What's the number one motivator for someone to move from Company A to Company B? It's not the commission plan, so get that out of your head.

The answer is this: the reason I'm going to move from Company A to Company B is because I believe Company B can help me close more transactions.

Transaction count is the number one motivator for all agents. Yet, when I talk to most brokers and ask them to list the top five reasons someone should join their firm, the first things they often mention are: "We've got a great culture here. It's a family organization really connected to the community. People just trust each other. We've got a great staff."

These are all fantastic qualities, but let me tell you what that is: soft value.

Soft values are what keep agents at your company. People love to work at places with great culture, a charitable spirit, an open-door policy, and strong support staff.

But soft value isn't what moves an agent from Company A to Company B.

What moves agents is one thi...

Here’s a question: Of the three types of real estate companies I’m about to describe, which do you think is the most dangerous to own in terms of survival?

• Type 1: Small boutique company with 1–30 agents, operating in a metro or small town.
• Type 2: Mid-size firm with 30–70 agents, maybe up to 100 in a bigger city.
• Type 3: Large firms with 70–100+ agents, scaling up to hundreds or even thousands.

Which one is the most dangerous?

For brokerage owners watching this, the answer is the mid-size company.

Here’s why: mid-size companies lack the economies of scale that smaller or larger companies enjoy.

• Small boutique companies operate on a lean footprint with minimal staff. They can hit their niche, maintain high profitability, and foster strong loyalty among their agents. They’re easier to manage and highly efficient.
• Large firms benefit from collective contributions. Even small amounts from many agents add up, allowing for investment in larger offices, better technology, more
...

I get this question all the time from brokerage owners and team leaders: “How do I start recruiting today when I don’t have everything built yet?”

They often feel stuck in a catch-22: They think they need to build their vision first in order to start recruiting, but they don’t have the money or resources to build it because they don’t have agents yet.

Here’s the answer: People will buy into your vision as long as you can articulate it clearly and tie it to a timeline.

When you’re talking to agents, say something like:

"I’ve got this vision of the kind of company I want to build. I’m looking for a few people who want to get in on the ground floor and help me build it. We call them ‘founder agents.’ They’ll be right there, side by side with me, helping shape this vision. Can I explain to you what I’m trying to create?"

If you can sit with people and lay out a clear vision of what you’re working towards, they’ll buy into it. It doesn’t have to be 100% built yet—that’s what you’re wor...

Have you ever lost an agent? I have.

If you're a broker owner or a team leader, you probably have too. At some point, an agent decides to leave, and it feels terrible—like getting punched in the face. It's emotional, and you might wonder: Why did that happen? Was it my failure, or is it just part of the industry?

Here's the hard truth: it often is a failure on our part.

Specifically, it's a failure to understand where that agent was in their career. And that failure stems from a lack of communication with the agent.

Retention—that's what we're talking about here. Keeping agents starts with building relationships. And relationships come from spending time with your agents.

Time leads to relationships, and relationships lead to retention. So, the first step is spending more time with your agent team.

Now, you might say, “Jim, I’ve got a 200-agent office. There’s no way I can spend more time with all of them.” But it’s not about hours of one-on-one time. Even five or ten minutes can...

As a real estate broker or team leader, there’s one thing that might be holding you back from growing your team: distractions. Whether you realize it or not, your main job as a team leader or brokerage owner is to recruit experienced agents every single day.

If you’re not recruiting, you’re not bringing in new "customers." And here’s the shift: when you transitioned from being a superstar agent, closing millions in sales to leading a team or brokerage, your focus changed. You’re no longer selling real estate to buyers and sellers. Your agents are now your customers, and the more agents you have on your team or in your office, the more profit you bring home.

Here’s the catch: as soon as you stop recruiting, you cap your ability to earn. Unlike being an agent, where sales directly increase your income, being a team leader requires constant recruitment to grow.

Your ultimate goal should be getting out of production entirely. And there’s only one way to do that—recruiting experienced ag...

When we talk about targeting for recruiting in your market, who would be your number one target?

I’m going to share an opportunity you may not have considered yet: Who’s the most likely to move?

NAR did a study on how often agents switch companies, and they found that the average agent stays at a company for about five years. So, agents move about every five years on average. But there’s a group of agents who move more often—agents on teams.

Agents on teams don’t move every five years; they move every three years, making them much more likely to make a move.

Why?

In my experience, the number one reason is their splits. Team members are often on lower splits, maybe 50%, 40%, or even 30% when all is said and done. They're typically earning around 30-50% from a transaction, and they’re often doing a lot of the heavy lifting.

The issue is that they start to look at their team leader and think, "The team leader isn’t working as hard as I am." They don’t always see the full picture—how...

Have you ever had someone in your company say, "Geez, I can't believe how great it is here. I wish I had made the move years ago"? This has happened to me so many times as a brokerage owner. It often took years to recruit them, and once they join, they're like, "This is amazing. Why didn’t I do this sooner?"

It’s frustrating for us as brokerage owners and team leaders, but there’s something we can do about it.

The strategy is called “presuasion”—not persuasion, but “presuasion.”

What does that mean? It’s about taking a more casual approach to recruiting, in some ways, and showing people what they could experience if they joined you.

How do you do that? The easiest way is through testimonials from your agents. But not just from the agents who’ve been with you the longest—the best ones come from those who have joined most recently. When new agents say, "I wish I had joined six months or two years ago," grab that testimonial right away. Capture it in writing or, even better, on video....

Here's an interesting question I was asked recently:

What is your unique genius in the real estate industry?

If you're a brokerage owner or team leader, I really want you to think about this. What's your unique genius? What sets you apart? What are you exceptionally good at? That specific thing is what you should lean into when it comes to recruiting and building your company.

Maybe you're great at investments and have built a large investment portfolio. Maybe marketing or social media is your strong suit. Perhaps you're an expert negotiator or a fantastic listing agent. Whatever it is, figure out your unique genius in this market and industry.

Then ask yourself: How can you leverage that strength to inspire others to join you?

What you're doing is creating a category of one—something you're so good at and so different in that people want to model it. This helps you create what Seth Godin calls the "purple cow." A purple cow is someone doing something completely different from eve...

Hey guys, as a team leader or brokerage owner, there's one key metric that defines your success:

Per agent productivity.

This metric encompasses every aspect of your role as a brokerage leader. It includes your recruiting plan, retention plan, marketing, branding, technology, training, coaching, mentoring, staffing, and location.

Essentially, everything you do at your brokerage is reflected in what your agents produce on a per-agent basis.

When I come to you and say, "Let's open up the hood of your company," we'll look at the average agent production over the last 12 months. What does it look like? If your average agent is closing six deals, seven deals, eight deals, three deals—whatever the number is—you'll have a starting point.

Our goal is to raise that number over time. The higher we push that number, the more likely you are to attract more agents to your business.

The number one way to attract agents is by demonstrating that your system drives higher sales than your competit...

When recruiting agents, you'll hear "no" 90% of the time, if not more.

Many brokerage owners and team leaders stop recruiting because they dislike hearing "no." We may not be accustomed to it, especially if we've been successful in lead generation. This rejection can make you think recruiting isn't for you, leading you to wait for agents to come to you, which is not effective.

Your brokerage will fail if you don't actively recruit.

To start getting yeses and change your mindset about recruiting, understand that recruiting isn't about getting a yes today. It's about opening doors and creating relationships. The worst recruiters aim to close immediately, treating all agents the same—new agents and experienced agents alike. This is a mistake.

Recruiting a new agent is relatively easy, but recruiting an experienced agent doing $10-20 million in transactions is like recruiting a professional athlete. It starts with relationship building and opening doors.

How do we open doors?

We crea...