Real estate recruiting strategy and consulting

Build recruiting around a business people can evaluate.

A recruiting target raises several connected questions. Which agents would help the company develop? Why might they consider joining? Who will build those relationships, and what experience will the brokerage provide after they arrive?

RE Luxe Leaders works with brokerage owners and team leaders on recruiting strategy, management execution and accountability. Coaching can help develop the people doing the work; the engagement also examines the business and proposition behind the recruiting conversation.

Make the proposition specific and credible.

We help you examine what the company actually offers an agent: management, support, market position, working relationships and opportunities to develop a business. The message should be supported by how the company operates.

A recruiting conversation is also a chance to understand what an agent wants and whether the arrangement fits. The agent’s priorities and your company’s capabilities matter more than a generic claim about being the best place to work.

Give the activity an owner and a next step.

We can help develop how relevant relationships are identified, how conversations are prepared and how follow-up is managed. A useful plan makes clear who is responsible for the work and how managers will review it.

The objective is to understand what is happening in the recruiting process. Which conversations are progressing? What questions recur? Where does follow-up stop? Those observations can inform changes to the message, activity or support behind it.

Connect joining with the work that follows.

Recruiting does not establish what an agent will contribute or whether the relationship will last. We examine onboarding, expectations, management and the resources available to help people do the work. That gives the recruiting plan a connection to the company’s operating model.

We also consider the economics of adding agents and the support they require. Growth in headcount, production and company profit are different measures. The measures chosen for your plan should reflect what you want the business to achieve.

Use the evidence to refine the plan.

The published recruiting-plan account describes one historical engagement. It can help you assess the kind of work involved, without treating another company’s experience as a promise for yours.

Bring your recruiting objective, current responsibilities and what you know about the results so far. We can discuss where our experience may be useful and how a scoped engagement would work. Our brokerage consulting overview explains the broader contribution. Existing client services and arrangements continue under their agreements.