Real estate recruiting software built for how brokerages actually hire
Fill agent, ISA, coordinator and property-management roles faster, screen out the dead-ends before the first call, and keep a warm bench of agent candidates ready for the next opening.
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The brokerage hiring treadmill: recruit, hope, watch them leave, repeat
The old brokerage growth playbook is breaking. You recruit more agents, hope they produce, then watch a chunk of them leave within a year. Margins shrink, the desk sits empty, and you start the search over again.
And it is never one role. In the same month you are sourcing sales agents, an inside sales agent to work the leads, a transaction coordinator who will not drop a file, plus a property manager and a front-desk hire, often across more than one office.
Most teams run all of that from a spreadsheet, a shared inbox, and a careers page nobody finds. Candidates slip through the cracks, the best ones take another offer, and there is no record of who you talked to last time you posted the same job.
Brokerages search for this under both spellings, real estate recruiting software and real estate recruitment software, and often as a real estate recruiting CRM. The workflows behind all three are the same: custom pipelines, nurture campaigns, and a bench of agents you have not signed yet.
Consistent screening questions and shared scorecards also keep the process defensible; see how 100Hires supports an audit-ready hiring process.
One ATS for every real estate role you hire for
Whether you fill 1099 sales seats or W-2 staff, every applicant lands in the same place. The table below maps the roles brokerages and property-management companies hire most to the part of 100Hires that does the heavy lifting.
Tools built only for agent recruiting leave staff hiring in a spreadsheet; 100Hires covers both sides in one account. The same pattern works for insurance agent recruitment, the other licensed, commission-based hire.
| Role | What makes it hard to hire | How 100Hires helps |
|---|---|---|
| Sales & listing agents | High volume of low-fit or unlicensed applicants, and constant rehiring to offset turnover | Knockout questions filter for license and experience, AI Score ranks the pipeline, Talent Pools hold strong agents for the next opening |
| Inside sales agents (ISAs) | You need to read phone presence and grit fast, and no-shows waste screening slots | Self-scheduling links book screens without back-and-forth, Evaluation Forms keep the bar consistent across screeners |
| Transaction & listing coordinators | Attention to detail and software fluency are hard to judge from a resume | Custom application questions and Evaluation Forms surface the skills that matter before the interview |
| Leasing consultants & property managers | High-turnover, multi-location roles you reopen often | Post once to every major board per location, then reuse the same job and pipeline every time the seat reopens |
| Marketing & administrative staff | Off-the-radar roles competing with every other industry for the same people | A branded careers page and multiposting put the role in front of candidates well beyond real estate |
Get every opening in front of agents and staff everywhere, in one post
Post a job once and 100Hires pushes it to Indeed, LinkedIn, ZipRecruiter, Glassdoor and nine more boards in a single action. Opening offices in new markets? Clone the same role into every city you hire from, and every applicant still funnels back into one pipeline.
- 13 named job boards bundled, no per-board fee
- Clone a role across cities with Satellite Jobs
- All applicants funnel into one pipeline
- A careers page candidates actually find
The same posting flow powers our dedicated pages on multiposting to 13 named job boards and the branded careers page, so a leasing role in three cities goes live everywhere without you copying the listing five times.
Stop reading 200 resumes to fill one listing-agent seat
When a popular agent role pulls hundreds of applicants, 100Hires does the first pass for you. Knockout questions auto-reject anyone without an active license or the minimum experience you set, and AI Score ranks everyone else against your criteria before you open a single resume.
- Knockout questions auto-reject on license and experience
- AI Score ranks the pipeline against your criteria
- Resume screening surfaces the top few first
- Set the bar once, apply it to every applicant
You set those rules once per job. See how knockout questions gate the obvious no-fits and how resume screening ranks the rest, so your team spends interview time only on candidates who already clear the bar.
Score every candidate the same way across offices and recruiters
When three team leads interview the same agent and write notes in three different formats, the debrief turns into guesswork. Evaluation Forms give every interviewer the same scorecard on a five-point thumbs scale, so a candidate from your downtown office is judged on the same bar as one from the suburbs.
- Shared Evaluation Forms for every interviewer
- Five-point thumbs scale with a neutral middle
- Blind Evaluations until each interviewer submits their own
- Compare candidates side by side, not by gut
Booking the interviews is just as quick. With self-scheduling links, a candidate picks an open slot on your calendar and the Evaluation Form is already attached when they show up.
Keep a warm bench so the next opening isn't a cold start
Most real estate roles reopen. The agent who was almost ready last quarter, the coordinator who took another offer. Drop them into a Talent Pool by role, then let Nurture campaigns stay in touch on a schedule, so when the seat reopens you start with people who already know you instead of a blank job post.
- Talent Pools grouped by role, like a Property Manager pool
- Nurture campaigns keep candidates warm automatically
- Reopen a role with a bench, not a blank slate
- Move a candidate from pool to pipeline in one click
This is the closest thing 100Hires has to a real estate recruiting CRM: a living talent pool of agent candidates you can nurture and reactivate. It is built around hiring, not mining MLS production data.
How 100Hires compares to a typical ATS for real estate hiring
Most ATS products can post a job and store applicants. Fewer screen high-volume agent pipelines for you or keep a nurtured bench of candidates for the roles you reopen. The comparison below is against a generic ATS baseline rather than any specific named product.
To keep agent candidates from going quiet between stages, the same automation powers our candidate engagement tools.
100Hires
It solved all of my recruitment problems and offered all of the features I was looking for. It can automate most of my recruitment processes.
I'd happily recommend it to my industry peers. I'm able to use the platform with ease and don't have to think twice what function to use.
The system is very user-friendly. Even people with no experience will find it easy to understand its functionality.
4.7
4.8
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