Philosophy
There are generally three ways to recruit real estate agents:
1. Pursue Experienced Agents who may be dissatisfied with their current brokers.
2. Connect with New Agents soon after they're awarded real estate licenses.
3. Connect with New Agents who are deeper in the pipeline.
Each type of recruiting has advantages and disadvantages. Large real estate organizations have the resources to focus on more than one type of recruiting. Small companies and teams have more success by focusing on a single type of recruiting.
Pipeline-based New Agent recruiting is the hardest to implement and benchmark because prospects are difficult to source and manage over time. But it's also the most productive because it contains the most talented prospects and less competitors pursuing them. This is the ThirdPool.
Methodology
We equip growing real estate companies, offices, and teams to optimize their recruiting process for the ThirdPool.
Sourcing: Most recruiting prospects start as sourcing problems. We deliver high-quality recruiting prospects through our turn-key recruitment marketing system.
Pre-Screening: Too many prospects muddies the water. We provide automated pre-screening tools and a validated assessment to help you quickly focus on the prospects with the highest chance of success.
Pipeline Management: Pipeline candidates take time to mature. We supply a powerful applicant tracking system with integrated engagement tools to ensure candidates turn into hires.
Measurement: Metrics are the catalyst for recruiting improvements. We equip you to quickly measure and improve every step of the recruiting process.
By lessening the time and effort spent on mundane tasks, recruiters and hiring managers can focus on connecting with candidates and inspiring them to become agents.
Performance
ThirdPool serves clients in more than 100 metro areas in North America.
We power the recruiting systems of many large real estate companies who have complex multi-office organizations.
We source and assess tens of thousands of recruiting prospects each year on behalf of our clients.
We manage more than 200 sourcing vendors via programmatic ad buying strategies to increase both the volume and quality of the recruiting prospects being sourced.
We significantly increase the percentage of agents who become high-performers and reduce the percentage of failed hires.
We transform an organization's ad hoc recruiting efforts into a profitable business system.