Make recruiting and retention a signature strength of your brokerage
Most broker-owners know what they should be doing to attract and keep good agents. The hard part is doing it every day, with a system, while running the rest of the business. That is where I help.
42 to 75 and 25%: John L. Scott Yakima after 90 Days to Recruiting Success. 44% to 29%: a Midwest franchise brokerage. Read the case studies: recruiting and retention.
Who I work with
- Broker-owners and brokerage executives who want steady, profitable growth
- Managers and team leaders responsible for recruiting, onboarding and coaching agents
- Recruiters and recruiting teams who want better conversations and better conversion
Problems I help solve
- Recruiting that happens in bursts instead of every day
- Top producers leaving, or quietly thinking about it
- Sponsoring agents who don’t fit, produce or stay
- Managers who are too busy to recruit, coach and lead
- No clear numbers for activity, conversion and 12-month retention
Our belief
Recruiting is an act of leadership. The brokerage model is not the differentiator. Execution is. The leaders who win master the internal game first, because without it, the external game will always underperform. Our coaching is built on TRIBE, the Recruiting Insight framework: Think, Research, Influence, Block and Embrace.
How we work together
Most engagements start with a 30-minute conversation about where your brokerage is and where you want it to go. From there, many leaders join our 12-week coaching program, 90 Days to Recruiting Success, followed by weekly accountability. You can work one-on-one with a Recruiting Insight coach or in a small group with other leaders. The work is built on Recruiting Insight’s data, including our quarterly Agent Migration Report, and on practical frameworks you can use the same week.
What happens in the 90 days
90 Days to Recruiting Success works through four stages, one step at a time, with your coach:
Claim your recruiting niche, define your ideal recruit, and sharpen your value proposition so you know who you’re after and why they’d join you.
Build your recruiting database, put agent referrals and outside influencers to work, and keep a talent pipeline full.
Learn the psychology and the discipline of lead conversion, run an effective experienced-agent interview, and help agents through the decision to change.
Lock in a recruiting routine you can keep while running the business, and build a recruiting mindset that holds up through a “no.”
After the 90 days
Recruit365
Keeps the habits going with weekly talent-attraction groups, weekly email accountability and recruiting mastermind meetings.
30 Days to Retention Success
Covers the other half: keeping the agents you have. You’ll set a retention benchmark, look at the outside pressures on your agents, and work on the psychology and discipline of retention. Recruiting success starts with retention.
What we measure
- Daily recruiting activity
- Conversion at each step: conversations, interviews scheduled, interviews held, hires
- 12-month retention of the agents you sponsor
For a sense of what a disciplined system produces, Recruiting Insight’s TalentScout calling team averages a 45% call-to-conversation rate, 23% of conversations turning into scheduled interviews, a 63% interview show rate and 22% of interviews ending in a hire. The average hire produces $97K a year in GCI.
The return
Based on Recruiting Insight client results, leaders who follow the system consistently for one year recruit an additional $10 million in experienced-agent production. That typically adds $20,000 or more in company dollar, a first-year return of four times the investment or more.
Is this right for you?
It’s a fit if
You lead a brokerage, office or team, you want experienced-agent recruiting to become a strength, and you’ll give it focused time every day.
It’s probably not a fit if
You want someone else to do all the recruiting for you. If that’s you, ask about TalentScout, our team that calls experienced agents in your market and sets the appointments. If your main need is new-to-the-business agents, ask about ThirdPool, which handles the sourcing and screening.
What Recruiting Insight clients say
“When we started the recruiting training with you earlier this year, we had 42 agents. We recruited 17 new agents this year and bought a boutique brokerage, adding 16 additional agents. We grew to 75 agents and now have a 25% market share.”
Jeremy and Lindsay Sinnes, Owners and Managing Brokers, John L. Scott Yakima, Yakima, Washington
“The Recruiting Insight products and support team enable us to be more consistent in our recruiting efforts. We have already seen a 25% improvement in talent attraction and recruiting results.”
Kyle Wennick, Expansion and Growth Manager, Solid Rock Realty, Ottawa, Ontario
“We have seen a 48% improvement on a year-over-year basis and a 208% improvement month over the prior month in talent attraction and recruiting results. … Intentional daily focus returning to the fundamentals is one key to our success.”
Keven Levent, CEO & President, Better Homes and Gardens Real Estate Metro Brokers
Experience and results
- Former CEO of the nation’s 35th largest brokerage firm, which grew roughly fivefold to $8 billion in annual sales
- Managing Partner of Recruiting Insight, real estate’s recruiting company since 2005, serving brokerages in more than 100 markets
- Recruiting Insight has coached 591 brokerage leaders and helped recruit more than 41,000 agents
- Has worked with leaders at 500 of the nation’s largest real estate firms
- Author or co-author of six California real estate textbooks and three productivity and mindset books, adjunct faculty at Chapman University and South Orange County Community College District, and a California licensed broker
Mark D. Johnson, MBA · Managing Partner, Recruiting Insight · Adjunct Faculty, Chapman University and South Orange County Community College District · California Licensed Broker