Real Estate Agent Recruiting FAQs: Everything Brokers Need to Know

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.

Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.

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 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.

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.

Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.

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.

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.

Use video messages, assign mentors, and celebrate small wins.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

Absolutely. It protects your brokerage and sets expectations early.

Yes. Experienced agents may skip licensing basics but still need to learn your systems, culture, and expectations.

Both work. What matters is clarity, consistency, and accessibility.

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.

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.

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.

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.

Loom (for video walkthroughs), Trello or Asana (for task tracking), and Microsoft 365 or Google Workspace (for docs and forms). At MNKY.agency we use Loom, Asana, and Microsoft 365.

A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.

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.

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.

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.

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.

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.

Lack of structure. “Figure it out” is not a strategy.

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.

Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.

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.

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.

Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.

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 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.

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.

Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.

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.

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.

Use video messages, assign mentors, and celebrate small wins.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

Absolutely. It protects your brokerage and sets expectations early.

Yes. Experienced agents may skip licensing basics but still need to learn your systems, culture, and expectations.

Both work. What matters is clarity, consistency, and accessibility.

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.

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.

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.

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.

Loom (for video walkthroughs), Trello or Asana (for task tracking), and Microsoft 365 or Google Workspace (for docs and forms). At MNKY.agency we use Loom, Asana, and Microsoft 365.

A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.

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.

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.

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.

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.

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.

Lack of structure. “Figure it out” is not a strategy.

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.

Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.

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.

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.

Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.

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 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.

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.

Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.

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.

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.

Use video messages, assign mentors, and celebrate small wins.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

Absolutely. It protects your brokerage and sets expectations early.

Yes. Experienced agents may skip licensing basics but still need to learn your systems, culture, and expectations.

Both work. What matters is clarity, consistency, and accessibility.

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.

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.

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.

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.

Loom (for video walkthroughs), Trello or Asana (for task tracking), and Microsoft 365 or Google Workspace (for docs and forms). At MNKY.agency we use Loom, Asana, and Microsoft 365.

A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.

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.

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.

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.

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.

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.

Lack of structure. “Figure it out” is not a strategy.

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.

Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.

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.

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.

Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.

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 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.

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.

Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.

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.

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.

Use video messages, assign mentors, and celebrate small wins.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

Absolutely. It protects your brokerage and sets expectations early.

Yes. Experienced agents may skip licensing basics but still need to learn your systems, culture, and expectations.

Both work. What matters is clarity, consistency, and accessibility.

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.

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.

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.

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.

Loom (for video walkthroughs), Trello or Asana (for task tracking), and Microsoft 365 or Google Workspace (for docs and forms). At MNKY.agency we use Loom, Asana, and Microsoft 365.

A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.

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.

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.

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.

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.

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.

Lack of structure. “Figure it out” is not a strategy.

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.

Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.

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.

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.

Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.

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 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.

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.

Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.

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.

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.

Use video messages, assign mentors, and celebrate small wins.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

Absolutely. It protects your brokerage and sets expectations early.

Yes. Experienced agents may skip licensing basics but still need to learn your systems, culture, and expectations.

Both work. What matters is clarity, consistency, and accessibility.

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.

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.

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.

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.

Loom (for video walkthroughs), Trello or Asana (for task tracking), and Microsoft 365 or Google Workspace (for docs and forms). At MNKY.agency we use Loom, Asana, and Microsoft 365.

A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.

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.

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.

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.

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.

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.

Lack of structure. “Figure it out” is not a strategy.

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.

Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.

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.

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.

Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.

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 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.

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.

Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.

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.

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.

Use video messages, assign mentors, and celebrate small wins.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

Absolutely. It protects your brokerage and sets expectations early.

Yes. Experienced agents may skip licensing basics but still need to learn your systems, culture, and expectations.

Both work. What matters is clarity, consistency, and accessibility.

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.

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.

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.

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.

Loom (for video walkthroughs), Trello or Asana (for task tracking), and Microsoft 365 or Google Workspace (for docs and forms). At MNKY.agency we use Loom, Asana, and Microsoft 365.

A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.

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.

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.

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.

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.

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.

Lack of structure. “Figure it out” is not a strategy.

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.

Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.

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.

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.

Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.

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 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.

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.

Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.

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.

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.

Use video messages, assign mentors, and celebrate small wins.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

Absolutely. It protects your brokerage and sets expectations early.

Yes. Experienced agents may skip licensing basics but still need to learn your systems, culture, and expectations.

Both work. What matters is clarity, consistency, and accessibility.

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.

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.

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.

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.

Loom (for video walkthroughs), Trello or Asana (for task tracking), and Microsoft 365 or Google Workspace (for docs and forms). At MNKY.agency we use Loom, Asana, and Microsoft 365.

A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.

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.

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.

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.

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.

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.

Lack of structure. “Figure it out” is not a strategy.

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.

Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.

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.

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.

Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.

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 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.

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.

Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.

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.

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.

Use video messages, assign mentors, and celebrate small wins.

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.

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.

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 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.

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.

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.

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.

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.

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.

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.

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.

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.

Absolutely. It protects your brokerage and sets expectations early.

Yes. Experienced agents may skip licensing basics but still need to learn your systems, culture, and expectations.

Both work. What matters is clarity, consistency, and accessibility.

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.

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.

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.

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.

Loom (for video walkthroughs), Trello or Asana (for task tracking), and Microsoft 365 or Google Workspace (for docs and forms). At MNKY.agency we use Loom, Asana, and Microsoft 365.

A roadmap that outlines what agents should learn, do, and achieve in their first 90 days.

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.

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.

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.

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.

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.

Lack of structure. “Figure it out” is not a strategy.

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.

Higher retention, faster ramp-up, and stronger culture. It’s one of the best investments you can make.

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.

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.

Segment your onboarding tracks based on experience level—newly licensed agents, experienced agents, and team leaders—and tailor training, tools, and mentorship accordingly.

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 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.

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.

Use video, screen shares, and digital checklists. Schedule regular Zoom check-ins.

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.

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.

Use video messages, assign mentors, and celebrate small wins.

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.