What is one recruiting strategy you recommend to employers who want to hire dozens or even hundreds of early career candidates into real estate jobs? Lay down a career runway before you lay down a job description. One of the most effective approaches I've seen, especially when hiring at scale, is to build an "earn and learn" pipeline where recruits are not just hired into a job but into a clear pathway with observable milestones, real mentorship, and cross training that goes to somewhere. In our Des Moines market, many who report to work here aren't from a program with a real estate major; they're from a local community college, trade program or university and major in something else, so we began working with student led housing clubs, entrepreneur centers and the like. However, rather than simply showing up at a career fair with some branded pens, we were running what we call "deal shadow days" for students to learn exactly how a $200K flip turns into a $50K net profit—in granular, step-by-step terms. These weren't flashy seminars. They were boots on the ground experiences: walking through an unfinished basement, looking at city permits, eavesdropping on financing calls. And what we discovered is, early career candidates — especially those with a desire to grow — aren't seeking a flashy title. They're looking for access, relevance, and a future that doesn't feel abstract." We've also succeeded by redefining entry level positions as entrepreneurial launchpads, not placeholders. For example, a junior acquisitions role involves more than just cold calling — it's a front row seat to underwriting, negotiation, market dynamics, and capital stack structuring, to name a few. We tell candidates, from day one: " Here is where you start, not where you stop." At the mass scale that recruitment is the only thing that works, only that which comes in mass scale counts. Build the story. Build the structure. The correct candidates will obsess over the runway.
Having managed acquisitions and built Joe Homebuyer into a company with hundreds of 5-star reviews, I've learned that the best early career real estate hires come from partnering with local trade schools and community colleges. Most companies overlook these goldmines because they're chasing flashy university programs. I started offering unpaid "shadow days" where students could follow our acquisition team for real property evaluations. We had students from Salt Lake Community College's business program spend half-days learning how we assess distressed properties and negotiate with homeowners. Three of our best current team members came directly from this program. The key is showing them actual deal flow, not classroom theory. When a 22-year-old sees us close a $180K house purchase in 7 days and walks through the entire process, they understand the income potential immediately. We hired 8 people this way last year, and their retention rate is 87% compared to 41% from traditional job board hires. Create structured partnerships where you provide real-world training in exchange for access to motivated students who need careers, not just jobs. These candidates are hungry, teachable, and haven't developed bad habits from other companies.
I suggest a data-driven, high-volume hiring process to brokerages with high volumes of early-career real estate agents. Streamline and standardize your process to begin: deploy an ATS with pre-screen video interviews and collaborative evaluation rubrics, offering speed, fairness, and high volume while screening on sales skill, coachability, and client orientation instead of residential licensing experience. At the same time, construct a rigorous employee referral program, younger agents personally network candidates who best fit your culture and values, and they tend to produce higher-quality hires who remain on staff longer. Follow these tactics by supplementing an improved recruitment pitch deck made up of real case scenarios of fresh agents who have succeeded within your brokerage, augmented by live product demos of your lead gen tool, CRM, mentor program, and onboarding support—proof, not promise, creates instant rapport.
After building and exiting two real estate companies with over $1 billion in combined sales each, I've learned that mass hiring early career talent requires treating recruitment like lead generation with systematic follow-up. The strategy that actually works is creating exclusive market partnerships where you offer territorial exclusivity to attract ambitious candidates. When I launched ez Home Search, we implemented a "market exclusivity" model where new agents get protected territories rather than competing with dozens of others in the same area. This immediately attracted 40% more early career applicants because they could see a clear path to building their own book of business without internal competition. The key is structuring your recruiting like we structure our real estate leads—one vetted partner per market rather than flooding areas with agents. We've found that offering geographical exclusivity to qualified candidates creates urgency and attracts higher-quality applicants who view it as a business opportunity rather than just another sales job. Most brokerages fail at mass hiring because they're selling the candidate on working for them, when successful recruitment means selling them on owning their territory. Early career candidates want to build something, not just earn commissions.
The best way to hire dozens or hundreds of early career candidates for real estate is to implement a structured "Real Estate Academy" or "Bootcamp" program. This method acts as a combined recruitment, assessment, and training funnel. This "Academy" is an intensive, short term program, typically a few weeks long. It lets you quickly evaluate a large pool of applicants while giving them vital real estate knowledge and practical skills. How it works: Attract & Filter Broadly: Don't just post ads. Partner with universities and colleges; host career fairs. Run targeted social media campaigns (LinkedIn, Instagram) showing the Academy's value. Use simple, mobile friendly applications, followed by automated online assessments (aptitude, basic knowledge) and pre recorded video interviews to efficiently screen hundreds of candidates. An Applicant Tracking System (ATS) is key here. Immersive "Academy" Experience: Once candidates pass initial checks, they enter the Academy. Here, they dive into real estate basics, company processes, sales techniques, and soft skills like negotiation. Group them into cohorts for teamwork and peer learning, and use group exercises and projects to see leadership and collaboration in action. Critically, assess candidates continuously through mock scenarios and practical tasks, getting better insight than traditional interviews. Assign mentors to offer practical advice and aid integration. Data-Driven Selection & Smooth Onboarding: Use detailed performance data from the Academy to make smart hiring choices, selecting top performers who align with your company. For onboarding, use digital platforms to automate paperwork and initial training, ensuring a seamless start for large groups. Always highlight clear career progression paths to keep new hires motivated.
Connect with college career centers, real estate programs and student clubs. Think of career fairs or sponsoring a student real estate challenge - something that will bring motivated people in the door while showing off what your company's all about. Offer internships, paid training or entry-level roles where students can actually learn by doing. That kind of hands-on experience builds your brand, helps you spot great people early and gives students a real look at the job.
What is one recruiting tactic you suggest that employers who are looking to hire dozens or even hundreds of early career candidates for real estate jobs? I suggest a "Real Estate Data Sprint" event as a way to invite people to an almost boot camp for a weekend. By partnering with universities, bootcamp programs, and industry associations, you bring in 50-100 early career participants to analyze real-time market data, underwrite sample deals, and pitch acquisition or marketing strategies to your leadership team. This format allows you to assess not only analytical horsepower and communication skills, but also fit in the business in real-time while providing the candidate with a window into your unique business processes. At STR Search, our first Data Sprint resulted in 30% of the companies attending hiring their first full-time analyst, and one candidate blew our forecasts out of the water during his Data Sprint interview. And we ended the day with an offer in his hands. Combine the sprint with an augmented reality property scavenger hunt, and candidates unlock geotagged clues on their phones to view virtual property details, measuring field awareness and tech agility in a competitive, gamified environment.
With 15 years in digital marketing and 10 in real estate investing, I’ve learned that a broad approach doesn’t cut it. For early career hires, focus your recruiting efforts through highly specialized digital content that highlights the unique problem-solving aspects of your niche. Instead of general job listings, create online courses or a deep-dive webinar series explaining how to find and transform undervalued properties, like the Class C and B assets we acquire. Show them the specific challenges of deferred maintenance or low occupancy that we tackle, and how we apply methods like NOI valuation. Target these educational campaigns to specific university programs or online communities where analytical and problem-solving skills are valued. Frame the opportunity not as a typical sales role, but as an apprenticeship in identifying and acquiring the off-market commercial properties we specialize in. This approach attracts candidates genuinely interested in the real work, building a pipeline of dozens or hundreds who are eager to learn the tangible skills needed to find and convert those gems.
A mentorship model works especially well in this industry. So much of what agents have to learn is little details of negotiating, reading people, and managing listings, and learning those in person from a veteran is a great way to do it.
First, go for referrals. It has been the most ignored approach in this industry but the best converting. I have experience of having agents, processors, underwriters and loan officers who had been referred by their peers- and they tend to perform better than people that are acquired through job boards. You don't need to go with big splash campaigns. Simply motivate the existing team: Give an obvious reward to every new successful referral that stays above 90 days. Real estate and mortgage are small communities, and news can spread like wild fire. Second, conduct an open question and answers session on-site or online monthly. Don not use the pitch decks. Be frank in discussing commission plans, licensing and everyday requirements. Most of the early-career applicants do not require fluff; they require clarity. In 2003 I hired an employee who spotted an ad on Craigslist, and came to one of our informal office tours. He has become a fulltime broker. That is a type of talent that does not always present itself in well-groomed resumes. Make it simple, honest and people-oriented. The right people are not scanning, they are listening to an authority figure.
At Innago, we've worked with real estate professionals at all stages of their careers—from seasoned investors to first-time property managers. When it comes to recruiting early-career talent at scale, one strategy I strongly recommend is building a pipeline directly through university partnerships and real estate programs. Rather than relying solely on job boards or general recruiting channels, we've seen great success collaborating with college career centers, professors, and student-run organizations focused on real estate, finance, or entrepreneurship. These partnerships offer a direct connection to motivated, career-minded students who are eager to gain hands-on industry experience. The most effective programs don't just post job listings—they invest in presence. Host real estate workshops, offer internships, sponsor competitions, or send your team to speak in relevant classes. This visibility doesn't just attract applicants; it builds credibility and creates early brand recognition among future professionals. A key benefit of this approach is the long-term talent funnel it creates. By engaging students during their academic journey, you're not only hiring for immediate roles but also laying the groundwork for future hires. Many of our own hires came to us through initial internship relationships that evolved into full-time roles. Of course, scalability is critical when you're hiring dozens or hundreds of candidates. That's where standardized onboarding, mentorship structures, and peer learning cohorts help early-career hires ramp up quickly and feel supported. Early-career candidates bring energy, adaptability, and curiosity—exactly what the evolving real estate industry needs. But they also seek purpose and growth. If you meet them where they are and offer a clear path forward, you'll build a team that's not only skilled but loyal.
When you're recruiting dozens or even hundreds of early career folks for real estate gigs, forget the old "spray-and-pray" job posting. Real estate is a business built on people, so make your recruiting just as personal and energetic! Here's the unique move that's worked wonders: Host Real Estate 'Preview Days', think oof it as pen house, but for your company. Invite early-career candidates into your office (or host virtually), let them shadow agents, peek at live negotiations, even join a team huddle or tour a listing-in-progress. Make it fun and interactive: Q&A lightning rounds, roleplaying buyer-seller scenarios, or even a friendly leaderboard contest for the best "first impression" elevator pitch. Toss in pizza (or coffee if you want to feel "grown-up"), and let your current associates share honest stories about their first deals and missteps. This approach isn't just a recruitment stunt, it shows candidates you're invested in their learning, not just their resume. It's also dazzlingly efficient: You'll spot natural communicators and go-getters in real time, right alongside those who light up at problem-solving or thrive in fast-paced, uncertain moments. By the end, candidates feel like they've experienced a day in the real estate world—warts, wins, and all. You aren't just hiring workers; you're building connection and buy-in from the jump. In my experience, people remember that excitement—and that's what gets the right future stars saying, "When can I start?"
If you want to bring in a large number of early career candidates into real estate, the best strategy I've used is creating a clear mentorship to career pathway through local colleges and universities. In a city like Boston where education and real estate are both big industries it just makes sense to build relationships with students who already live, study, and understand these neighborhoods. We've had great success offering internships that go beyond shadowing agents. Our interns rotate through different parts of the business sales, marketing, development so they see the full picture. It gives them a feel for how luxury properties are actually brought to market, especially in places like Back Bay or Beacon Hill, where you're often working around historical preservation rules or specific zoning challenges. I know this model works because it's how I would've wanted to start. When I moved to Boston from Lebanon twelve years ago, I didn't have a network I had to learn the market street by street. That's why I stay hands on with new recruits. I take them on walk throughs of our listings and explain the choices behind each renovation or staging plan. When they see how every detail ties into a buyer's experience, they start to understand the heart of this business. The goal isn't just to fill role it's to develop talent that grows with your brand. These early career agents often become your most driven performers because they've had a chance to learn the business from the inside out, with support and real responsibility. If you invest in them early, they'll invest back in the work for years to come.
Build a structured mentorship program tied directly to licensure and lead generation. At Jeff Burke & Associates, we've brought on early career agents by pairing them with experienced team members who provide real-time support on active listings and showings. This structure allows new hires to start generating income quickly while learning the fundamentals through hands-on experience. We link this to weekly coaching, goal tracking, and access to admin support so they're not left figuring it out alone. This approach also helps filter for those who are coachable, motivated, and capable of scaling within the business. We don't just recruit, we train to retain. When agents see a clear path from entry to income, and from income to independence, they stay longer and produce more. Employers should invest in systems that make that path visible and achievable from day one.
My recommendation for the recruitment of large numbers of early career agents is to establish scalable, experiential training programs combining classroom learning with hands-on experience. At Pepine Realty, we know that early success is born of confidence spawned by experience, not theory. Employers need to make investments in creating comprehensive training programs through role-playing, shadowing, and real-client exposure. This hands-on method enables recruits to quickly apply skills and feel prepared to close deals. If candidates know they're going to be taken through actionable training, recruiting becomes a lot simpler. Besides, offering ongoing learning and certification puts an obvious career path in place, and this makes your brokerage more attractive to entry-level professionals who want a career rather than just a job.
I always emphasize the power of mentorship. It's not just about hiring; it's about helping those individuals grow into the role. Early-career candidates are looking for more than just a paycheck, they want guidance, opportunities to learn, and a path to develop their skills. In real estate, where the market is fast-paced and ever-changing, offering hands-on mentorship can make all the difference. At The Justin Landis Group, we don't just teach the basics of buying and selling homes. We immerse new hires in every aspect of the business, from client interaction to understanding market trends. The key is giving them the confidence to take ownership of their roles while providing support when needed. This approach fosters long-term loyalty and attracts candidates who are eager to stay and grow with the company. By focusing on mentorship, employers can create a nurturing environment where early-career professionals feel empowered and valued. They'll be more motivated, engaged, and ready to make an impact, ensuring your team isn't just growing in numbers, but also in expertise and success.
I always tell people that the best way to bring in early career talent is to stop thinking like a recruiter and start thinking like a teacher. When I started my group, I knew most new agents weren't walking in with a deep knowledge of contracts or negotiations, but they did have energy, curiosity, and drive. So I built a system that shows them exactly how to succeed rather than expecting them to figure it out on their own. We run training sessions that are hands on, not just lectures, and I make sure every new agent shadows real conversations and real appointments from day one. That is what hooks them. They can see how this career actually works instead of hearing about it in theory. If someone wants to scale, create an environment where a young person can picture themselves thriving because they have a roadmap, a mentor, and a group that cares about where they end up. When that clicks, you don't just hire them, they stay. People often ask if it takes a lot of time. It does, but it also creates loyalty and high performers faster than any cold recruiting pitch ever could.
Hello there ! If you're looking to hire dozens (or even more) of young candidates into real estate roles, here's a truth you can't afford to ignore: recruiting is no longer a transactional process. It's an emotional one. And Gen Z? They're not just looking for a job. They're searching for meaning, mentorship, and momentum. That's why the most effective strategy we've seen isn't a new job board or hiring funnel. It's building an employer brand that speaks their language. Turn your company into a career magnet Start by showing not just telling what it's like to grow within your team. Share real employee journeys on LinkedIn, short videos from team outings on Instagram, and "day in the life" content on TikTok. Pull back the curtain. Make your culture visible. Then, go further: Create real estate bootcamps or workshops for fresh graduates. Host webinars on topics like "How to become a top agent in your first year." Partner with universities, but bring actual stories not just pamphlets. You're not just offering a job. You're offering identity, community, and upward mobility. So package it that way. Early talent wants three things From what we've seen, here's what resonates most with early-career hires in real estate: - Fast growth (show them how quickly they can rise) - Mentorship (assign a real person, not just a process) - Purpose (make it feel like more than commission checks) Recruiting at scale starts by thinking human-scale. When candidates see a future they can believe in -> they apply, they commit, and they refer.
As the founder of Jack Ma Real Estate Group, I've seen firsthand how critical it is to bring in the right early-career talent, especially in a fast-paced, client-focused industry like real estate. For me, one of the most effective recruiting strategies is to build real, hands-on training opportunities directly into your outreach. In my opinion, a lot of early-career candidates, especially Gen Z are looking for more than just a job title. They want mentorship, community, and a clear path to growth. So instead of just posting job openings, we focus on offering structured shadowing programs, workshops, and even casual meetups where potential candidates can see the real-world impact of the work. This makes it easier to identify those who are naturally curious, driven, and aligned with our values. We also build partnerships with local colleges, real estate licensing schools, and career development programs offering guest talks, Q&As, and collaborative events. That personal connection goes a long way when you're trying to recruit at scale. In short: early-career recruiting in real estate isn't just about job listings, it's about creating an environment where ambitious people can see themselves learning, thriving, and building something meaningful.
With my background founding OWN Alabama and developing MicroFlex spaces across the state, I've seen the evolving needs of small businesses and entrepreneurs entering the real estate landscape. For attracting dozens or hundreds of early career candidates, I strongly recommend a structured, local educational partnership program. We've found success by actively collaborating with Alabama-based community colleges and university real estate/business programs. This involves establishing practical internship or short-term project-based opportunities that expose students to the daily realities of commercial real estate. For example, we engage cohorts in roles like market analysis for new MicroFlex developments in areas like Huntsville, or assist with property management and tenant relations at our Birmingham sites. This hands-on experience builds their foundational knowledge and familiarizes them with our operations. This approach not only provides invaluable real-world training to aspiring professionals but also creates a scalable, pre-vetted talent pipeline deeply familiar with the local market and our "invest with people you know" philosophy.