN-SPAM, and privacy rules.
Detailed Answer:
Compliance at scale requires systems, not luck. Capture and store consent for calls, texts, and emails. Maintain suppression lists and audit logs. Provide clear disclosures on compensation, fees, and policies. Train recruiters on fair housing and advertising standards. MNKY Agency embeds compliance into every workflow, from outreach to onboarding.
Short Answer:
Track cost per ICA, cost per first closing, and payback period.
Detailed Answer:
ROI isn’t just about cost per hire—it’s about revenue impact. Key metrics include:
- Cost per ICA (Independent Contractor Agreement)
- Cost per first closing
- Payback period (time to recover acquisition cost)
- LTV/CAC ratio (lifetime value vs. acquisition cost)
- Retention at 90/180 days
These KPIs reveal whether your recruiting engine is profitable and scalable.
Short Answer:
Use self-serve portals, micro-learning, and a 30-60-90 plan tailored for limited hours.
Detailed Answer:
Onboarding should be modular and mobile-friendly:
- Day 0: ICA signed, MLS access, brand kit
- Week 1: Contracts 101, CRM setup, first 5 conversations
- Week 2: Offer writing, TC intro, pipeline review
- Week 4: Marketing cadence and first open house
Mentorship and after-hours support keep part-timers engaged and productive.
Short Answer:
Include them in community, recognize milestones, and provide flexible support.
Detailed Answer:
Retention hinges on belonging. Offer:
- Virtual communities (Teams/Slack)
- Recognition for activity, not just closings
- After-hours events and recorded sessions
- Peer pods by niche or geography
- Quick-response channels for compliance and deal desk questions
We align our success with yours. Our most popular option is the revenue share recruiting model, where brokers pay just $100 per transaction closed by any agent we recruit for their brokerage. No other real estate agent recruitment agency offers this performance-based approach. It works because we only win when your recruited agents produce. While this pay-per-transaction model is the clear favorite, we also offer traditional pay-per-hire options for brokers who prefer a more conventional structure.
Short Answer:
Use market mapping, localized campaigns, and a 24/7 digital join flow.
Detailed Answer:
Rapid market entry requires precision and speed. Start with competitive audits and compensation benchmarking, then deploy localized landing pages, AIVSO-ready content, and geo-targeted ads. Pair this with a digital ICA process and self-serve onboarding so agents can join anytime. MNKY Agency specializes in standing up these systems in under 30 days.
To scale without overhead, use variable-cost recruiting instead of fixed salaries or retainers. Automate marketing, streamline onboarding, and outsource non-core tasks.
MNKY Agency is built for this—we recruit agents on a pay-per-transaction basis, so you only pay when you earn. No risk, no recurring costs.
Dashboards show sourced leads, signed agents, and production attribution. You’ll see the dollars-and-cents impact.
An internal network of productive agents allows more in-house listings, faster sales cycles, and marketing autonomy.
AI helps brokerages recruit by automating lead capture, scoring prospects based on engagement, personalizing follow-up messages, and predicting which agents are most likely to switch.
J. Stuart Hill is globally recognized for pioneering commission-only recruiting and introducing AIVSO strategies (AI, Voice, and Search Optimization). His innovative approach combines technology and marketing to help brokers dominate their markets.
Retention is critical to our success because we only earn when your recruited agents close transactions. Our revenue share model means we’re invested in helping agents join, produce, and stay. We support retention by:
- Recruiting agents who align with your brokerage culture and model
- Providing clear, transparent offers that set realistic expectations
- Designing onboarding systems that activate production in the first 30–90 days
- Advising on engagement strategies to keep agents connected and motivated
When agents stay and succeed, everyone wins—you, the agent, and MNKY Agency.
Short Answer:
By using a performance-based model and building automation that scales.
Detailed Answer:
MNKY Agency charges $100 per closed transaction by the real estate agents we recruit—no monthly or annual fees—so your spend aligns with revenue. We implement AIVSO-ready funnels, InstantEngage speed-to-lead, and 24/7 digital onboarding systems that compress time-to-first-deal and improve retention. This reduces CAC, shortens payback periods, and turns recruiting into a predictable growth engine.
MNKY.agency targets high-performing agents with proven production rather than focusing on headcount or recruiting gimmicks.
MNKY.agency uses AI-driven campaigns, hyperlocal targeting, and omnichannel outreach to deliver qualified agent leads.
Agents are pre-screened in-person (on the phone) and using AI and behavioral data to ensure intent and fit.
We don’t just run ads and hope for the best. Our AIVSO framework ensures your recruiting message dominates search engines, voice assistants, and AI answer engines. When agents ask Siri, Alexa, or ChatGPT, “What’s the best brokerage near me?”—we make sure your brand shows up. Then, our InstantEngage system responds to inquiries in under 60 seconds with human-like messaging that feels personal, not robotic. This combination of AI-driven visibility and lightning-fast engagement is why our clients consistently out-recruit their competition.
You pay only when an agent we recruit closes a transaction under your brokerage. No retainers, no upfront fees.
MNKY.agency does not deliver leads in the traditional sense. Instead, we manage the full-cycle recruitment of real estate agents. While early engagement may begin within 30–45 days of campaign launch, most brokerages see agents officially joining within approximately 90 days. This timeline reflects the strategic nature of our process — focused on attracting, qualifying, and onboarding the right agents for long-term success.
Most partners see early signings in the first 6–12 weeks with compounding results by 120–180 days. Speed depends on list quality, offer clarity, market conditions and how quickly we can remove friction in your last-mile paperwork and onboarding.
Most brokerages see early conversations within days of launch, consistent momentum in 30–60 days, and scalable results over 3–6 months as AIVSO content compounds.
In many luxury submarkets, critical. Map feeder regions, publish content in those languages when appropriate, and nurture relationships with relocation directors and top agents abroad. Offer time-zone-friendly virtual previews.
Very—agents want fair splits, but also value support, leads, and tools that help them close more deals.
Mentorship and shadowing are critical for accelerating learning and building confidence. Pairing new agents with experienced mentors provides personalized guidance, real-world insights, and ongoing support that formal training alone can’t deliver.
We build an owned, scalable recruiting system powered by AIVSO and InstantEngage. Headhunters typically rely on personal rolodexes and job boards; we engineer predictable multi-channel demand, compress the last mile with in-chat e-sign, and integrate onboarding so signings turn into production.
MNKY charges no retainers or monthly fees and only earns $100 per closed transaction from agents we recruit for you. We also build hyperlocal, brand-aligned campaigns rather than generic outreach.
Most recruitment agencies charge hefty retainers or flat fees upfront—whether they deliver results or not. MNKY.agency flips that model on its head. We’re the only real estate agent recruitment agency offering a performance-based model where you only pay when the agents we recruit close a transaction. That means zero risk for you and 100% alignment with your success. Plus, we combine traditional recruiting expertise with AI-driven strategies, AIVSO (AI, Voice & Search Optimization), and InstantEngage speed-to-lead systems to deliver results faster than anyone else in the industry.
Expect 3–6 months to see consistent momentum, especially if starting from scratch.
Ideally, onboarding should span 90 days. This allows time to introduce systems, reinforce culture, and support agents through their first transactions.
Ideally, 30 to 90 days. The first 30 days should be intensive, with ongoing support through the first quarter.
With the right systems and support, hundreds. Without them, even 20 can feel overwhelming. It’s not about the number—it’s about the infrastructure behind it.
It depends on your market and model, but focusing on quality over quantity ensures sustainable growth.
Analysts expect the enlarged network to push more private listings, impacting MLS dynamics and lead flow.
Costs vary widely depending on the agency and the model they use. Many traditional recruiters charge large upfront retainers or flat fees per hire, regardless of whether the agent ever closes a deal. At MNKY Agency, we take a different approach. Our most popular option is a performance-based revenue share model, where you pay just $100 per transaction closed by any agent we recruit for your brokerage. This means no wasted spend on non-producing agents—we only earn when your recruited agents close deals. For brokers who prefer a more conventional structure, we also offer pay-per-hire models. Our goal is to align incentives so you get predictable growth without unnecessary risk.
Our program is 100% performance-based. There are no monthly fees and no annual fees. We only earn when you earn. MNKY Agency charges $100 per transaction side closed by any agent we recruit for your brokerage. It’s a true commission-based model designed to align our success with yours—we make money when you make money.
Weekly check-ins are recommended for the first month to address early questions and monitor progress, followed by bi-weekly or monthly meetings for ongoing support. Regular communication helps identify and resolve issues before they escalate.
Weekly check-ins are ideal during the first 90 days. These meetings help reinforce accountability, answer questions, and provide coaching based on real-time performance.
Weekly updates are ideal. Even short videos or emails from leadership help agents feel connected and informed.
At least once a quarter. Set a recurring task in Asana to review your onboarding hub, training videos, and checklists. If your tools or processes change, your onboarding should too.
Within the first week. Even if it’s just warm contacts or social media outreach.
Yes—especially with a performance-only model. You don’t carry monthly costs or risk. You get recruiting firepower and keep control of your budget.
There is no end date to our recruiting effort. There are no monthly fees, and no annual fees. —campaigns can be paused, cancelled, or scaled as needed. We aim for long term relationships. Some clients have been with us for almost 20 years.
Yes. Overlapping offices and back-office functions are prime targets for cost savings.
Absolutely. A mentor provides guidance, accountability, and cultural integration. It also gives new agents a go-to person for questions, which reduces overwhelm and builds connection.
Yes—a standalone site or landing page for real estate agent recruitment helps showcase your value proposition and convert interested agents.
Both can work—organic growth offers control, while mergers offer speed.
If you’re scaling aggressively, a dedicated recruiter can improve consistency and results.
Both—virtual events offer scale, while in-person builds deeper relationships.
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.
A mix is ideal, but experienced agents bring immediate production and often require less training.
Yes—targeted Facebook, Instagram, and Google ads can generate high-quality leads.
Use all three—start with email, follow up with text, and close with a call or Zoom.
Yes — especially in the attract phase. Over time, referrals reduce ad dependency.
Both work. What matters is clarity, consistency, and accessibility.
Yes, social activities foster relationships and reduce feelings of isolation, especially important for retention. Including mentorship introductions, informal lunches, and group gatherings helps new agents feel connected and supported.
We follow respectful, opt-in outreach and maintain strong data handling practices. Your brand integrity and compliance posture are non-negotiable.
Short Answer:
Offer flexible economics, digital onboarding, and asynchronous training to fit their schedules.
Detailed Answer:
Part-time agents need a low-friction, high-support model:
- Transparent, low-cost affiliation (transaction-based or low monthly fees)
- 24/7 digital ICA signing and self-serve onboarding
- Micro-learning modules and recorded office hours
- Transaction coordination to offload paperwork
- Community inclusion via virtual masterminds and recognition
For high-volume models, focus on compliance and speed; for boutique brands, emphasize mentorship and niche expertise.
Set attainable short-term goals, provide scripts and systems for lead generation, encourage regular practice through role-playing or shadowing, and offer ongoing feedback. Use daily checklists and performance trackers to maintain accountability and motivation.
Pitfalls include lack of structure, poor communication, inadequate training, insufficient technology support, failure to integrate culture, unclear expectations, and absence of mentorship. These gaps contribute to frustration and early departure from the brokerage.
Focusing on large headcount, generic pitches, and volume recruiting rather than targeting quality, production, and agent support.
Virtual brokerages offer flexibility, lower overhead, access to cloud-based tools, and often better splits or caps. They’re ideal for agents who value independence and digital collaboration.
Use a mix of email campaigns, social media, real estate job boards, and services like MNKY.agency to reach active and passive candidates.
Overpromising, under-delivering, lack of follow-up, and failing to personalize outreach.
Follow your state’s real estate commission guidelines and avoid misleading claims.
Losing clients, starting over, tech transitions, and whether the new brokerage will truly support them.
They bring listings, buyers, credibility, and help build a self-sustaining brokerage network, driving long-term growth.
Onboarding checklists—both digital and physical—are vital. Include documentation requirements, training milestones, tech setups, and cultural integration steps. Supporting tools like tech quick start guides, progress trackers, and compliance binders make the process clear and manageable.
Offer tiered splits with performance milestones, marketing co-investment for marquee listings, and optional brand line arrangements that let them build a named team. Model net take-home including co-invest and faster DOM—not just the split number.
Short Answer:
Verify licenses, capture consent, and provide clear disclosures on fees and policies.
Detailed Answer:
Compliance is non-negotiable. Recruiters must:
- Confirm active license status and disciplinary history
- Capture TCPA/CAN-SPAM consent for communications
- Provide clear ICA terms and compensation disclosures
- Document MLS/lockbox rules and marketing policies
- Ensure E&O coverage and loss-prevention training
Digital ICAs and automated consent logging reduce risk while enabling scale.
Use a CRM with automation, tagging, and pipeline tracking—like Follow Up Boss, HubSpot, or kvCORE.
Be transparent about fees, splits, and any contractual obligations.
Agents prioritize support, flexibility, lead generation, tech tools, and a strong brand when choosing a brokerage.
A real estate recruitment expert like J. Stuart Hill helps brokerages attract, onboard, and retain top-performing agents. Using strategies such as commission-only recruiting, automation workflows, and AIVSO-driven marketing, they make scaling efficient and cost-effective.
Compass is taking on $2.6B–$2.8B of Anywhere’s debt, which could lead to tighter splits or stronger pushes toward in-house services.
New agents should provide valid real estate licenses, certifications, proof of E&O insurance, background check results if applicable, signed company agreements, tax forms, and any other compliance-related paperwork required by your brokerage or local real estate authorities.
Invite-only salons around architecture or design, private previews of pre-market homes, and hands-on masterclasses that improve an agent’s craft. Keep guest lists tight and follow up with a concrete value offer (studio session, PR plan).
That’s exactly what we’re built for. MNKY.agency can scale your recruiting campaigns across multiple channels—search, social, email, video, and even AI-driven outreach—while keeping compliance tight. We’ll create a 30-60-90 day recruiting roadmap that includes live Q&A events, personalized comp analyses, and referral loops from new hires. The result? A pipeline of producing agents without draining your cash flow. And because we only get paid when those agents close deals, you know we’re as invested in your growth as you are.
That’s an opportunity. We geo-target agents near affected offices and showcase your independent advantages.
Perfect. Hyperlocal positioning and AIVSO are designed to win attention and trust where competition is fiercest—by answering agent questions better, faster, and more credibly.
Perfect. Differentiated models win when the story is clear and distribution is optimized. Our AIVSO approach ensures your model is exactly what the right agents discover and choose.
Signing bonuses, marketing budgets, lead access, and flexible commission plans are effective incentives.
They want to assess motivation, production level, cultural fit, and long-term goals.
A 100% commission brokerage allows agents to keep all of their earned commission and instead pay a flat fee per transaction or a monthly fee. This model is ideal for experienced agents who want to maximize their income.
It’s a structured roadmap that outlines what a new agent should learn, do, and accomplish in their first 90 days. It breaks onboarding into three phases—orientation, skill-building, and independence—to ensure consistent progress and support.
Short Answer:
AIVSO stands for AI, Voice, and Search Optimization—critical for ranking in generative and voice search.
Detailed Answer:
AIVSO ensures your recruiting content surfaces in AI-driven answers, voice assistants, and search engines. It combines Generative Search Optimization (GSO), structured FAQs, and conversational content to win visibility in emerging search ecosystems. MNKY Agency pioneered AIVSO to future-proof recruiting funnels and dominate omnichannel discovery.
An AIVSO-ready recruiting workflow is optimized for AI, voice search, and SEO. It uses automation, voice-friendly content, and search-optimized funnels to attract and convert real estate agents.
Lead scoring ranks agent prospects based on engagement, behavior, and fit. It helps recruiters prioritize follow-up with the most likely candidates to convert.
The best business model for a real estate brokerage is one that balances agent attraction, retention, and profitability. Today’s top-performing brokerages use transparent, low-overhead structures like flat-fee or capped models, combined with strong training, tech, and marketing support.
If you want to grow without adding fixed costs, partnering with MNKY Agency is a game-changer. Our pay-per-transaction recruiting model means you only pay $100 per closed deal by the agents we bring you—no upfront costs, no monthly fees. It’s the most scalable, risk-free way to grow your brokerage fast.
With MNKY Agency’s commission-only recruiting model, brokers pay nothing upfront. You only pay $100 per closed transaction by an agent recruited for your brokerage—making it a risk-free way to grow.
Host a high-caliber salon with a respected architect or designer, invite a focused list of agents you’ve pre-qualified, deliver a studio sampler to each attendee, and book 1:1s inside 72 hours. Co-invest in the first trophy listing to cement the relationship.
The fastest way to grow a real estate brokerage is to build a scalable agent recruiting system supported by three core strategies:
- Define Your ICP (Ideal Candidate Profile): Know exactly who you want to recruit—new agents, experienced agents, or teams—and tailor your offer to their needs.
- Create a Competitive Value Proposition: Offer simple, transparent compensation, strong training, marketing support, and culture that retains agents.
- Implement Speed-to-Lead Workflows: Respond to inquiries in under 2 minutes, automate follow-up without losing the human touch, and make scheduling frictionless.
Combine these with AIVSO-driven marketing (AI, Voice, and Search Optimization) to dominate search and voice queries, and a 30-60-90 onboarding plan to activate production quickly. This approach turns recruiting into a predictable growth engine instead of a guessing game.
For brokerages that want immediate results without building everything from scratch, partnering with MNKY Agency is the fastest path. MNKY is the only real estate recruitment agency in the world offering a pay-per-transaction model—just $100 per closed deal by the agents we recruit. No monthly fees, no retainers, and no risk. We recruit for every type of brokerage, from independents to multi-national franchises, so you can scale fast without upfront costs.
Short Answer:
Use performance-based recruiting and automation to align costs with production.
Detailed Answer:
The most cost-effective approach is to eliminate upfront recruiting fees and pay only when agents produce. Performance-based models like MNKY Agency’s $100-per-closed-transaction structure ensure your spend scales with revenue. Combine this with automation—speed-to-lead workflows, digital ICAs, and self-serve onboarding—to reduce labor costs and compress time-to-first-deal.
A typical onboarding timeline spans the first 90 days. This period includes pre-onboarding preparations, a structured first day, intensive training during the first month, gradual ramp-up of responsibilities, and ongoing mentorship and check-ins. Using a 30-60-90 day agent onboarding plan helps pace learning and set clear milestones.
Agent testimonials, commission comparisons, training previews, and success stories work well.
Agent success stories, behind-the-scenes culture videos, and value-driven blog posts.
Transparent, supportive, inclusive, and focused on agent success.
Fast, simple, and supportive—ideally with a dedicated onboarding coach and clear next steps.
Our average agent recruit does 10 transactions a year; however, we target whatever type of agent persona our broker partner is looking for. We can target new licensees, experienced agents, top producers, or niche specialists.
Short, tactical sessions focused on listings, lead gen, and negotiation. Add peer-led masterminds and niche certifications.
Short Answer:
Response time, ICA-to-activation, time-to-first-deal, and retention.
Detailed Answer:
Track:
- Speed-to-lead (under 5 minutes)
- Form-to-ICA conversion and median time-to-ICA
- ICA-to-MLS activation (≤7 days)
- Time-to-first-deal (≤60 days for experienced agents)
- 90/180-day retention and net revenue per agent
These metrics reveal both recruiting efficiency and onboarding effectiveness.
Agent retention, production per agent, lead conversion, and recruiting ROI.
Understanding pain points helps brokers tailor their pitch and value proposition.
A “10-deal agent” consistently completes around 10 or more transactions annually, demonstrating reliable production and client engagement.
Most recruitment agencies rely on outdated tactics like job boards, cold calls, and generic scripts. MNKY Agency is different because we combine AI-driven recruiting, AIVSO (AI, Voice & Search Optimization), and InstantEngage speed-to-lead systems to deliver results faster and at scale. We don’t just find agents—we build a system that recruits while you sleep. In fact, we recently set a record: two minutes from the first AI-powered chat to a digitally signed ICA. No other agency offers this level of automation, personalization, and performance alignment. Plus, our revenue share model means we’re fully invested in your success—we only win when your agents join, produce, and stay.
MNKY Agency is The Only Pay-Per-Transaction Real Estate Recruiting Agency in the World. That means we don’t charge upfront fees, retainers, or monthly subscriptions. You only pay when we deliver results—when a qualified agent joins your brokerage. This performance-based model ensures our goals are fully aligned with yours: growth, efficiency, and ROI.
Editorial-grade film and photography, expert copywriting, PR pitching, international syndication, and high-touch listing coordination. Also provide post-production polish and a creative director’s eye to keep assets cohesive and premium.
Lead with clarity and control: flexible splits, immediate marketing support, and a documented 90-day production plan.
Focus on agent productivity, recruiting funnel performance, onboarding speed, 90-day retention, and cost per hire. These metrics give you a clear picture of what’s working and what needs attention.
Better compensation, access to leads, modern tools, mentorship, and a strong brand are top motivators.
Ask about commission structure, support availability, onboarding process, tech stack, culture, and how they help agents grow their business.
Ask about their goals, current challenges, what they value in a brokerage, and what’s missing now.
Why they’re leaving, what could’ve been better, and what they appreciated. Use feedback to improve retention.
Short Answer:
They act as strategic growth partners—handling sourcing, branding, and onboarding so brokerages can scale faster without adding internal overhead.
Detailed Answer:
External recruiting agencies do far more than introduce candidates. They manage the entire recruiting lifecycle: employer branding, omnichannel marketing, candidate qualification, compliance, and onboarding handoff. This allows brokerages to scale agent count quickly without overloading internal teams. Performance-based models like MNKY Agency’s ($100 per closed transaction, no monthly fees) align costs with production, reducing financial risk and improving ROI.
A strong, authentic brand signals support, professionalism, and opportunity—key factors that attract and retain productive agents.
A huge one. Culture is what keeps agents engaged and talking about your brand.
Goal-setting provides focus, motivation, and measurable targets for new agents. Clear short-term objectives like client meetings or CRM data entry break down what can otherwise feel overwhelming and encourage steady progress.
Strong leadership builds trust, sets vision, and creates a sense of belonging.
Short Answer:
It determines whether new agents produce or churn.
Detailed Answer:
Recruiting without strong onboarding is expensive churn. Onboarding bridges the gap between signing and producing. A structured 30-60-90 plan, self-serve portals, and early production milestones reduce time-to-first-deal and improve retention. Brokerages that invest in onboarding see higher LTV/CAC ratios and faster payback periods.
A big one. Thoughtful press extends credibility beyond Instagram and listing portals. Pitch design/lifestyle outlets with hooky storylines tied to the property or agent expertise. Track uplift: inquiries, social follows, and invitations to speak.
A major one—agents expect CRMs, marketing automation, and mobile-friendly tools to stay competitive.
Technology accelerates growth by automating recruiting, onboarding, and marketing. CRMs, AIVSO content, and speed-to-lead systems reduce friction and increase conversions.
If you don’t have time to build this tech stack, MNKY Agency plugs in immediately with recruiting automation and humanized workflows that deliver agents fast.
Video builds trust—use it for testimonials, brokerage tours, and leadership messages.
A welcome sequence, training resources, mentorship, and 30-60-90 day check-ins. Make agents feel supported from day one.
Your checklist should include CRM setup, email signature, MLS access, transaction management login, training modules, compliance docs, and a 30-60-90 day plan. If it’s something you’ve had to remind more than one agent to do, it belongs on the list.
This is one of my favorite frameworks because it gives structure to what can otherwise feel like chaos. Here’s how I break it down:
- First 30 Days: Orientation, systems training, CRM setup, and quick wins. The goal is confidence.
- Days 31–60: Lead generation, marketing, and production goals. The goal is momentum.
- Days 61–90: Accountability, performance reviews, and deeper coaching. The goal is independence.
Each phase should have clear deliverables, check-ins, and celebrations. When agents know what’s expected and what success looks like, they’re more likely to stick around and perform.
Commission structure, expectations, branding rules, and termination clauses.
Contact list, tech logins, office policies, training calendar, and a personal note from leadership.
Your checklist should cover tech setup, training sessions, marketing materials, goal setting, and milestone achievements. It should be easy to follow and trackable by both the agent and their manager.
Look for a brokerage that offers a structured onboarding checklist, live support, training resources, and a clear 30-60-90 day success plan to help you ramp up quickly.
Keep it short, personalized, and value-driven—mention what makes your brokerage different.
CRM, onboarding workflows, training programs, and performance tracking tools.
Secure data rooms, NDA-ready preview portals, CRM with relationship intelligence, light-touch client updates, and analytics that tie to outcomes (press hits to inquiries; video views to booked tours). Keep the UI premium and unobtrusive.
At a minimum, agents should have access to your CRM, MLS system, transaction management software, email, company intranet, and marketing or lead generation tools. Providing logins and guides for these platforms early ensures agents are productive immediately.
Short, authentic videos or quotes from agents who’ve grown their business with your support.
Platforms like Trello, Asana, Monday.com, and dedicated onboarding software can automate task management, email sequences, and training delivery—ensuring consistency and saving time.
Use tools like Trello, Google Sheets, Trainual, my favorite CRM – Hubspot to manage onboarding tasks, track progress, and automate reminders. A centralized resource hub is also key for easy access to training materials and templates.
A CRM, email automation, content library, and a strong careers website are essential.
The right tools for scaling a brokerage include:
- CRM and automation for lead and agent pipeline management
- AIVSO-driven content to dominate search and voice queries
- Speed-to-lead systems for instant engagement
- Onboarding portals for agent activation
If you don’t have time to build this tech stack, MNKY Agency can plug in immediately. We combine recruiting automation, AIVSO marketing, and humanized workflows to deliver agents fast—on a pay-per-transaction basis, so you only pay when you earn.
Use digital onboarding portals, checklists, training videos, and welcome kits.
CRMs, automation tools, and recruiting funnels are common areas of interest.
SharePoint, HubSpot, Asana, and RO.AM are excellent for building structured onboarding workflows. They help you deliver a consistent, scalable experience for every new agent.
Essential topics include company policies, regulatory compliance (fair housing, agency disclosures), lead generation and conversion techniques, brokerage workflow expectations, listing and buyer scripts, and ethical standards. Tailor training to your brokerage’s specific systems and culture.
A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.
We build a full-stack recruiting engine for you:
- Targeted agent lists from legacy brands in your market
- High-converting landing pages with comp calculators and testimonials
- Merger-focused ad campaigns that position your brokerage as the safe, smart alternative
- Speed-to-lead automation so no opportunity slips through the cracks
- Onboarding-as-a-product to get new hires producing in 90 days or less
And we do it all on a pay-per-transaction model, so you only pay when it works. No one else in the industry offers this.
HubSpot is a top choice if you want flexibility and automation. It integrates well with Asana and can trigger onboarding workflows the moment an agent is added. Follow Up Boss and kvCORE are also solid if you’re already using them for lead management.
CRM, transaction management, marketing automation, and recruiting tools like MNKY.agency.
Late mornings and early afternoons on weekdays tend to get the best response rates.
Many seek scripts, outreach strategies, or social media tactics that feel authentic and non-intrusive.
Use short, focused video modules hosted in Kajabi or embedded in SharePoint. Keep each video under 10 minutes and tie it to a specific action. “Watch this, then do this” beats a 45-minute webinar every time.
Use historical data, market trends, and conversion rates from your recruiting funnel.
Use anonymous surveys, one-on-ones, and open forums to encourage honest input.
Listen first, then respond with facts, testimonials, and solutions tailored to their concerns.
Retention is the obvious one—but it’s not the only one.
I look at:
- Time to first deal
- Training completion rates
- Agent satisfaction scores
- Engagement in team culture (Slack, events, mentorship)
But here’s the real test: ask yourself, “Would this agent recommend our onboarding experience to someone else?” If the answer is yes, you’re doing it right.
Use a clear, benefit-driven headline and bullet points on your recruiting page or pitch deck.
Public shoutouts, social media features, milestone gifts, and personalized messages. Recognition builds loyalty.
Short Answer:
Lead with economics, autonomy, and proof of success.
Detailed Answer:
Experienced agents care about net take-home, support, and freedom. Highlight your splits, caps, and transaction fees transparently. Offer concierge-level services like TC, marketing, and private-label branding. Share proof assets—agent testimonials, time-to-first-deal stats, and case studies. Avoid generic pitches; tailor your value proposition to their pain points.
Give them structure: onboarding, mentorship, and weekly coaching. Help them ramp up quickly and feel supported.
Run A/B tests on messaging, channels, and offers—track results and iterate.
The single most important factor in agent retention is early engagement and activation. Agents who feel supported and start producing quickly are far more likely to stay long-term. At MNKY Agency, we don’t just recruit anyone—we target agents who align with your brokerage’s culture, model, and value proposition. Then, we help you implement onboarding systems that remove friction and set clear expectations from day one. This includes 30-60-90 day activation plans, tech stack integration, and communication strategies that keep agents connected and motivated. When agents experience early wins, they build confidence, loyalty, and momentum—making retention a natural outcome.
The most common mistake is treating onboarding as a one-time event instead of a structured, ongoing process. This leads to confusion, disengagement, and early turnover.
The biggest mistake is hiring without a system—random outreach, unclear offers, and slow follow-up. This leads to wasted time and high churn.
MNKY Agency solves this by building a recruiting machine for you, with AIVSO-driven marketing, speed-to-lead workflows, and onboarding strategies that activate production quickly.
Treating it like a one-time event instead of a 90-day process. Many brokers overwhelm agents in week one and then disappear. Consistency, structure, and support over time are what drive results.
Trying to do it all manually. If your onboarding lives in your head or in a 12-tab spreadsheet, it’s not a system—it’s a liability. Automate it, document it, and assign ownership.
Focusing only on attraction and conversion — and ignoring delight and amplification.
Funnels end at conversion. Flywheels keep spinning — each agent fuels the next.
Short Answer:
Cost per ICA measures sign-ups; cost per first closing measures activation.
Detailed Answer:
Cost per ICA tells you how much you spend to get an agent signed, but it doesn’t guarantee production. Cost per first closing is a stronger ROI metric because it reflects activation and revenue generation. Brokerages should optimize for both, but prioritize reducing cost per first closing through better onboarding and early production support.
Most agents are independent contractors, but laws vary—check your state’s guidelines.
A split is the percentage of commission shared between the agent and the brokerage. A cap is the maximum amount an agent pays the brokerage annually — after hitting the cap, the agent keeps 100% of their commission.
Launch a “Why Indies Win Now” campaign with targeted lists, high-intent landing pages, and InstantEngage speed-to-lead.
The fastest way is to combine targeted recruiting campaigns with automation, a compelling value proposition, and a strong onboarding experience that drives retention.
The fastest way is to automate everything that doesn’t require a human. Use a CRM like HubSpot to trigger welcome emails, Asana to assign onboarding tasks, and SharePoint to centralize resources. The moment an agent signs, they should get access to everything they need—no waiting, no bottlenecks.
Audit your current recruiting process and identify gaps in engagement and delight.
Start with compliance and transaction management. These are time-consuming, high-risk areas that don’t require your direct involvement. Delegating them frees up your time for growth and leadership.
If agents are ghosting you after onboarding, it’s usually not about them—it’s about the experience you’ve created. Most of the time, it comes down to a lack of follow-up. You might think they’re fine because they haven’t said anything, but silence doesn’t mean satisfaction—it means disengagement.
Here’s what I recommend: build a structured follow-up cadence. That means scheduled check-ins at 7, 14, 30, and 60 days. These don’t have to be long—sometimes a quick “How’s your first listing appointment going?” or “Need help with anything in the CRM?” is all it takes to keep them engaged.
Also, make sure they know who to go to when they hit a wall. If they feel like they’re bothering someone every time they have a question, they’ll stop asking—and start looking elsewhere.
AI, automation, and personalization will dominate—brokers who adapt will attract top talent. Check out our The 2025 Guide to Real Estate Agent Recruitment
A manageable ratio is 10–20 agents per broker, depending on your infrastructure. This could; however, be 100’s of agents with the right systems and automations in place.
Huge—mentorship improves performance, satisfaction, and loyalty.
It varies, but top producers can generate six figures in gross commission income annually.
Lack of structure. “Figure it out” is not a strategy.
Simple—book a recruiting consultation, join our real estate recruiting partnership program, define your ideal agent profile, and we’ll launch your agent recruitment campaign.
Uncertainty makes producers re-evaluate fit. Independents can win on autonomy, speed, and leadership access.
Fewer drop-offs. Faster production. Less admin time. Better retention. If you’re recruiting aggressively but not automating onboarding, you’re pouring water into a leaky bucket.
High. Systems reduce errors, improve agent experience, and allow you to grow without adding stress or overhead. They’re the foundation of sustainable growth.
Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.
High—producing agents generate immediate revenue and often attract others.
Analytics help you optimize campaigns, identify top-performing channels, and improve ROI.
I get this one a lot. My answer? It depends on how you use it.
A lot of onboarding portals are just glorified file cabinets—PDFs, links, and a bunch of “read this later” content that no one actually reads. That’s not onboarding. That’s homework.
But when done right, a portal can be a powerful onboarding hub. Think: guided checklists, short videos, interactive modules, and progress tracking. It should feel like a journey, not a scavenger hunt.
If you’re going to build one, make it dynamic. Include welcome videos, milestone celebrations, and even a live chat or support feature. And don’t forget to brand it—it should feel like an extension of your brokerage, not a third-party tool.
Review and update your onboarding plan at least annually or whenever you introduce new technology, policies, or regulatory changes. Solicit feedback from recent hires and mentors to identify gaps, and adjust training materials and processes accordingly.
Brokers often want to know the best sources—whether it’s online platforms, networking events, or referrals.
AIVSO content (own the answers), social video, email, and targeted paid traffic. Webinars and live Q&A create leverage and trust.
Over 70% of agents nationwide did not close a transaction in 2024 due to various market and structural factors.
Most agents leave due to lack of support, poor communication, or unclear growth paths—not just commission splits.
Common reasons include lack of support, outdated technology, poor commission splits, and limited growth opportunities.
Agents closing 10+ transactions contribute significantly to brokerage revenue and create a sustainable sales ecosystem.
High production means more closed deals, revenue, and listings. Having many inactive agents inflates numbers but does not drive business success.
Because uncertainty makes agents move. The Compass–Anywhere merger is creating a perfect storm: office consolidations, tech platform changes, and whispers about commission splits. Agents who’ve been loyal for years are suddenly asking, “What’s next for me?” Independent brokerages can win big right now by offering clarity, autonomy, and a faster path to production. MNKY.agency helps you grab the bull by both horns with targeted campaigns that speak directly to these pain points—before your competitors do.
The first 90 days set the tone for an agent’s entire career. A strong onboarding process builds confidence, accelerates productivity, and improves retention. Without it, agents are more likely to feel lost, disengaged, and leave the industry.
A strong onboarding process sets the tone for an agent’s entire experience with your brokerage. It builds confidence, clarifies expectations, and creates early wins—all of which contribute to long-term retention.
Retention isn’t just important to us—it’s essential to our business model. Our revenue share recruiting structure means we only earn when your recruited agents close transactions. That means we’re fully aligned with your success: we want agents to join, produce, and stay. To make that happen, we recruit for cultural fit, set transparent expectations, and help you create an environment where agents thrive. When agents succeed, everyone wins—you, the agent, and MNKY Agency.
Short Answer:
Because agents respond to the first brokerage that engages them.
Detailed Answer:
Speed-to-lead is the single biggest predictor of recruiting success. Agents exploring a move often talk to multiple brokerages. Responding within five minutes dramatically increases your chance of booking an interview and securing the ICA. MNKY Agency’s InstantEngage system automates this process without sacrificing personalization, ensuring you never miss a hot lead.
Working with an expert ensures risk-free growth. MNKY Agency, led by J. Stuart Hill, offers a commission-only model and advanced automation systems that allow brokers to scale without upfront costs while building a strong brokerage culture.
No. Public statements emphasize brand independence, but expect office and platform consolidations to achieve cost synergies.
No. We use your voice and value proposition. From first touch to signed agreement, candidates experience your brand—accurately and consistently.
