Top talent in real estate rarely applies through job ads. They’re already employed—and open to better conversations, not just offers. If you’re only recruiting when there’s a vacancy, you’re too late. Learn how high-performing leaders build recruitment pipelines year-round using proven systems for real estate.
Here’s the truth most real estate leaders don’t want to hear:
The best agents are already working somewhere else.
They’re not scrolling job boards.
They’re not chasing your SEEK ad.
But they are open to the right opportunity—if the conversation feels worth having.
And right now?
They’re having that conversation with someone.
If it’s not you, it’s your competition.
Most principals only start recruiting when someone resigns.
That’s reactive leadership. And by then, you’re weeks—if not months—behind.
The top-performing agencies we coach take a different approach:
When an agent is finally ready to make a move, guess who they call first?
The one who’s been calling them all along.
Here’s the kicker:
What works to convert vendors works just as well to attract team members.
✅ Regular check-ins
✅ Personalised value-adds
✅ Systems that show leadership, not desperation
If you’re running your team off gut feel or only hiring in panic mode, that’s not leadership. That’s damage control.
A real estate agent coach will show you how to:
This is what smart agencies are doing—quietly and consistently.
And it’s why they always seem to “have someone” ready to go.
Think of recruitment as prospecting.
You wouldn’t wait until stock runs out to chase sellers—so don’t wait for a resignation to chase talent.
Start the conversation early.
Stay in touch often.
Lead with value, not just vacancies.
Your future top performer is already in the industry.
They’re already succeeding.
And they’re already talking to someone.
Jess works with business leaders to achieve peak performance through implementing effective systems and processes to both nurture teams and scale businesses.
