The Problem Every Real Estate Leader Runs Into
If you’ve ever tried to grow your real estate team, you know the feeling:
You post the job. You get the resumes. And you think, Seriously? This is what’s out there?
One agent has 47 typos in their bio.
Another one wants a six-figure split with zero experience.
And then there’s the ghoster — great on paper, never shows up for the Zoom.
Finding great agents — not just warm bodies — is one of the hardest parts of building a real estate business. And if you’re serious about scaling, you can’t just sit around waiting for them to come to you. You need to know where to look — and more importantly, how to look there.
Today I’m giving you three of the most underrated, underused talent sources I’ve tapped to build my team — and how to use each one to attract the right people.
1. LinkedIn: The Gold Mine Hiding in Plain Sight
Let me guess — you’ve got a LinkedIn account, but you’re not really using it. Maybe you update it once a year and check messages when someone from high school randomly connects. Sound about right?
Here’s the thing: LinkedIn is an untapped recruiting machine for real estate leaders who know how to use it.
Why it works:
- It’s full of experienced professionals who may be tired of their current brokerage or looking for a growth-minded leader.
- You can see endorsements, recommendations, past roles, and mutual connections — stuff you can’t see on a resume or Indeed post.
- Many great agents aren’t actively looking — but they’re open to opportunity when it’s pitched right.
What to do:
- Use LinkedIn’s Advanced Search to find agents in your market with certain years of experience, keywords like “top producer,” or shared connections.
- Send value-based DMs, not desperate ones. Try: “Hey Sarah, came across your profile and really liked how you’ve built your business. I’m growing my team here in Sacramento and would love to connect if you’re open to hearing what we’re doing differently.”
- Share thought-leadership content weekly. Agents pay attention when you post sharp, helpful content. It builds credibility before you ever reach out.
Bonus tip:
Check who’s interacting with real estate content that’s not yours. If they’re liking coaching posts, following big names, or engaging on recruiting content? They’re interested — even if they haven’t said so yet.
2. Real Estate Networking Events: Where the Doers Hang Out
Want to know the difference between a mediocre agent and a high-performer?
High-performers show up.
They attend masterminds.
They pay for events.
They seek out conversations that make them better.
And that’s exactly why networking events are gold for recruiting.
Why it works:
- Agents who are willing to invest time and money into growth are usually the ones worth building with.
- You see how they carry themselves, how they talk to others, how they think.
- You get real-world chemistry checks — something no Zoom call or resume can replicate.
What to do:
- Attend events with the goal of building relationships, not just handing out business cards.
- Ask thoughtful questions like: “What’s your biggest challenge right now in your business?”
“What’s something your current brokerage is doing really well — or really poorly?” - If someone stands out, follow up that day. Say: “Hey, I really liked your energy. I’m always looking for agents who think long-term. Want to grab coffee and talk shop?”
Bonus tip:
Host your own mini mastermind or happy hour. Make it valuable — not salesy. People are more likely to join you later if they first experienced value from you with zero pressure.
3. Local Real Estate Schools: Your Secret Pipeline of Fresh Talent
You know what’s better than finding a top-producing agent?
Developing one from scratch.
Too many leaders sleep on this: your local real estate school is packed with hungry, driven, license-pending students just waiting for someone to give them direction.
And you can be that person.
Why it works:
- New agents are impressionable — they’re looking for a system, a leader, a vision to plug into.
- They’re not carrying bad habits or a bloated ego.
- If you do it right, you build true loyalty — because you helped shape their success.
What to do:
- Build a relationship with local real estate schools. Offer to speak on panels, run workshops, or host mock interviews.
- Create a fast-start onboarding plan to attract new agents who want momentum right away.
- Market to them with clear messaging: “You don’t need to be perfect. You need to be coachable. We’ll handle the rest.”
Bonus tip:
The best agents aren’t always the loudest ones in the classroom. Pay attention to the ones who ask questions, take notes, and show up early. That’s your future top producer.
But Suneet—What About Job Boards?
Yeah… you can use Indeed or ZipRecruiter or Facebook job groups. And sure, they might work here and there. But honestly?
The best agents are not applying to job ads.
They’re too busy working — or too cautious to make a move until someone they trust reaches out.
And that’s what this all comes down to: trust and timing.
The more visible you are, the more consistently you add value, the more likely it is that when someone’s finally ready for a switch… they think of you.
Bringing It All Together
If you want to build a real team — not just a group of random agents under one roof — you need to stop fishing in the same shallow pool as everyone else.
Start:
- Mining LinkedIn like a recruiter
- Showing up at events with a real game plan
- Tapping into local real estate schools before your competition does
And don’t forget: Recruiting isn’t about selling your brokerage.
It’s about casting a vision people want to be part of.
So cast big.
Want to talk more about how I recruit, train, and lead my team?
Shoot me a DM, or let’s grab 15 minutes. I don’t keep secrets — I build teams that scale.
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