Real Estate Agent Recruiting FAQs: Everything Brokers Need to Know

Offer competitive commission splits, strong mentorship, modern tech tools, and a clear value proposition that resonates with experienced agents.

ocus on your niche, agent success stories, culture, and personalized support to stand out.

Share real success stories of agents who grew their business after joining your brokerage.

Highlight your brokerage’s unique benefits such as training, leads, culture, technology, and growth opportunities.

Track cost per hire, time to hire, and production per agent over time.

Focus on value, not volume. Position your brokerage as a growth partner, not just a place to hang a license.

If you’re scaling aggressively, a dedicated recruiter can improve consistency and results.

A mix is ideal, but experienced agents bring immediate production and often require less training.

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.

Agents prioritize support, flexibility, lead generation, tech tools, and a strong brand when choosing a brokerage.

Signing bonuses, marketing budgets, lead access, and flexible commission plans are effective incentives.

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.

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.

Delegate early, automate repetitive tasks, protect your calendar, and take real breaks. Burnout happens when you try to scale without support or structure.

We help develop and amplify your employer brand to attract the right agents who align with your business goals.

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.

Start with market research, local partnerships, and digital recruiting campaigns.

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.

Implement mentorship, regular check-ins, and performance benchmarks.

Offer career paths, recognition, and consistent support.

Document your values, hire culture-fit agents, and maintain open communication.

They offer agents more marketing control and client options, making brokerages more attractive to high-performing agents.

An internal network of productive agents allows more in-house listings, faster sales cycles, and marketing autonomy.

MNKY.agency targets high-performing agents with proven production rather than focusing on headcount or recruiting gimmicks.

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.

Both can work—organic growth offers control, while mergers offer speed.

Focusing on large headcount, generic pitches, and volume recruiting rather than targeting quality, production, and agent support.

They bring listings, buyers, credibility, and help build a self-sustaining brokerage network, driving long-term growth.

Agent retention, production per agent, lead conversion, and recruiting ROI.

A “10-deal agent” consistently completes around 10 or more transactions annually, demonstrating reliable production and client engagement.

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.

A strong, authentic brand signals support, professionalism, and opportunity—key factors that attract and retain productive agents.

 CRM, onboarding workflows, training programs, and performance tracking tools.

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.

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.

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.

High. Systems reduce errors, improve agent experience, and allow you to grow without adding stress or overhead. They’re the foundation of sustainable growth.

High—producing agents generate immediate revenue and often attract others.

Over 70% of agents nationwide did not close a transaction in 2024 due to various market and structural factors.

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.

Yes, MNKY.agency allows full customization based on geography, experience, and production level.

Yes, MNKY supports CRM integrations for seamless lead management.

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.

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.

Pricing is flexible based on your real estate model. Either $100 per closed transactions for first 2 years agent is with your brokerage, $200 for one year, of $1500 discounted flat-fee after agent recruit closes their first transaction. Most brokers choose to pay $100 per closed transaction side for the first 2 years that any agent MNKY.agency recruits is with their brokerage.

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.

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.

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.

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.

Both matter—top producers often prioritize culture and support once basic compensation needs are met.

Many agents appreciate the flexibility and lower fees, but still want strong support and community.

Offer a smooth onboarding process, tech training, and testimonials from agents who made the switch.

Be transparent, share real results, and offer a no-pressure conversation or trial period.

Very—agents want fair splits, but also value support, leads, and tools that help them close more deals.

Losing clients, starting over, tech transitions, and whether the new brokerage will truly support them.

Fast, simple, and supportive—ideally with a dedicated onboarding coach and clear next steps.

Better compensation, access to leads, modern tools, mentorship, and a strong brand are top motivators.

A major one—agents expect CRMs, marketing automation, and mobile-friendly tools to stay competitive.

Common reasons include lack of support, outdated technology, poor commission splits, and limited growth opportunities.

Start with a hook, ask discovery questions, share your value, and close with a clear next step.

Use helpful content, success stories, and check-ins that show you care about their goals.

Offer value upfront—like a free business audit or marketing plan—and make scheduling easy.

Reference their market, production level, or recent listings—show you’ve done your homework.

Focus on your unique value: “We help agents close more deals with better support, tech, and leads.”

Use all three—start with email, follow up with text, and close with a call or Zoom.

Ask about their goals, current challenges, what they value in a brokerage, and what’s missing now.

Keep it short, personalized, and value-driven—mention what makes your brokerage different.

Late mornings and early afternoons on weekdays tend to get the best response rates.

Listen first, then respond with facts, testimonials, and solutions tailored to their concerns.

Focus on your mission, agent success stories, and consistent messaging across your website, social media, and recruiting materials.

Use photos, videos, and agent stories that reflect your values and team dynamic.

Highlight before-and-after results of agents who joined your brokerage and saw measurable success.

Share agent wins, behind-the-scenes culture, and educational content that positions your brokerage as a leader.

Yes—a standalone site or landing page for real estate agent recruitment helps showcase your value proposition and convert interested agents.

Yes—targeted Facebook, Instagram, and Google ads can generate high-quality leads.

Agent testimonials, commission comparisons, training previews, and success stories work well.

Video builds trust—use it for testimonials, brokerage tours, and leadership messages.

Short, authentic videos or quotes from agents who’ve grown their business with your support.

Use a clear, benefit-driven headline and bullet points on your recruiting page or pitch deck.

Yes—MNKY.agency supports CRM integrations for seamless agent recruiting lead management and tracking.

Yes—chatbots can answer FAQs, qualify leads, and book meetings 24/7.

Use email sequences, SMS follow-ups, and scheduling tools to streamline outreach and follow-up.

Use dynamic fields in emails and segment your audience by experience, location, or production.

Monitor metrics like lead-to-meeting rate, meeting-to-hire rate, and agent retention.

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 a CRM with automation, tagging, and pipeline tracking—like Follow Up Boss, HubSpot, or kvCORE.

Use digital onboarding portals, checklists, training videos, and welcome kits.

 CRM, transaction management, marketing automation, and recruiting tools like MNKY.agency.

Analytics help you optimize campaigns, identify top-performing channels, and improve ROI.

Yes—avoid false claims, respect non-competes, and follow advertising laws.

Yes, but structure them clearly and ensure they comply with local laws.

Yes, but do so ethically and avoid violating any contractual obligations.

Work with a compliance officer or legal team familiar with multi-state brokerage operations.

Consult legal counsel—some clauses may not be enforceable depending on your state.

Build loyalty through culture, contracts, and competitive compensation.

Follow your state’s real estate commission guidelines and avoid misleading claims.

Be transparent about fees, splits, and any contractual obligations.

Commission structure, expectations, branding rules, and termination clauses.

Most agents are independent contractors, but laws vary—check your state’s guidelines.

Absolutely. Happy agents refer others. A strong retention strategy makes recruiting easier and more authentic.

Start with better onboarding, consistent communication, and recognition. Build a culture agents want to be part of.

We offer a done-for-you recruiting partnership program with onboarding systems, automation, and retention strategies that scale.

Choose simple, integrated tools. Train agents to use them well and highlight success stories to drive adoption.

Design systems around support, communication, training, and recognition. Track what works and keep improving.

Use tools like Slack or RO.AM, host weekly calls, and create rituals like “Friday Wins” to foster connection.

Host events, celebrate wins, and encourage collaboration among agents.

Address issues early, mediate fairly, and reinforce your brokerage’s values.

Compare locally, ask your agents, and make sure your value proposition is clear—not just your numbers.

Use awards, bonuses, shoutouts, and public recognition to celebrate achievements.

Offer growth opportunities, recognition, strong support, and a collaborative culture.

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.

Weekly updates are ideal. Even short videos or emails from leadership help agents feel connected and informed.

Both—virtual events offer scale, while in-person builds deeper relationships.

Transparent, supportive, inclusive, and focused on agent success.

Short, tactical sessions focused on listings, lead gen, and negotiation. Add peer-led masterminds and niche certifications.

Why they’re leaving, what could’ve been better, and what they appreciated. Use feedback to improve retention.

Strong leadership builds trust, sets vision, and creates a sense of belonging.

A welcome sequence, training resources, mentorship, and 30-60-90 day check-ins. Make agents feel supported from day one.

Use anonymous surveys, one-on-ones, and open forums to encourage honest input.

Public shoutouts, social media features, milestone gifts, and personalized messages. Recognition builds loyalty.

Give them structure: onboarding, mentorship, and weekly coaching. Help them ramp up quickly and feel supported.

Huge—mentorship improves performance, satisfaction, and loyalty.

Most agents leave due to lack of support, poor communication, or unclear growth paths—not just commission splits.

Offer competitive commission splits, strong mentorship, modern tech tools, and a clear value proposition that resonates with experienced agents.

ocus on your niche, agent success stories, culture, and personalized support to stand out.

Share real success stories of agents who grew their business after joining your brokerage.

Highlight your brokerage’s unique benefits such as training, leads, culture, technology, and growth opportunities.

Track cost per hire, time to hire, and production per agent over time.

Focus on value, not volume. Position your brokerage as a growth partner, not just a place to hang a license.

If you’re scaling aggressively, a dedicated recruiter can improve consistency and results.

A mix is ideal, but experienced agents bring immediate production and often require less training.

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.

Agents prioritize support, flexibility, lead generation, tech tools, and a strong brand when choosing a brokerage.

Signing bonuses, marketing budgets, lead access, and flexible commission plans are effective incentives.