Hiring good leaders isn’t just about finding smart people. It’s about finding the right people who care about your business and want to stick around. In real estate, this matters even more, because strong leadership can drive sales, build trust with clients, and help teams work better.
But great leaders won’t stay if they don’t feel valued or supported. That’s why you need to create the kind of workplace where top talent actually wants to be. It doesn’t have to be fancy. It just needs to be clear, fair, and built for growth.
Below, we’ve added a few simple steps to help you attract and keep the right people at the top.
1. Define the Leadership You Need
Before you begin searching for top talent, take the time to get very clear on what kind of leadership your company actually needs. It’s easy to fall into the trap of hiring based on titles or experience alone, but in real estate, leadership must match the specific needs of your business model, size, and future goals.
Start by outlining the roles you want to fill. Do you need someone to lead growth in a new market? Or are you looking for a steady hand to manage day-to-day operations? A real estate company focused on commercial development will have very different leadership needs compared to a fast-moving residential brokerage or a proptech startup.
Next, think about qualities beyond technical experience. You want people who can lead teams, make smart decisions under pressure, and build strong relationships with clients, investors, and partners. Maybe you need someone who’s good at mentoring younger agents, or someone who brings a fresh perspective to help modernize your systems.
Once you’ve mapped this out, write a clear and honest profile. This will help you stay focused during the hiring process and avoid chasing big names who might not actually be the right fit. Good leaders want to know what they’re stepping into — and being clear upfront will help attract the right kind of people from the start.
This step saves time, avoids mismatches, and sets the stage for a hiring process that’s focused, thoughtful, and effective. The more specific you are, the better chance you have at finding someone who not only fits the role but feels like they belong in it.
According to Dan Close, Founder and CEO at We Buy Houses in Kentucky, “In real estate, leadership isn’t just about knowing the numbers. It’s about understanding people, spotting hidden value, and moving quickly when the opportunity is right. The best leaders don’t just manage — they help the whole company see things differently.”
2. Build a Strong Employer Brand
Top leaders don’t just look for a job — they look for a place where they can make an impact and grow. And that decision often starts with your company’s reputation. Before a leader even speaks with you, they’ll likely do their own research. What they find — on your website, in the news, on LinkedIn, or through word of mouth—can either pull them in or push them away.
That’s why building a strong employer brand matters. It’s more than marketing — it’s about showing people who you are, what you value, and why your company is a place where leadership can thrive.
Start by making your company story visible. Share your mission, highlight your wins, and be honest about your challenges. Show your team, your offices, your projects — anything that helps someone get a real sense of your culture and values. Make sure your website is clear, updated, and gives people a reason to want to learn more.
Social media also plays a role. Platforms like LinkedIn are especially useful for showing off leadership stories, employee milestones, and company updates. This isn’t just for public relations — it’s for connection. Leaders want to see a place that values its people, celebrates growth, and shares real progress.
Also, encourage your current team — especially those in leadership — to speak positively about their work. Nothing builds trust more than hearing directly from the people already inside the company.
When your brand reflects stability, purpose, and opportunity, the right people will naturally feel more drawn to it. And once they’re interested, you’ll be in a stronger position to start real conversations.
3. Offer Competitive and Flexible Compensation
“Money matters, but it’s only one part of the picture. The best leaders aren’t just chasing a paycheck — they’re looking for a role where they feel valued, supported, and rewarded in the long run. That’s why compensation packages should go beyond salary and include things that give leaders a sense of ownership and control.” states Laura Beaulieu, VP Marketing at Holistiplan
Start with a clear and fair base salary that reflects the market. Do some research and make sure your offer is in line with what others are paying in your area and industry. But don’t stop there.
Bonuses tied to performance are often a strong motivator, especially when they’re based on clear, measurable goals. For example, if a leader is expected to grow in a specific region, tie part of their bonus to sales volume, margin improvement, or agent retention in that region.
Equity or profit-sharing is another valuable tool. It turns leaders into true stakeholders. If they help the company grow, they should benefit from that growth too. This creates long-term alignment between their success and the company’s success.
“Top performers want to feel like they have a stake in the game. If they’re just clocking in for a salary, you’re not going to get their full potential. But when their effort ties directly to outcomes, they take full ownership — and that’s when things really move.” shares Alex Taylor, Head of Marketing at Ichessed
But flexibility is just as important. Many top candidates care about how they work, not just what they earn. This could mean flexible schedules, the option to work remotely part of the time, or more control over the teams they build.
Also, think about non-monetary perks. Leadership coaching, wellness programs, or even giving time for passion projects can go a long way. These things tell people you care about their growth.
Wrap Up
Great leaders don’t just show up — you have to create the kind of place they want to be part of. That means being clear about what you need, offering real growth, and building a culture where people feel trusted and supported.
When you treat leaders like partners, not just employees, they’ll help take your company further than you can imagine. Attracting and keeping top talent takes effort, but if you do it right, the payoff is worth it.
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