If you’re serious about growing your real estate brokerage fast, recruiting into a 100% commission model is one of the most reliable, scalable growth levers you can pull. Agents love keeping more of what they earn. You love predictable margins and lower overhead. But here’s the catch I see over and over again: the model alone won’t grow your brokerage. Recruiting will. And not just any recruiting—high-velocity, omnichannel recruiting that attracts the right agents, screens out the wrong ones, and onboards fast with consistency, compliance, and culture.
I’ve spent 20+ years building marketing and recruiting engines for brokerages across the U.S. and internationally. I’ve launched virtual expansions, built systems that recruit daily, and helped brokers move from “We’re a great brokerage, why aren’t agents saying yes?” to “We need to scale our onboarding capacity because we’re saying yes to so many agents.” That’s exactly why I built the MNKY Agency Real Estate Recruitment Partnership Program. It’s a performance-only solution where we plug in a proven recruiting engine and you pay only when your brokerage earns—pure pay-per-transaction with no monthly or annual fees. We recruit for all brokerage models, but 100% commission and cap models are where the most explosive growth tends to happen when you get the offer, positioning, and funnel right.
In this deep dive, I’ll walk you through the 100% commission model from a recruiting and economics perspective, how to position your offer so it sells itself, a channel-by-channel playbook you can swipe, the automations that let you scale without losing the human touch, and exactly how to measure, forecast, and improve your results. I’ll also include scripts, ads, landing page wireframes, onboarding checklists, and a 30-day launch plan you can start using today. If you want me and my team to do it for you, you’ll find a big shiny button at the end. Book a free recruitment consultation today, and Let’s get growing!
What the 100% Commission Model Really Is (And Isn’t)
At its core, a 100% commission brokerage allows agents to keep all of their commission on each transaction, and the brokerage earns through flat fees (per transaction, monthly desk fees, or a hybrid). There are a few common variants:
Flat transaction fee per side: The agent pays a set amount at closing (e.g., $495–$795 per side, depending on market and support level). This aligns your revenue with agent activity.
Monthly desk or “platform” fee: A low, predictable monthly amount for access to the brand, broker compliance, tech stack, and resources. There may still be a smaller transaction fee.
Hybrid with a cap: Some brokers add an annual cap to better compete with cap-first models. Agents pay per-transaction or a small split until they hit the cap, then keep 100%. This attracts agents used to a cap but hungry for a clear path to “true 100%.”
What a 100% model isn’t: It’s not a hand-off model with no support. The best 100% commission brokerages win because they deliver high-value support without bloated overhead: tight compliance, fast broker responses, low-friction tech, clear training pathways, lead-gen guidance, and a culture that doesn’t feel like “you’re on your own.” The recruiting message is “keep more, get better,” not “keep more, good luck.” That difference is everything when it comes to lifetime value and retention.
The Psychology of Why Agents Switch (So You Can Position to Win)
If you’ve ever wondered why your offer doesn’t convert as strongly as it should, it’s rarely the fee. It’s how you package and position value against the agent’s current pain. Here’s the psychology I’ve found to be consistently true across thousands of recruiting conversations:
Producers crave autonomy and speed: They hate waiting for broker replies, confusing compliance, and opaque splits. They want control, predictable costs, and instant answers.
Mid-level agents want a simple path to more income: They’re tired of “maybe someday you’ll hit cap” promises. They want to see the math in real numbers: “Close 12 sides a year? Here’s exactly what you take home with us.”
Newer agents want clarity, confidence, and community: They’re not shopping for a split; they’re shopping for an ecosystem. They want a 100% model that still teaches them how to get business, stay compliant, and master contracts.
Teams want infrastructure and minimal friction: Teams will move when onboarding is smooth, branding is respected, lead routing is clean, and costs don’t balloon as they scale.
When I recruit for the 100% model, I segment the message by persona. The big mistake brokers make is writing one landing page and one ad for “agents.” Don’t do that. Build pages and ads for producers, mid-level agents, new agents, and teams—each with the specific pains, benefits, and math that matter to them. That one change typically doubles page-to-call conversion.
The Unit Economics: How 100% Commission Brokerages Win on Margin
You’re not a nonprofit. You’re trading overhead for scale and predictability. Here’s how to think about the economics:
Revenue levers Per-transaction fee: Your primary revenue driver aligned with production. Monthly platform fee: Smooths cash flow, funds core tech and support. Ancillary services (optional): In-house TC, premium training cohort, marketing bundles, MLS/board passthroughs, and referrals. Keep this clean. Nickel-and-diming kills recruiting.
Cost drivers Broker oversight and compliance: Non-negotiable. Speed here is retention. E&O insurance: Priced fairly. Avoid markups that feel punitive. Agents notice. Core tech stack: eSignature, transaction management, CRM/marketing system, file storage, LMS, and communications. Onboarding and support: People who actually respond. It’s cheaper than churn.
A simple per-agent margin model Let’s say your average agent closes 10 sides/year. Transaction fee: $595 per side → $5,950/year revenue Monthly platform fee: $49/month → $588/year revenue Gross revenue per agent ≈ $6,538
Now estimate annual cost per agent: E&O (true cost averaged): $200 Core tech stack licenses: $250–$500 (varies by volume) Compliance (broker time + staff): $400 Onboarding/support overhead: $250 Marketing (attribution for recruiting): $200 Approx cost per agent ≈ $1,300–$1,550
Gross margin per agent ≈ $5,000+ before SG&A. With scale, your per-agent costs drop because compliance and tech amortize across the base. That’s why recruiting velocity is so powerful in the 100% model: the economics improve as you grow, not the other way around.
The two golden rules Never undermine the offer with hidden fees. Trust is your brand. Invest in speed-to-response and speed-to-close. Time kills deals—and culture.
The Offer: How to Make Your 100% Model Irresistible
An irresistible offer has four components: clarity, math, support, and proof.
Clarity Lead with the headline: “Keep 100% of your commission. Pay a flat $___ per side. No monthly or annual fees.” Or, if you use a platform fee: “Keep 100% of your commission. Flat $___ per side + $___/month. No surprises.” Give them the calculator. “Close 8 sides a year? Take home $X more than with your current split.”
Math Side-by-side comparisons beat slogans. Show the delta vs a typical 70/30 split and cap model at 6, 12, 18, and 24 sides. Use real numbers, not percentages. Money talks.
Support Don’t brag about “tech access.” Brag about outcomes: 15-minute broker response SLA on contract questions, 24-hour file review, onboarding in 48 hours, live weekly workshops, playbooks for FSBOs/expireds/farmers/YouTube leads, and a private mastermind for producers.
Proof Feature agent stories and metrics: “I cut $28,400 in annual split costs, onboarded in two days, and closed my first deal within three weeks of moving.” Use authentic, specific wins with permission. If you’re newer, showcase your broker’s track record, your operations SLAs, and the recruiting engine you’re plugging in with MNKY Agency.
Positioning phrases that convert “Keep 100%. No surprises.”
“Flat fee. Full support.”
“Lean where it should be, strong where it matters.”
“We built the brokerage we wanted as agents.”
“Scale your income, not your overhead.”
Channel-by-Channel Recruiting Playbook
You don’t need a hundred tactics. You need five channels done exceptionally well and stitched together with automation that never feels automated. Here’s the playbook I deploy for partners.
Search (SEO + Generative Search Optimization + Paid) Intent is king. Agents searching “100% commission brokerage near me” or “best 100% real estate company” are ready to talk. Win with: SEO pages by persona and market: “100% Commission Real Estate Brokerage in [City] for Producers,” “Best 100% Commission for New Agents in [State],” “Team-Friendly 100% Commission Model.” Pillar and FAQ content: “100% Commission vs Cap Model,” “What to Ask Before Switching Brokerages,” “How to Move Brokerages Without Losing Your Pipeline.” Local SEO: Google Business Profile for recruiting brand, reviews from agents, and geo pages. Paid search: Own exact-match queries around your model and brand. Keep ads direct: “Keep 100% Commission | $595 Per Side | 48-Hour Onboarding.”
Social (Organic + Community) LinkedIn: Thought leadership and direct outreach to experienced agents and team leads. Share wins, onboarding speed stories, and invites to “Open Office” Zooms. Instagram + TikTok: Short, punchy explainers: “What 100% Commission Really Means,” “How I Saved $28K Switching Brokerages,” “Why I Don’t Miss My Split.” Facebook Groups: High-signal if you contribute value. Post monthly “Switching Brokerages Checklist” with a DM CTA.
Paid Social Meta Advantage placements to target agents by interests and behaviors. Rotate creatives every 10–14 days. Split test UGC (agent selfie testimonials) vs “math ads” (take-home comparisons). YouTube ads for keyword intent around “best brokerage for new agents,” “100% commission explained,” and “how to switch brokerages.” Use 30–60 second skippable formats; drive to a calculator page.
Email + SMS + Voicemail Drops Daily new leads go into a 21–30 day educational sequence that never nags and always offers a quick chat. Email pacing: Day 0, 1, 2, 4, 7, 10, 14, 18, 24, 30 SMS pacing: Short value pings on Day 0, 3, 9, 17, 28 Ringless voicemail: A warm “hey, it’s me—no rush” tone on Day 2 and Day 12 Make opt-out easy; your brand is your list.
Webinars + Live “Open Office” Calls Run a weekly 25-minute live (or live-to-tape) session: “Keep 100% Commission: See the Math, the Support, and the Onboarding in 20 Minutes” Take three pre-submitted questions, show the calculator, share a real onboarding story, and drop your calendar booking link.
Referrals + Partner Feeds Your own agents’ networks are gold. Offer a small referral bonus (check your state rules) or public recognition for referrals that onboard. Lenders, TCs, and coaches can also be channel partners—create a simple co-branded landing page and talk track.
High-Converting Messaging: Copy You Can Swipe
Headlines that pull Keep 100% Commission. Pay a Flat $595 Per Side. No Surprises.
Producers: Keep More. Onboard in 48 Hours. Get Broker Answers in Minutes.
New Agents: 100% Commission, Real Support. Training, Leads, and Weekly Coaching.
Teams: Clean Splits for Your Team, Flat Fees, and Dedicated Onboarding.
Do the Math: How Much You’d Keep This Year with a 100% Model.
Body copy formula (Problem–Agitate–Solve) Most agents are paying $20K–$60K in splits and fees every year. That’s money you could redirect into your brand, your lead generation, or your family. The worst part? You’re still waiting days for broker replies and fighting through clunky compliance. We built a 100% commission brokerage that fixes all of that: keep your income, get fast support, and scale your business with a team that actually responds. Onboard in 48 hours, keep 100%, and pay a simple flat fee per side. Let’s get growing.
CTA variants Talk to a Broker in 10 Minutes
Run Your Numbers (Calculator)
See the 48-Hour Onboarding Plan
Move Your License This Week
Creative Swipe File: Ads, SMS, and Voicemail
Paid social ad (producer-focused) Visual: Split-screen graphic. Left side “70/30 Split = $24,300 Gone.” Right side “100% Commission = $595/Side.” Copy: You did the hard part: you closed the deals. Keep the commission. 100% model, flat $595 per side, no surprises. 48-hour onboarding. Broker answers in minutes, not days. Run your numbers. CTA: Run Your Numbers
Paid social ad (new agent-focused) Visual: Short reel of a new agent on Zoom training, checklist overlay “Contracts, Compliance, Prospecting, Scripts.” Copy: New agent? Keep 100% and get real support. Live weekly training, compliant templates, mentor path, and your first 30 days mapped. Don’t split what you can learn to keep. CTA: See the New Agent Plan
Search ad (exact match) Headline 1: 100% Commission Brokerage in [City] Headline 2: $595 Per Side | No Surprises Headline 3: Onboard in 48 Hours Description: Keep 100% of your commission with flat fees and real support. Producers, new agents, and teams welcome. Talk to a broker today.
SMS templates Day 0: Hey [FirstName], Stu here. Quick math: if you kept 100% this year and paid a flat $595/side, what would that save you? Want me to run it for you?
Day 3: I’ve got a 48-hour onboarding checklist I can text over—want it?
Day 9: Curious—what’s the #1 thing your current brokerage could do better? If I can beat it, I’ll show you exactly how.
Day 17: If switching feels risky, totally get it. I can walk you through how to move without disrupting your pipeline. Want the 10-minute version?
Ringless voicemail scripts Script 1: Hey, it’s Stu. I saw your profile—impressive production. I’m helping brokers and agents move to a 100% model that’s actually supported. If you want the 10-minute math and our 48-hour onboarding plan, I’ll text you a link. No pressure.
Script 2: Hey, it’s Stu again. I just emailed you a calculator—it shows exactly what you’d keep with a 100% model based on last year’s production. If you want me to walk it, reply to my text and I’ll hop on for five minutes.
Landing Page Wireframe: The Page That Books Calls
Above the fold Headline: Keep 100% Commission. Pay a Flat $595 Per Side.
Subhead: Producers, new agents, and teams—onboard in 48 hours with real support and no surprises.
Primary CTA: Run Your Numbers
Secondary CTA: Talk to a Broker
Section 2: The math Interactive calculator: Sides closed, avg price, GCI, current split. Show savings delta vs current.
Proof bullets: “Agents saved an average of $X last year,” “Onboarding in 48 hours,” “Broker response in minutes.”
Section 3: Support that matters Four cards: Compliance SLA, Live Training, Tech Stack, Dedicated Onboarding.
One-liner under each focusing on outcomes.
Section 4: Agent stories Three short, specific wins with headshots. Keep it real and local where possible.
Section 5: How switching works Three steps with icons: Run Your Numbers → 10-Minute Call → 48-Hour Onboarding.
FAQ dropdowns: licensing transfer, MLS/lockbox, deals in escrow, branding.
Section 6: CTA “Let’s Get Growing” button, plus a calendar embed for instant booking.
Automation That Never Feels Automated
Tools I deploy often (and you may already use): HubSpot for CRM, sequences, and lead scoring; Asana for onboarding tasks; SharePoint for your onboarding portal; Teams or RO.AM/Slack for culture and quick broker Q&A; eSignature and transaction management of your choice. The point is not the tools; it’s the flow.
Lead capture → immediate value Instant email with the calculator, your three-point value summary, and a 10-minute calendar link. Instant SMS offering to run the math personally.
Nurture sequences by persona Producers: math-first, support-second, speed-third. New agents: confidence-first, training-second, community-third. Teams: branding-first, onboarding-second, routing-third. Adjust copy, case studies, and CTAs accordingly.
Lead scoring +10 opens, +20 link clicks, +40 calculator interaction, +60 booked call, -15 no-show, +30 webinar attended, +20 replies. Triggers: Above 60 = auto-booking prompt. Above 100 = handoff to broker for direct outreach. Below 20 after 10 days = retarget with fresh creative.
Task routing New call booked: create Asana onboarding pre-checklist to send during the call (license transfer steps, MLS/lockbox, compliance documents). Post-call: conditional email with next steps, required documents, and a 48-hour onboarding timeline. Approval to onboard: auto-create welcome packet + checklist + Slack/Teams invite + SharePoint access with day-by-day tasks.
Human moments at key points Handwritten (digital) note on Day 2 of onboarding. Broker video check-in on Day 5. Community welcome post once license is active (with agent’s permission).
Onboarding That Protects Retention
The fastest way to turn growth into churn is a sloppy first 14 days. I insist on a time-boxed, checklist-driven onboarding.
Day 0–1: Prep and access License transfer: instructions, forms, point of contact. MLS and lockbox: verify access timeline and required steps. Email and tech stack setup: branded email (if you provide), CRM login, eSignature, transaction management, templates. Compliance kit: advertising guidelines, social media disclaimers, required IDs/logos, contract templates.
Day 2–3: Orientation and quick wins Live orientation (30–45 minutes) with Q&A. Upload and sign independent contractor agreement, W-9, E&O, policies. Brand setup: bio template, headshot guidance, social profile refresh. Quick win: pick one prospecting channel (sphere email blast, open house plan, FSBO outreach, YouTube short, or farming letter) and ship it in 48 hours.
Day 4–7: Production activation Join one live training (contracts, negotiations, or listing presentation). Accountability check-in: one-on-one with broker or team lead. Lead gen calendar: book 2–3 prospecting blocks. Marketing “starter kit”: 5 social posts, 1 email newsletter template, 1 neighborhood market update template.
Day 8–14: Momentum Mock listing or buyer consult run-through. File a dummy transaction to practice compliance. Introduce mastermind group (producers helping producers). Audit: Is anything slowing you down? Fix it now.
SLAs to protect the experience Broker question response: under 60 minutes during business hours. File review: under 24 hours. Marketing ticket: under 48 hours or a clear timeline. Onboarding complete: under 48 hours for core access, under 14 days for full ramp.
When you promise SLAs publicly and hit them, recruiting gets easier because your agents repeat the story for you.
Compliance and Risk: Be Lean, Never Loose
You can run a lean, fast-moving 100% model and still be tight on compliance. The basics I see mishandled most often—and how to fix them:
Independent contractor agreements: Keep them current with state law and attach clear policy addenda (advertising, social media, teams, compensation/fees). Make the agent acknowledgment digital and trackable.
Advertising and branding rules: Create a one-page “Do and Don’t” with brand name prominence requirements, logo sizing, license ID placement, and team name rules. Provide Canva templates to remove ambiguity.
RESPA and referrals: Train on what’s permissible for referral fees and marketing services agreements. Role-play real scenarios.
Data privacy and PII: Lock down transaction systems, require two-factor authentication, and train on email phishing. Provide secure alternatives for sharing IDs and financial docs.
E&O clarity: Spell out exactly what’s covered, what’s excluded, and how claims are handled. Avoid padding E&O as a profit center; agents see right through it and it harms trust.
Documented SLAs and escalations: Publish how and when agents get help, and who to escalate to when time-sensitive issues arise. Clarity reduces risk.
KPIs, Dashboards, and Forecasting: Run Recruiting Like a Revenue Engine
You can’t improve what you don’t measure. Here’s the minimal dashboard I set up for brokers:
Top-of-funnel Impressions → Clicks → Landing Page Views → Lead Forms Completed → Booked Calls Benchmarks to aim for (will vary by market and creative): Click-through rate: 1.5–3.5% on paid social, 4–7% on search for exact-match Landing page conversion: 12–25% (persona pages tend to beat generic pages) Lead-to-call: 25–40% (stronger with instant scheduling and SMS)
Mid-funnel Show Rate → Qualified Rate → Offers Extended → Offers Accepted → Time-to-Onboard Benchmarks: Show rate: 60–80% (reminders via SMS + email + calendar) Qualified rate: 50–70% (depending on persona and lead source) Offer accept rate: 35–60% (math and clarity win here) Time-to-onboard: under 7 days from acceptance (48 hours for core access)
Production and value New Agents Activated (first transaction started within 60 days)
12-Month Agent Retention Rate
Average Sides per Agent
CAC (cost to acquire an agent) vs Payback (time to first-fee break-even)
Agent LTV (12–24 months)
If your payback is longer than 90 days, revisit your targeting, offer math, and onboarding speed. If retention dips below 70% at 12 months, survey the last 30 exits and fix the three most common issues systematically.
Case Studies (Anonymized but Real)
Producer-heavy suburban brokerage Starting base: 22 agents, mixed splits, slow onboarding Shift: Launched 100% model with $595/side, zero monthly fee, publicly stated SLAs, and a “Do the Math” calculator. Persona pages for producers and teams. Recruiting engine: SEO + exact-match search ads + weekly “Open Office” Zoom Results in 6 months: 87 net-new agents onboarded, average 13.2 sides/year, CAC payback under 45 days, E&O incidents unchanged, compliance turnaround at 16 hours on average.
New agent accelerator in a metro market Starting base: 11 agents, 4 were new, training ad hoc Shift: 100% model + $49/month platform fee for LMS/coaching. “New Agent Pathway” content, live weekly contracts class, and a 30-day launch calendar. Calculator emphasized first-year savings vs split when doing 6–8 sides. Recruiting engine: Reels on “New Agent Myths,” TikTok “How to Switch Brokerages,” plus partnerships with two pre-licensing schools. Results in 9 months: 96 agents onboarded, 58% new-to-licensed, 64% activated first transaction within 60 days, retention at 80% after 9 months.
Team-centric regional expansion Starting base: 39 agents, 3 teams, inconsistent onboarding Shift: Team-focused landing pages, dedicated team onboarding PM, branded subpages for each team, and custom lead-routing support. Fees standardized: $595/side, optional TC at $350/side. Recruiting engine: LinkedIn outreach to team leads, YouTube ads keyed to “Best Team-Friendly 100% Commission Brokerage,” private webinar for top 20 target teams. Results in 7 months: 9 teams joined (53 agents), average time-to-onboard 5 days, team satisfaction survey 9.3/10, and producer masterminds became a recruiting magnet.
The 30-Day Launch Plan
Week 1: Offer, pages, and infrastructure Finalize fees and SLAs (response times, onboarding windows). Draft persona-specific landing pages (producers, new agents, teams). Build the calculator (even a simple one—put the math up front). Set up CRM, sequences, SMS, and call booking workflow. Record a 2-minute “Why Our 100% Model” video with you on camera.
Week 2: Creative and channels live Create 6–8 ads (2 math, 2 UGC/testimonial, 2 training-focused, 2 team-focused). Launch exact-match search ads; add negative keywords aggressively. Launch paid social with 2–3 personas per ad set; keep budgets modest to start. Stand up your weekly 25-minute “Open Office” Zoom; publish the link.
Week 3: Nurture and onboarding engine Ship the 21–30 day email/SMS sequence by persona. Design the 48-hour onboarding checklist and portal. Set support SLAs and escalation rules; assign owners. Run your first webinar and publish the replay with a calendar link.
Week 4: Optimize and scale Audit funnel metrics: CTR, LP conv%, lead-to-call, show rate, close rate. Kill the worst 30% of creative and replace with fresh angles. Double-down on the best persona-page pairings. Add a lightweight referral program for newly onboarded agents.
If you want this built for you, that’s literally what my team does. We plug in the campaigns, pages, sequencing, and onboarding flows—then tune it weekly until you’re recruiting predictably.
Common Mistakes (And the Fixes)
Hiding fees or stacking add-ons: Agents assume there’s more you’re not telling them. Fix: One page with everything—transaction fee, any monthly fee, E&O, optional services. Simplicity and transparency.
Generic pages for “agents”: It’s lazy. Fix: Build persona pages. New agents need training, producers need speed and math, teams need clean operations.
Slow broker responses: Culture killer. Fix: A shared inbox, response SLA, and backup coverage. Bonus: a “broker office hours” window daily.
Onboarding creep: Agents feel stuck in limbo. Fix: 48-hour core access guarantee, 14-day full ramp calendar, and a named PM for each onboarding.
Over-reliance on one channel: If Facebook hiccups, your pipeline dies. Fix: Diversify across search, social, webinars, and referrals. Always be testing.
Neglecting culture because “we’re lean”: Lean isn’t lonely. Fix: Weekly masterminds, spotlight wins, shared goals, and a responsive broker team.
Recruiting Scripts You Can Use Today
Cold call (producer) “Hey [Name], this is [Your Name], broker at [Brokerage]. I’ll be quick. I help producers keep 100% commission with a flat $595 per side and get broker answers in minutes, not days. If I could show you exactly what you’d take home based on last year’s numbers, would you want the 10-minute version?”
Objection: “I’m happy where I am.” “Totally fair. If staying put is best for you, I’ll say so. A lot of agents are just curious what the math looks like with a 100% model that actually supports them. Want me to run your numbers and text them over?”
Discovery framework (first call) Production last 12 months, average price point, biggest frustration at current brokerage, one thing you wish your broker did better, preferred support style (fast Slack/Teams, live calls, tickets), decision timeline, any deals in escrow (to plan the move), team vs solo.
Closer (math-first) “Based on [X] sides at [Y] GCI, you’d keep an extra $[Z] this year with us after fees. You’ll onboard in 48 hours, get file reviews in under 24 hours, and broker answers in minutes. Want me to send you the transfer steps and schedule 15 minutes to walk through them?”
Text follow-up after no-show “Hey [Name], it’s [Your Name]. I held your spot. No worries if timing shifted. Want me to just text your numbers and our 48-hour move checklist? Easy to scan in 2 minutes.”
Internal Linking and SEO Structure (How I’d Publish This)
Core landing: /careers/100-percent-commission-brokerage
Persona pages: /careers/producers, /careers/new-agents, /careers/teams
City/state pages: /careers/100-percent-commission-brokerage-[city], etc.
Pillars: /blog/100-vs-cap-model, /blog/how-to-switch-brokerages, /blog/new-agent-checklist
FAQ hub: /learn/100-percent-commission-faqs
Webinar replay: /events/keep-100-percent-commission-replay
Every blog post points back to the calculator and the booking page. Every persona page includes an inline FAQ and a short video. Keep duplicate content in check by customizing intros and local proof points.
15 SEO-Rich FAQs About 100% Commission Recruiting
How does a 100% commission model actually make money for the brokerage?
Through flat transaction fees, sometimes paired with a small monthly platform fee. Instead of taking a percentage split from every deal, the brokerage earns a predictable fee per side and spreads support and tech costs across a larger agent base. The margin comes from operational efficiency, not from agent production splits.
What’s the best way to pitch a 100% model to experienced producers?
Lead with the math and the speed. Show an exact side-by-side comparison of their last 12 months against your fee structure, then outline your broker response SLA and compliance turnaround. Producers care about take-home, time, and no friction—hit those three and you’ll book the second call.
How do I recruit new agents without sacrificing support in a 100% model?
Offer a structured “New Agent Pathway” with clear milestones: live weekly training, mentor or office hours, contract templates, and a 30-day activation plan. Make the path visible on your site and deliver it with an LMS and office hours so support scales without ballooning headcount.
Will teams join a 100% commission brokerage?
Yes—if you provide clean onboarding, respect team branding, support lead routing, and keep fees predictable as the team scales. Create a team-specific landing page, a dedicated onboarding PM, and an operations checklist that shows you understand how teams actually run.
What’s a realistic recruiting goal for a 100% model in a new market?
With the right offer and engine, 20–40 agents in the first 90 days is achievable in many markets, with acceleration as your proof builds. The bottlenecks tend to be onboarding and compliance capacity more than lead flow once your funnels are tuned.
How do I handle agents worried about moving deals in escrow?
Have a clear playbook: evaluate the status, decide whether to close under the old brokerage, and start new deals under your brokerage. Offer to coordinate with the other broker and provide templated communications. The key is protecting the agent and their client relationships during the transition.
What KPIs matter most for 100% commission recruiting?
Lead-to-call rate, show rate, offer accept rate, time-to-onboard, new agent activation (first transaction within 60 days), 12-month retention, CAC payback (days to recover acquisition cost), and agent LTV. Track weekly and tune one bottleneck at a time.
What should I include in a 100% commission recruiting landing page?
An above-the-fold promise with your fee, a calculator, proof, support SLAs, three agent stories, a three-step “how switching works” section, and two CTAs: “Run Your Numbers” and “Talk to a Broker.” Cut anything that doesn’t move them to the next step.
Do I need a monthly fee in a 100% model?
You don’t need one if your per-transaction fee covers your unit economics. Some brokers add a small monthly platform fee to smooth cash flow for LMS and core tech. If you do, keep it simple and explain exactly what agents receive.
How do I keep culture strong without an office?
Speed and community. Quick response SLAs, daily broker office hours, weekly masterminds, spotlight wins, and a private community where agents get answers fast. Culture is responsiveness plus shared wins—not a coffee bar.
What kinds of ads convert best for 100% commission recruiting?
Math-first ads (what you keep) and authentic UGC (agent talking head with a specific savings story) consistently outperform glossy brand ads. Rotate creative every 10–14 days, test by persona, and keep CTAs to “Run Your Numbers” and “10-Minute Call.”
How do I prevent churn after the first 90 days?
Deliver the onboarding you promised, maintain your SLAs, and keep agents moving with a cadence (weekly learning, monthly challenges, quarterly goal-setting). Survey at 30, 60, 90 days, fix the top three issues, and communicate the fixes publicly.
Is E&O a profit center in a 100% model?
It shouldn’t be. Be transparent about the true cost and avoid markups that feel like a gotcha. Agents talk, and hidden profit centers undermine your recruiting message of “keep more, no surprises.”
What’s the fastest way to increase recruiting conversions right now?
Split your landing pages by persona and add a calculator to each. Update your follow-up with SMS that offers personal math, and open your calendar for 10-minute calls. Most brokerages double their lead-to-call rate just by removing friction.
How do I know if my 100% commission model is competitive in my market?
Compare apples to apples: total cost at 6, 12, 18, and 24 sides vs local split and cap models. Add your SLAs and support stack to the comparison. If your total annual cost is lower and your support is faster, your offer is competitive; if not, adjust fees or amplify value where it matters.
Final Thoughts: The Model Is the Magnet—But the Engine Does the Work
A good 100% commission offer is a magnet. It attracts attention. But magnets don’t move metal by themselves. You need a recruiting engine that pulls agents in, shows them the math, proves the support, and makes switching simple. You also need onboarding that matches your promise and a culture that proves it every day through responsiveness and results. That combination is how brokerages grow fast and sustainably.
If you want my team to plug in the engine that recruits daily, sets up the pages, sequences, and onboarding flows—and keeps tuning every week—we can do that with zero monthly or annual fees. We only earn when you do. We recruit for all brokerage models, and we know how to make a 100% commission offer win in competitive markets. If you’re ready to grow, I’d love to show you what’s possible in the next 90 days.
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Plug into the MNKY Agency Real Estate Recruitment Partnership Program today.
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About MNKY Agency
MNKY Agency builds and runs high-velocity recruiting engines for brokerages of all sizes—done-for-you and designed for scale. We recruit for every brokerage model and operate on a performance-based pay-per-transaction system: $100 per closed transaction, with no monthly or annual fees. Our interests are fully aligned with yours because we only earn when you earn. Using omnichannel marketing, generative search optimization, conversion-driven design, and human-first automation, we attract the right agents, book more qualified calls, and onboard faster with less friction. We currently recruit 1–3 agents per day for single brokerages and hundreds per day across all clients. Ready to grow your brokerage fast? Let’s get growing.
About the Author
I’m J. Stuart Hill, founder of MNKY Agency. For two decades I’ve helped brokers and teams build marketing and recruiting systems that scale—across the U.S. and internationally. I specialize in omnichannel recruiting, 100% commission and cap model positioning, and automation that never feels automated. I believe brokerages should be lean where it makes sense and strong where it matters: compliance, support, and culture. When I’m not building funnels that recruit daily, I’m writing, speaking, and pushing our industry to deliver more value with less waste—for brokers and for agents. If you want to see what we can do together in the next 90 days, let’s talk.
