16 strategies for employers hiring candidates who are early in their real estate careers

There are important short- and long-term benefits for employers to hire students, recent graduates, and others early in their careers for real estate roles. We reached out to 16 hiring experts to get their thoughts:

• Build an Earn and Learn Pipeline
• Partner with Local Trade Schools
• Offer Clear Purpose in Niche Markets
• Implement Data-Driven High-Volume Hiring
• Create Exclusive Market Partnerships
• Launch a Real Estate Academy Program
• Engage Students Through Hands-On Experiences
• Develop an Apprenticeship Shadowing Program
• Host Property Deal Replication Competitions
• Organize Real Estate Data Sprint Events
• Create Specialized Digital Content Campaigns
• Establish a Mentorship Model
• Leverage Social Media for Targeted Recruitment
• Focus on Employee Referrals
• Build University Partnerships for Talent Pipeline
• Host Interactive Real Estate Preview Days

Build an Earn and Learn Pipeline

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 leads 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.

Jacob Naig, Owner & Real Estate Investor, Webuyhousesindesmoines

Partner with Local Trade Schools

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.

Joe Darger, CEO, Joe Homebuyer of Utah

Offer Clear Purpose in Niche Markets

In Arizona’s probate and inherited home market, the best recruiters aren’t casting wide nets; they’re offering clear purposes. At Unbiased Options Real Estate, we’ve learned that early-career professionals don’t just want jobs; they want meaningful impact. Our most successful hiring strategy came from transforming inherited home sales into a specialized mission. For example, in our Scottsdale condo case, a newly licensed agent helped an out-of-state seller dispose of a cluttered property remotely, coordinating with vendors and closing fast. That win created ownership, not just employment.

The key is clarity and specialization. Real estate is often sold as generic hustle, but when new agents see how they can solve niche problems like helping families during probate, they engage deeper, stay longer, and grow faster. Targeted hiring pipelines tied to a specific service model work better than throwing dozens of licenses into the wind and hoping someone closes a deal. Recruit for purpose, not just numbers.

Max Casey, CEO, Unbiased Options Real Estate

Implement Data-Driven High-Volume Hiring

I suggest a data-driven, high-volume hiring process for brokerages with high volumes of early-career real estate agents. To begin, streamline and standardize your process: deploy an Applicant Tracking System (ATS) with pre-screen video interviews and collaborative evaluation rubrics. This offers speed, fairness, and high volume while screening for sales skills, coachability, and client orientation instead of residential licensing experience. Simultaneously, construct a rigorous employee referral program where younger agents personally network with candidates who best fit your culture and values. These referrals tend to produce higher-quality hires who remain on staff longer.

Follow these tactics by supplementing an improved recruitment pitch deck. Include real case scenarios of fresh agents who have succeeded within your brokerage, augmented by live product demonstrations of your lead generation tool, Customer Relationship Management (CRM) system, mentor program, and onboarding support. Remember, proof, not promise, creates instant rapport.

Alexei Morgado, Founder, Lexawise Real Estate Exam Prep

Create Exclusive Market Partnerships

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.

Preston Guyton EZ, Founder, ez Home Search

Launch a Real Estate Academy Program

The most effective approach to hiring numerous early-career candidates for real estate is to implement a structured “Real Estate Academy” or “Bootcamp” program. This method serves as a combined recruitment, assessment, and training funnel.

This “Academy” is an intensive, short-term program, typically lasting a few weeks. It allows you to quickly evaluate a large pool of applicants while providing them with essential real estate knowledge and practical skills.

How it works:

1. Attract & Filter Broadly: Don’t simply post job advertisements. Partner with universities and colleges; host career fairs. Run targeted social media campaigns (LinkedIn, Instagram) showcasing 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 crucial in this process.

2. Immersive “Academy” Experience: Once candidates pass initial checks, they enter the Academy. Here, they delve into real estate fundamentals, company processes, sales techniques, and soft skills such as negotiation. Group them into cohorts for teamwork and peer learning, and use group exercises and projects to observe leadership and collaboration in action. Critically, assess candidates continuously through mock scenarios and practical tasks, gaining better insight than traditional interviews. Assign mentors to offer practical advice and aid integration.

3. Data-Driven Selection & Smooth Onboarding: Utilize detailed performance data from the Academy to make informed hiring decisions, 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.

Adam Nyeholt, Property Buyers Agent and Consultant, Rise Property Buyers

Engage Students Through Hands-On Experiences

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.

Zev Freidus, President ZFC Real Estate, ZFC Real Estate

Develop an Apprenticeship Shadowing Program

In my experience running teams at ODIGO Realty, creating an apprenticeship program where newcomers shadow top performers for their first 3 months has been game-changing for recruiting entry-level talent. When we implemented this at our Eastside office, we successfully onboarded 50 new agents in six months, with most staying because they felt supported and could see a clear path to success.

Peter Kim, Owner, ODIGO

Host Property Deal Replication Competitions

I suggest conducting competitions where participants pay to receive mentorship in replicating real-life property deals. Divide the competition into two weeks. Provide applicants with mock listings and real-life restrictions such as zoning, budgetary, and renovation constraints. Assign an experienced local agent to every group. Monitor their treatment of comparables, pitch presentation, and negotiation strategy. Have them follow open houses and attend inspection calls. Successful participants receive a temporary license sponsorship and guaranteed onboarding.

This suggestion is based on my experience assisting in setting up a similar program in Central Florida, where 18 out of 22 candidates became licensed. It was effective because it sifted out individuals who were looking for quick cash and retained those who approached the work with seriousness. It allowed brokers to have a first-hand view of how these candidates could think on their feet. It provided in-action evidence rather than just a pile of resumes. To get dozens of long-term producers, stop recruiting during interviews. Observation is the first step.

Mark Sanchez, Territory Manager & Founder, Gator Rated

Organize Real Estate Data Sprint Events

One recruiting tactic I suggest for employers looking to hire dozens or even hundreds of early career candidates for real estate jobs is a “Real Estate Data Sprint” event. This event serves as a quasi-boot camp for a weekend. By partnering with universities, bootcamp programs, and industry associations, you can 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 capabilities and communication skills but also fit within the business in real-time while providing candidates with insight into your unique business processes. At STR Search, the first Data Sprint resulted in 30% of the attending companies hiring their first full-time analyst. One candidate even exceeded our forecasts during his Data Sprint interview, resulting in an immediate job offer.

To enhance the experience, consider combining the sprint with an augmented reality property scavenger hunt. Candidates can unlock geotagged clues on their phones to view virtual property details, measuring field awareness and technological agility in a competitive, gamified environment.

Taylor Jones, Head of Acquisitions, STR Search

Create Specialized Digital Content Campaigns

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.

HJ Matthews CREIP, Partner, Commercial REI Pros

Establish a Mentorship Model

A mentorship model works especially well in this industry. So much of what agents have to learn involves little details of negotiating, reading people, and managing listings. Learning these skills in person from a veteran is a great way to do it.

Martin Orefice, CEO, Rent To Own Labs

Leverage Social Media for Targeted Recruitment

One of the best options is to turn to social media to target the pool of early-career candidates in real estate jobs. You can share positions on LinkedIn, Facebook, Twitter, etc., and contact prospective employees this way. With well-personalized posts, social media makes it easy to acquire the best candidates and provides networking opportunities with professionals in the field. It is also possible to participate in career fairs or sponsor online events for newcomers in the field of real estate.

Michael Yerardi, Property Specialist, Turning Point Home Buyers

Focus on Employee Referrals

First, focus on referrals. This has been the most overlooked approach in the industry, yet it yields the best conversion rates. I have experience with agents, processors, underwriters, and loan officers who were referred by their peers—and they tend to perform better than those recruited through job boards. You don’t need to launch large-scale campaigns. Simply motivate the existing team: Offer a clear reward for every successful new referral who stays with the company for over 90 days. Real estate and mortgage are small communities, and news can spread like wildfire.

Second, conduct monthly open question and answer sessions, either on-site or online. Don’t use pitch decks. Be honest in discussing commission plans, licensing, and day-to-day requirements. Most early-career applicants don’t need fluff; they need clarity. In 2003, I hired an employee who saw an ad on Craigslist and attended one of our informal office tours. He has since become a full-time broker. This is the type of talent that doesn’t always present itself in polished resumes.

Keep it simple, honest, and people-oriented. The right candidates aren’t scanning job listings; they’re listening to authoritative figures in the industry.

Jimmy Fuentes, Consultant, California Hard Money Lender

Build University Partnerships for Talent Pipeline

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.

Dave Spooner, Co-Founder, Innago

Host Interactive Real Estate Preview Days

When you’re recruiting dozens or even hundreds of early career professionals for real estate positions, forget the old “spray-and-pray” job posting approach. Real estate is a business built on people, so make your recruiting just as personal and energetic!

Here’s a unique strategy that has worked wonders: Host Real Estate ‘Preview Days’, think of it as an open house, but for your company. Invite early-career candidates into your office (or host virtually), let them shadow agents, observe 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. Provide pizza (or coffee if you want to feel more “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 remarkably efficient: You’ll spot natural communicators and go-getters in real time, alongside those who excel 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—challenges, wins, and all. You aren’t just hiring workers; you’re building connections and buy-in from the start. In my experience, people remember that excitement—and that’s what gets the right future stars asking, “When can I start?”

Marta Verma, Business Partnerships Manager, Outstaff Your Team