Recruiting real estate agents is one of the hardest parts of growing a brokerage or team. I learned this the hard way.
Early in my career, I thought that if I just put out a few job postings or networked at real estate events, agents would come flocking to my team. I was wrong. I wasted time on the wrong candidates, onboarded people who weren’t a great fit, and even had agents leave after just a few months.
I quickly realized that recruiting isn’t about just filling seats—it’s about attracting the right agents who will actually thrive in your business. Whether you’re looking for new agents hungry to learn, experienced agents ready to scale, or top producers looking for a better opportunity, you need a solid recruitment strategy that brings in the right people and keeps them.
In this guide, I’ll walk you through:
- How to attract the right real estate agents to your team or brokerage
- How to recruit new vs. experienced agents (and what matters to each group)
- How to position yourself as the best place for top agents to work
- How to retain the agents you recruit and build a culture that keeps them
If you want to build a scalable, high-performing real estate team, you need a recruitment system that works. Let’s dive in.
How to Recruit Real Estate Agents
Recruiting real estate agents is not about waiting for the right people to come to you. It is about actively positioning your brokerage or team as the best opportunity in the market and building a consistent pipeline of agent prospects.
Many brokers and team leaders make the mistake of relying only on word of mouth or passive job postings. That is not enough in today’s competitive market. You need multiple recruitment strategies working at the same time to attract and convert the best agents.
Here’s how to build a strong recruitment system.
Define Your Ideal Agent Profile
Before recruiting, you need to be clear on who you want to attract. Not every agent is a good fit for every team or brokerage.
Ask yourself:
- Do I want new agents who are eager to learn but need a lot of training?
- Do I want experienced agents who can immediately produce but may have their own habits and systems?
- Do I want top-producing agents who will elevate the brand but require strong incentives?
Each type of agent has different needs and motivations, so your recruiting message should be tailored accordingly.
I once made the mistake of recruiting an agent who seemed great on paper—high energy, good personality—but after a few months, it was clear he wasn’t willing to follow team systems. He preferred working independently and did not engage with the support we offered. That was a hard lesson: not every good agent is the right agent for your team.
Build a Strong Recruiting Funnel
A good recruiting funnel ensures that you always have a steady stream of potential agents coming in. Here are the best ways to find agents:
Brokerage Websites and Career Pages
Your website should have a dedicated careers page with:
- Clear details on commission splits, training, lead generation, and technology support.
- Testimonials from current agents explaining why they joined.
- A simple form for agents to express interest in joining your team.
Many brokerages treat recruiting as an afterthought, but your website is often the first place agents will check before reaching out.
Real Estate Job Boards
Posting on sites like Indeed, WizeHire, and LinkedIn can help attract both new and experienced agents. A strong job posting should:
- Clearly state what makes your brokerage different.
- Highlight benefits like marketing support, admin assistance, and career growth opportunities.
- Avoid vague language—be specific about what agents can expect.
I once posted a generic job ad that simply said, “Join Our Growing Real Estate Team.” It got a lot of views but very few serious applicants. Once I revised it to highlight our lead support, coaching program, and clear commission structure, the number of qualified applications increased.
Networking at Industry Events
Attending real estate networking events, conferences, and continuing education classes is one of the best ways to connect with agents. Unlike online job postings, this approach allows you to:
- Build relationships first, which makes recruitment easier.
- Identify high-quality agents who may not be actively looking but are open to the right opportunity.
I have recruited some of my best agents simply by starting conversations at real estate meetups. Many of them were not planning to switch brokerages, but once they saw the value we offered, they were willing to explore the opportunity.
Social Media and Online Groups
Many successful agents spend a lot of time on Facebook real estate groups, LinkedIn, and Instagram. These platforms can be used for recruiting by:
- Posting valuable content about real estate success strategies.
- Sharing team success stories and testimonials from happy agents.
- Engaging with agents by commenting on their posts and starting conversations.
One of the most effective ways I have recruited agents is by sending personalized messages on LinkedIn. Instead of a generic pitch, I focus on complimenting something specific about their business and asking if they are open to new opportunities.
Internal Referral Programs
Your best agents can also be your best recruiters. Offering a referral bonus to current agents for bringing in new team members can be a great way to find talent. The key is to:
- Make the referral bonus meaningful (such as a cash incentive or a higher split on the first few deals).
- Encourage agents to introduce people who fit the culture, not just anyone looking for a job.
I once had an agent refer a close friend who was unhappy at another brokerage. Because the referral came from someone they trusted, the transition was much smoother, and they quickly became one of our top performers.
Offer a Competitive Value Proposition
Recruiting is not just about finding agents—it is about convincing them to join you instead of another brokerage or team.
To stand out, you need to offer real benefits that matter to agents. Here are the key things agents look for:
Competitive Commission Splits and Incentives
- Clear split structures (50/50, 70/30, cap model, etc.).
- Performance-based incentives for high producers.
- Options for self-generated leads vs. team leads.
Leads and Marketing Support
- Do you provide high-quality leads to your agents?
- Do you offer CRM and automation tools to help them convert those leads?
- Do you provide done-for-you marketing and branding assistance?
Training and Mentorship
- New agents often choose a brokerage based on who will train them the best.
- Even experienced agents want to know if there are advanced coaching and leadership opportunities.
I once recruited an agent who had been stuck at the same income level for years. The reason he left his old brokerage was simple: they stopped helping him grow. He saw that we offered ongoing coaching and business-building strategies, and that was enough to make the switch.
Conduct a Strong Interview Process
Once an agent expresses interest, the interview process is where you determine if they are a good fit.
Questions to Ask in a Real Estate Recruitment Interview:
- What are your short-term and long-term goals in real estate?
- What challenges are you currently facing in your business?
- How do you generate leads, and what support would help you improve?
- What are you looking for in a brokerage or team?
The best agents are not just looking for a job—they are looking for the right business partnership. A great interview should feel like a conversation where both sides determine if it is a good fit.
Red Flags to Watch for When Hiring Agents:
- Agents who focus only on commission splits and not on value.
- Agents with a history of frequent brokerage changes.
- Agents who seem uninterested in training or improving their skills.
I once had an agent who was only interested in the highest commission split possible. When I asked about training, team culture, or technology, he did not care. That was a sign that he would not be a good fit for a team-oriented environment, so I passed.
What’s Next?
Recruiting is not just about bringing in more agents—it is about bringing in the right agents who will succeed and stay with you long-term. But hiring is only the first step.
The next challenge? Making sure those agents succeed once they join your team or brokerage.
In the next section, I’ll cover:
- How to recruit new real estate agents and train them for success.
- How to attract experienced agents who can produce immediately.
- How to create a strong onboarding process that keeps agents engaged.
The goal is not just recruitment—it is retention and long-term growth. Let’s move forward.
How to Recruit New Real Estate Agents
Recruiting new real estate agents is completely different from recruiting experienced ones. New agents are looking for training, mentorship, and guidance, while experienced agents are focused on commission splits, branding, and lead generation.
Early in my recruiting efforts, I made the mistake of pitching my team the same way to both groups. I focused too much on branding and marketing tools when speaking with new agents, but they cared more about whether I would actually teach them how to get their first deal. Once I shifted my approach and emphasized training, hands-on coaching, and step-by-step business development, I started recruiting stronger new agents who were more likely to succeed.
If you want to successfully recruit new real estate agents, you need to position your team or brokerage as the best place to launch a career. Here’s how to do it.
Why Recruiting New Agents Can Be a Great Investment
Many brokers and team leaders hesitate to hire new agents because they assume they will take too much time to train and may not produce quickly. But there are significant advantages to bringing in new talent.
Benefits of Hiring New Agents:
- They are eager to learn and follow systems. Unlike experienced agents who have their own methods, new agents are more open to using your team’s scripts, CRM, and marketing strategies.
- They help expand your market presence. New agents often come with large personal networks of friends and family who can become clients.
- They tend to stay loyal to the team or brokerage that trained them. If you invest in their growth early, they are more likely to stay long-term.
I once recruited a brand-new agent who had zero sales experience but was highly motivated. Within his first year, he closed over $5 million in volume because he followed every system we gave him. He didn’t waste time trying to do things his own way—he simply executed the plan.
That is the kind of agent you want to find.
Where to Find New Real Estate Agents
New agents do not hang out in the same places as experienced agents, so your recruiting strategies need to be different.
Real Estate Schools and Licensing Programs
One of the best ways to find new talent is to build relationships with local real estate schools. Many schools allow brokerages and teams to:
- Host free workshops on getting started in real estate.
- Sponsor school events to get in front of future agents.
- Set up referral programs where instructors introduce top students to hiring brokers.
I once partnered with a local real estate instructor who referred his best students to me before they even got licensed. Since they already trusted his recommendations, those new agents were much easier to recruit.
Social Media and Online Communities
Many new agents spend a lot of time in Facebook real estate groups, Instagram, and YouTube searching for advice on how to succeed in the business. This is where you can position yourself as the expert by:
- Posting success stories of new agents who thrived under your guidance.
- Sharing educational content about how to generate leads and close deals.
Engaging in new agent discussion forums where they ask questions about joining a brokerage.
Real Estate Licensing Offices
Many states have licensing offices where newly licensed agents pick up their official real estate license. Some brokerages set up meet-and-greet sessions to connect with these agents as soon as they enter the industry.
One of my best recruiting strategies was calling newly licensed agents directly. Many of them were overwhelmed and had no idea what to do next, so when I offered a clear step-by-step training plan, they were immediately interested.
What New Agents Care About Most
If you are trying to recruit new agents, your pitch needs to focus on what they actually care about. They are not looking for high commission splits or brand recognition. They want training, support, and a roadmap to their first deal.
What to Emphasize When Recruiting New Agents:
- Structured Training Program – New agents need a clear onboarding process, mentorship, and ongoing education to learn how to sell real estate.
- Lead Generation Support – Most new agents struggle with prospecting. Show them how your brokerage helps them find and convert leads.
- Hands-On Coaching – Offer one-on-one guidance, role-playing sessions, and direct feedback to help them develop sales skills.
- A Clear Path to Their First Commission – Explain exactly how they will get their first deal within 90 days. New agents need a fast win to stay motivated.
I once recruited an agent who was about to join a different brokerage with a slightly higher commission split. When I walked her through our 90-day new agent roadmap—which included lead sources, daily scripts, and weekly coaching—she realized that getting to her first commission quickly mattered more than a few extra percentage points. She chose our team because we had a clear plan to make her successful.
Onboarding and Training: Setting New Agents Up for Success
Recruiting a new agent is just the first step. If they do not get trained properly, they will either fail or leave for another brokerage. A strong onboarding and training system is the key to keeping them productive and engaged.
How to Build a Strong Training Program for New Agents:
- Orientation & Onboarding Week – Teach them how to use your CRM, marketing tools, and transaction systems.
- Daily or Weekly Coaching Calls – Role-play scripts, review progress, and give them specific action steps.
- First 90-Day Business Plan – Help them set goals, create a lead generation plan, and stay accountable.
- Shadowing Experienced Agents – Let them observe listing appointments, buyer showings, and contract negotiations.
- Lead Distribution Plan – If your team provides leads, show them exactly how to work them and convert them into deals.
One of the biggest mistakes I see brokers make is hiring new agents but leaving them to figure things out on their own. Most new agents fail because they do not know what to do every day. The more structured your training, the higher their chances of success.
How to Recruit Experienced Real Estate Agents
Recruiting experienced real estate agents is completely different from bringing in new agents. Unlike new agents, who are focused on training and getting their first deal, experienced agents are already producing and looking for ways to increase their income, improve efficiency, and grow their brand.
Early in my recruiting efforts, I made the mistake of pitching training programs and mentorship to experienced agents—things they didn’t care about because they had already built their business. What they actually wanted was better commission structures, stronger lead generation, and support systems that would help them scale. Once I changed my approach and focused on how joining my team could directly improve their production, I started attracting higher-quality, experienced agents.
If you want to recruit experienced agents, you need to offer something they cannot get at their current brokerage. Here’s how to do it.
Why Experienced Agents Are Harder to Recruit
If an agent has been in the business for years and is already closing deals, why would they leave their current brokerage or team? That’s the key question you need to answer.
The biggest obstacles to recruiting experienced agents:
- They are comfortable where they are. Many agents stay at a brokerage simply because switching feels like a hassle.
- They already have a process that works for them. They are used to their CRM, branding, and way of doing business.
- They have personal relationships with their current broker or team leader. Loyalty is a major factor in recruitment.
To recruit an experienced agent, you have to make the transition worth it. They need to see a clear financial or strategic advantage in switching to your team or brokerage.
What Experienced Agents Care About Most
If you want to recruit an experienced agent, you need to offer real value. These agents are not interested in generic sales pitches. They want to know exactly how moving to your brokerage will make their life and business better.
The Top Reasons Experienced Agents Switch Brokerages:
- Higher earning potential – Better commission splits, cap models, or bonus structures.
- More high-quality leads – Access to exclusive leads or a stronger marketing system.
- Better branding and marketing support – Professional listing presentations, done-for-you social media, and high-end advertising.
- Less administrative work – Transaction coordinators, automated follow-up systems, and assistants to handle paperwork.
- More career growth opportunities – The ability to move into leadership, start a team, or build a stronger personal brand.
I once recruited an agent who was producing over $10 million a year at another brokerage. At first, he wasn’t interested in switching. But when I showed him how our team’s marketing system could generate an extra five to ten deals per year for him, he made the move. He didn’t care about a higher commission split—he cared about scaling his business.
How to Find and Approach Experienced Agents
Unlike new agents who are actively looking for a place to start, experienced agents are not always looking to make a move. That means you need to be more strategic in your approach.
Where to Find Experienced Real Estate Agents
- MLS Data and Transaction Records – Look for agents who are actively closing deals and ranking among the top in their market.
- Social Media and LinkedIn – Many experienced agents are building their personal brand online. Engage with their content before reaching out.
- Networking Events and Industry Conferences – Face-to-face conversations at real estate meetups and masterminds are great for building relationships.
- Referrals from Current Agents – Your team members may know experienced agents who are open to a conversation.
One of the best ways I’ve recruited experienced agents is through soft introductions. Instead of immediately pitching them on switching, I focus on building a relationship first. I’ll invite them to a team event, have a casual conversation at an industry gathering, or offer value in the form of business advice before ever bringing up recruitment.
How to Approach an Experienced Agent Without Being Pushy
If you reach out to an experienced agent with a generic “Are you interested in joining my team?” message, you will get ignored. High-producing agents get these pitches all the time, and they do not respond to cold recruitment messages unless there is something in it for them.
Better ways to start the conversation:
- Compliment their success – “I’ve been following your work in the area, and I really admire the brand you’ve built.”
- Ask about their business goals – “What’s your focus for the next year? Are you looking to scale your business or improve certain systems?”
- Offer a solution to a common pain point – “I know a lot of top agents are looking for ways to generate more high-quality leads without spending more time prospecting. We’ve built a system that helps with that—would love to chat.”
I once recruited an agent by simply asking, “What’s one thing you’d change about your current brokerage if you could?” That opened up a conversation about the things that frustrated her, and I was able to show her how our brokerage solved those problems. Within a few weeks, she made the switch.
How to Position Your Brokerage as the Best Option
Agent Type | What They Want | How to Attract Them |
High-Volume Producers | Maximize earnings and enhance their brand. | – Offer a cap model or higher split on self-generated leads. – Provide premium marketing and branding support to elevate their personal brand. – Give access to high-end listings and exclusive luxury markets. |
Mid-Level Experienced Agents Looking to Grow | Increase production without increasing workload. | – Provide done-for-you lead generation and appointment-setting support. – Offer one-on-one coaching or business scaling strategies. – Show them a clear path to higher production with better efficiency. |
Agents Wanting More Career Growth | Leadership, team-building, and long-term wealth. | – Offer leadership roles where they can manage other agents. – Provide opportunities to start their own team under your brokerage. – Give access to profit-sharing or equity-based incentives for long-term financial stability. |
How to Recruit Top Real Estate Agents
Recruiting top-producing real estate agents is a completely different challenge. These agents are already highly successful, closing high-volume transactions and running their businesses efficiently. They are not actively looking for a new brokerage or team, and they will only consider making a move if they see a significant advantage.
I learned early on that top agents do not switch for minor perks or slightly better commission splits. They switch for bigger opportunities—business expansion, branding support, better lead generation, and leadership positions. The key to recruiting them is to position your brokerage or team as a catalyst for their next level of success.
If you want to recruit elite agents, you need to offer them more than what they already have. Here’s how to do it.
What Sets Top Agents Apart?
A top-producing real estate agent is not just someone who closes a few extra deals a year. They are highly skilled, disciplined, and business-minded.
Here’s what makes them different from average agents:
- High sales volume – They are already closing $10M+ per year in transactions.
- Established personal brand – They have a strong reputation in the market and often generate business through referrals.
- Efficient systems and processes – They know how to generate leads, convert clients, and manage transactions at scale.
- Selective about partnerships – They will not move to a new brokerage or team unless it offers a clear financial or strategic advantage.
Because they are already successful, your recruitment strategy needs to offer something they cannot get on their own.
Why Top Agents Leave Their Current Brokerage
If a top agent is already making great money and closing deals, why would they even consider switching?
The reality is, even top agents face challenges that their current brokerage may not be solving.
The Top Reasons High-Performing Agents Switch Brokerages:
- Better commission structure – They want to keep more of their hard-earned money.
- Higher-quality leads – They want access to premium listings and motivated buyers.
- Stronger branding and marketing support – They want to level up their personal brand.
- Better operational and administrative support – They want more efficiency so they can close more deals with less stress.
- More leadership or expansion opportunities – They want to grow a team, start a brokerage division, or scale their business.
I once recruited a top agent who was already making $300K per year. He did not care about commission splits. What convinced him to join was our high-end marketing team that produced luxury video content for listings, built custom agent branding strategies, and helped him dominate the high-net-worth market.
How to Find and Attract Top Agents
Unlike new agents, who are actively searching for a brokerage, top agents need to be recruited. They are not looking for a job—they are looking for a better business opportunity.
Where to Find Top Agents:
- MLS and Transaction Data – Identify the top-producing agents in your market based on closed deals.
- Luxury and High-End Listings – Many top agents specialize in high-ticket transactions.
- Real Estate Conferences and Mastermind Events – The best agents invest in learning and networking.
- Social Media and YouTube – Many top agents are building their personal brands online.
I have had the most success recruiting top agents by engaging with their work first. If they are active on social media, I comment on their posts. If they are dominating a certain neighborhood, I make sure to learn about their strategy before reaching out. A warm introduction always works better than a cold pitch.
How to Approach a Top Agent Without Sounding Like a Recruiter
The worst way to approach a top agent is by sending a generic “Are you open to new opportunities?” message. High producers get these messages all the time, and they ignore them.
The best way to start the conversation is to focus on their goals and challenges.
Better ways to approach top agents:
- “I’ve been following your success in [market area], and I’m impressed by what you’ve built. What’s your next big goal in real estate?”
- “I work with a lot of high-producing agents, and the biggest thing they struggle with is [insert challenge]. Is that something you’ve dealt with?”
- “I’d love to learn more about your approach to business. If you’re open to it, I’d love to grab coffee and exchange ideas.”
Instead of pitching them immediately, I focus on building a relationship first. When an agent trusts you and sees you as someone who can add value, they are much more open to a conversation about switching brokerages.
How to Position Your Brokerage as the Best Option for Top Agents
If you want to recruit top agents, you need to position your brokerage or team as a business growth partner, not just a place to hang their license.
Agent Type | What They Want | How to Attract Them |
High-Volume Producers | Maximize earnings and work with high-end clients. | – Offer a cap model or higher split on self-generated leads. – Provide premium branding and marketing services to elevate their presence in the market. – Give them access to luxury listings and high-net-worth clients. |
Agents Looking to Build a Team | Scale their business and expand their reach. | – Provide team-building support, including recruiting, training, and marketing for their agents. – Offer lead distribution systems to help them scale their production. – Give them a clear roadmap to growing a seven-figure real estate business. |
Agents Wanting More Leadership and Expansion Opportunities | Long-term wealth and influence in the brokerage. | – Offer brokerage partnership models where they can run their own office. – Provide profit-sharing or equity incentives for long-term stability. – Give them a role in mentoring new agents or leading training programs. |
Retaining the Agents You Recruit
Recruiting real estate agents is only half the battle. If you cannot keep them, you will be stuck in a cycle of hiring, training, and losing agents—costing you time, money, and momentum.
Early on, I focused so much on bringing in new agents that I neglected retention. I assumed that as long as I provided leads and a competitive split, agents would stay. I was wrong. Some of my best recruits left within a year—not because they were unhappy with their earnings, but because they felt disconnected, unsupported, or unclear about their future with the brokerage.
Retention is about more than just money. It is about creating an environment where agents feel valued, supported, and motivated to grow within your brokerage long-term. Here’s how to do it.
The Cost of High Agent Turnover
Losing an agent is expensive, especially if you invested time and resources into training them.
The real cost of high turnover:
- Wasted recruiting and training resources – Every agent you lose means restarting the hiring and onboarding process.
- Lost transaction volume – If agents leave, their production goes with them.
- Damage to brokerage reputation – A high turnover rate can make other agents hesitant to join.
Retention is not just about keeping agents happy—it is about building long-term stability and profitability.
Why Agents Leave a Brokerage or Team
If you want to improve retention, you need to understand why agents leave.
The Most Common Reasons Agents Leave a Brokerage:
- Lack of support – They feel like they are on their own with no real mentorship or guidance.
- Unclear career growth – They do not see a path to advancing or making more money beyond commission splits.
- Better opportunities elsewhere – They get recruited by another brokerage offering more benefits.
- Culture and leadership issues – They feel disconnected, unappreciated, or misaligned with the team’s values.
- Inefficient systems – If they struggle with outdated technology, poor lead generation, or a lack of admin support, they may look for a better setup.
I lost one of my strongest agents because I failed to recognize his need for growth. He was hitting record sales numbers, but he wanted to build a team. I didn’t offer him a clear path for that, so he left for another brokerage that did. That was a hard lesson: top agents need more than just commission—they need a vision for long-term success.
How to Retain Agents Long-Term
If you want agents to stay, you need to give them a reason to commit to your brokerage beyond just commission splits.
1. Build a Strong Company Culture
A brokerage or team’s culture is one of the biggest factors in retention. Agents will stay where they feel connected, valued, and supported.
Ways to build a strong culture:
- Recognize achievements – Celebrate closings, milestones, and personal wins.
- Create team engagement opportunities – Monthly meetups, retreats, and social events.
- Encourage collaboration – Agents should feel like they are part of a team, not just working under a brand.
One of my best retention strategies has been hosting weekly mastermind sessions where agents share challenges and strategies. This keeps them engaged and connected to the team, even if they work remotely.
2. Provide Career Growth Opportunities
Many agents leave because they feel stuck. If they do not see a future beyond just closing deals, they will look for a brokerage that offers career advancement.
Ways to create career growth opportunities:
- Leadership roles – Offer experienced agents the chance to become team leads or trainers.
- Path to building a team – Help agents start their own team under your brokerage.
- Profit-sharing and equity programs – Give high-performing agents a stake in the business.
One of my top producers was considering leaving until I offered him a mentorship role for newer agents. This gave him more leadership responsibility and an additional income stream, keeping him engaged with our brokerage.
3. Offer Business Development Support
Agents want to grow their business, and if you can provide the tools to help them do that, they will have no reason to leave.
Key areas where agents need support:
- Lead generation systems – Provide high-quality leads or train them on lead generation strategies.
- Marketing and branding – Help agents build their personal brand through social media, professional listing materials, and PR.
- Technology and automation – Give agents access to top-tier CRM systems, transaction management tools, and automated marketing platforms.
One agent told me, “I would have left my old brokerage years ago if they had just given me the marketing support I needed.” That was an eye-opener—retention is often about providing business solutions, not just financial incentives.
4. Keep Communication Open and Transparent
One of the biggest reasons agents leave is feeling unheard or disconnected from leadership. A strong communication strategy ensures that agents feel valued and involved.
Ways to improve communication:
- One-on-one check-ins – Regular meetings to discuss their progress, challenges, and goals.
- Open-door policy – Agents should feel comfortable reaching out with concerns or ideas.
- Transparency in decisions – Keep agents informed about brokerage changes, new policies, or market strategies.
I used to assume that if an agent was doing well, they were happy. Then I started scheduling quarterly check-ins with every agent, and I was shocked at how many had small frustrations they had never voiced. By addressing those concerns early, I was able to prevent unnecessary turnover.
How to Prevent Poaching by Other Brokerages
Top agents are constantly being recruited by competitors. If another brokerage offers them a compelling opportunity, they might leave—even if they are happy with you.
To prevent agent poaching:
- Make your brokerage irreplaceable. Offer unique benefits, branding, and business support they can’t get anywhere else.
- Lock in agents with performance-based incentives. Profit-sharing, bonuses, or stock options keep them committed long-term.
- Create a culture they don’t want to leave. If they feel like part of a real team, they will hesitate to leave, even for more money.
One of my best agents was getting calls from recruiters every month. What kept her with us? She felt connected to our culture, had leadership opportunities, and knew we were invested in her success. If you create an environment where agents thrive, they will ignore outside offers.
