Recruit top real estate agents by spending 90% of your first meeting listening: ask about their business, income history, and where they want to be in three years. Then show them your systems (lead generation, buyer packets, policies) and walk them through splits and onboarding in a follow-up offer meeting.
The goal, the first meeting, it's definitely not a sales pitch. It's really focusing 90% on the recruit. And you're talking about either their business, if they're in real estate, or what they're doing now and what they like about it or what they don't like about it, what they're making, what, what their best years have been like, what their worst years have been like, what their frustrations are, what they're really good at. I mean, you're just focusing on them. I believe in this question and I use it on all of my strategy sessions. You know, you want to let them know that you are interested in their future. So this is something I learned from a coach and it's basically you're talking to them about their future and you say, hey Lisa, so if we were sitting here three years from today, you know, you joined the team and everything worked out perfectly as you could have imagined in your best, your best case scenario, what would have had to have happened for you to feel like you were really successful over that three year period. And then just let them talk about what they want from their next three years on your team, then you're going to talk generally about your team. So that's going to give them what's possible. And then you could talk about, if you have a more seasoned team, you could talk about examples on your team. Like, hey, that sounds like, you know, John came from the insurance industry. He's making like 60, 75 grand. You know, his first year he did this and you know, this year his goal Is to make 200,000. And so you can talk about specific examples of how agents, what it looks like to be three years into your team. They then you want to kind of talk generally about your team, what you have to offer, your problem of having too many leads, income opportunities in general. So you want to get them excited. So they talked about their future. You've already talked about the pain of what's not working maybe and their frustrations and why they want to make a shift. You do want to be able to show them the back end of a lead gen platform, a buyer packet, buyer presentation, lead management policies, position agreements. You know, not that you're going to go through all of them, but you want to have some stuff to add serious legitimacy to the process. So you're not just looking to throw a buyer agent at leads, which is kind of, we've all been there, right? But you want them to leave that meeting wanting more. So they talk about where they're at and some of their frustrations. They talked about their vision for three years. You've talked about, well we've got agents doing that, we can offer this. We have too many leads. Income opportunities are abundant. You've shown them stuff, right? So you definitely showed them that you have a legitimate system that they can step into and they leave that, that meeting wanting more. You follow up. Somewhere in the Google Drive I have a, an email that explains kind of, you know, what the goals are for year one, year two, year three. It's also in that training document, the 30 day document. You want to call and follow up. Most agents live in fear. So if they're changing from another brokerage, they may not be ready to jump today. But you can, you can follow up with them, just keep them in top producer or keep a reminder somehow to keep following up with them. And it's just a pipeline sort of thing. We had a Google Docs at one point where we had sort of a top 10 agents that we were following up with and that worked pretty well. And then really so it's after they give you the, you probably get together with them one more time, you get them into the office and you extend the offer and then you're going to sit down and just like at a listing, you go through the listing agreement. There are things in the position agreement that you may be explaining for the first time there, like your splits, like for me, 10% off the top, I need to do it with them there. If they have an objection, I can handle it right there. And then you're going to go through the buyer lead management policy. They've got the position agreement. You're going to get the training program, the new agent, 30 day fast start. You're to going, you'll get them that program, sign the agreement and get to work on training.
