Agent Recruitment
Build A Roster That Produces
Your roster is your market share. We recruit producing agents, team leads and managing brokers for Scottsdale and Sedona brokerages — people who already have a sphere, a pipeline and a track record.
Verified production, understood motivation, and a value proposition sharpened before the first call.
Scottsdale + Sedona
Markets we know street by street
Verified
Production checked before introduction
Ongoing
Built for continuous roster growth
What we do for you
How we help you hire in real estate
In the Scottsdale and Sedona luxury markets, the agents who are not joining you are joining someone else. High transaction values and steady movement between offices mean recruitment is not an annual project — it is a permanent function, and most brokerages are running it on top of everything else.
We run it for you. Our searches are brokerage-side: producing agents, team leads, managing brokers and the operations people who let producers spend their time with clients. We are not sending you agents looking for a desk. We are bringing you producers who have a reason to move and the numbers to justify the conversation.
Before we make a single call, we help you sharpen what you are actually offering — split, culture, marketing support, leadership access, growth path. A vague pitch costs you the best agents, because they hear four of them a month.
How engagements work
Brokerage engagements are built for ongoing recruitment rather than one-off placements — straightforward fee or commission-aligned structures, agreed up front, that make sense when you are hiring continuously.
Ready to talk?
Book a search conversation →Why it matters to you
What is at stake when you hire
Recruiting the right producer is the highest-leverage thing your office can do. They arrive with a database, referral relationships and a reputation. The wrong hire absorbs training, marketing and floor time and returns nothing — and the difference is visible in production history and motivation long before it is visible in an interview.
In luxury markets, clients choose agents as much as brokerages. One recognized producer shifts local perception. A cluster of them shifts market share. That makes recruitment a growth strategy, not an administrative task.
Churn quietly compounds. Every departure takes relationships, market knowledge and often a small team. Replacing a leaver with another transactional agent restarts the cycle; replacing them with a committed producer changes the trajectory of the office.
Our approach
How we run a real estate search
01
We define the profile with you first: minimum production, sphere characteristics, team experience, and the specific reasons an agent would choose your platform over the one they are on. Then we map the market and approach those agents directly and discreetly.
02
We verify before we introduce. Production numbers checked, transaction history reviewed, motivation understood. You interview intent, not curiosity — which is why our introductions convert rather than fill your calendar.
03
We help you land the move. Timing, announcement strategy, marketing handoff and the first ninety days all decide whether a recruited agent produces or stalls. We stay in it with you through that first quarter.
Roles we place
The positions we recruit most often
Producing Agents
Agents with an active local sphere and a verifiable production track record, typically above $5M in annual volume in the Scottsdale or Sedona markets.
Team Leads
Agents who have built or want to build a small team, and who can bring structure, coaching and production momentum to a brokerage office.
Managing Brokers
Brokerage leaders who can recruit, retain and compliance-review agents while keeping the office culture competitive and compliant.
Brokerage Operations
Operations managers and transaction coordinators who can scale the back office so producing agents spend more time with clients and less time with paperwork.
Live searches
Open roles in this practice
No live searches in this practice right now. New mandates are posted here as soon as they open — send us your resume to hear about them first.
Insights
Notes on this sector
Jul 9, 2026 · Executive Search
Boutique vs. National: What Actually Changes in an Executive Search
Scale buys reach. Boutique buys attention. Here is where each one wins, and how to tell which your search needs.
May 28, 2026 · Human Dynamics
Hiring for Human Dynamics, Not Just Credentials
A behavioral-science lens on why the strongest resume in the stack is often the second-best hire.
Hiring in real estate?
We take a limited number of searches at a time so every mandate gets the founder in the room. Start with a mandate conversation.
