How repeatable systems are driving real estate brokerage growth

"Recruiting gained traction when he shifted his mindset from pitching to providing value. It's led to recruits joining us six months later, he said. It's led to recruits who are now on drip campaigns, and it's definitely a long game. Setting your boundaries and making sure that you're recruiting to your culture is one of the most important things that you can do."

"I think authenticity is the king of all. If you don't genuinely like people, it sounds silly to say in a room like this, but if that's how you feel, I think you need to have a conversation with yourself. I don't have a mission statement for my business and a mission statement for my personal life. They're exactly the same. It's just who I am. You know who that attracts? People like me."

"You have to meet them where they're at, and I don't know if there's a correct cadence for every single agent. If I checked in with my top producers every single week, they're going to start saying, Why are you calling so much? But my newer agents need that help, that accountability."

Effective real estate brokerage recruiting depends on authenticity and value-driven engagement rather than aggressive sales tactics. Brokers should establish clear boundaries and recruit agents aligned with their culture. Authenticity serves as the foundation for both recruiting and retention, requiring leaders to genuinely connect with people and maintain consistency between personal and professional values. Accountability strategies must be customized based on individual agent experience levels and performance. Newer agents require frequent check-ins and support, while top producers need autonomy and less frequent oversight. Long-term recruiting success involves patience, recognizing that many recruits join months after initial contact through sustained engagement and drip campaigns.

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