Recruiting is a pipeline. Run it like one.
Brokerages grow by attracting agents and keeping them productive, yet recruiting usually lives in one person's inbox and onboarding in a checklist nobody has updated since 2023. Both are pipelines with stages, owners and drop-off — and both belong where you can see them.
Licence and continuing-education tracking runs against renewal deadlines, so a lapse surfaces in advance.
How should a brokerage manage agent recruiting and onboarding?
As two connected pipelines rather than as a folder of conversations. Recruiting has stages, an owner and a close date exactly like a deal does, so it responds to the same discipline. Onboarding is where recruits are actually lost — an agent whose first fortnight is improvised often never reaches productivity, and the brokerage concludes the hire was wrong when the process was.
- Recruiting pipeline from first conversation to signed agreement.
- Structured onboarding so the first week is designed, not improvised.
- Built-in training with course completion tracked per agent.
- Licence status and continuing-education hours monitored against deadlines.
- Mentorship pairing with a record of what was actually covered.
- Time-to-first-deal measured, so you know whether onboarding works.
Stop losing candidates to your own follow-up
Recruiting fails for the same reason lead follow-up fails: a promising conversation goes quiet for three weeks and the moment passes. Running recruiting in the same system as deals means the same stalled-pipeline detection applies to it.
- Candidate pipeline with stages, owners and expected close.
- Stalled-candidate detection, so nobody goes quiet unnoticed.
- Notes, calls and documents on the candidate record.
- Model the proposed split before the offer conversation.
- Source tracking, so you know which channels produce agents who stay.
The first thirty days decide whether the hire works
A new agent's early weeks set whether they build a habit of using the system, following up and asking for help. Left to improvisation, that depends entirely on how busy their sponsor happened to be that month.
- Structured task flow from signed agreement to first funded deal.
- Tasks assigned to the right person — agent, admin, principal broker.
- Progress visible, so a stalled onboarding is obvious.
- Training assigned automatically as part of the sequence.
- Time-to-first-deal measured across cohorts.
- SPS. PatelDay 4 · 2 of 6 tasks · training 1/4On track
- DND. NguyenDay 12 · 5 of 6 tasks · CRM set upOn track
- RMR. MensahDay 21 · 3 of 6 tasks · stalled 9dStalled
Nobody should discover a lapsed licence on a funding day
Continuing-education deadlines arrive predictably and get missed anyway, because tracking them is somebody's side task. Monitoring hours against each agent's renewal date turns a compliance emergency into a reminder six weeks out.
- Licence status and renewal date per agent.
- Continuing-education hours tracked against the requirement.
- Escalation as a deadline approaches and hours remain short.
- Courses delivered and completion recorded in the same system.
- Brokerage-wide view of who is at risk before renewal season.
A 30-minute walkthrough using your own deal flow — not a canned demo file.
Frequently asked
Is the training module a real LMS or just document storage?
It delivers courses and records completion per agent, and assignments can be triggered as part of onboarding or in response to a continuing-education gap. It is not intended to replace an accredited provider's own coursework where your province requires one.
Does it track continuing-education requirements automatically?
It tracks hours completed against each agent's renewal date and flags shortfalls in advance. Requirements differ by province and change over time, so you configure the requirement and we monitor progress against it rather than asserting what your regulator currently mandates.
Can candidates be tracked before they join?
Yes — that is the point of the recruiting pipeline. Candidate records exist separately from agent accounts, so you can run a conversation for months without giving anyone access to your workspace.
Can we model a candidate's commission split before making an offer?
Yes. You can build the proposed structure and see what it would have paid on their stated volume, which makes the offer conversation concrete rather than hypothetical.
See the recruiting and onboarding pipelines
Bring your current onboarding checklist. We will show you what it looks like when it runs itself.