Attracting top-producing agents to your real estate team isn’t all about having “low splits” or the promise of “unlimited leads.” The agents you truly want — self-starters with a proven track record — are looking for more than just a paycheck. They’re seeking alignment, leadership, and leverage that proves your model will truly benefit their business. If you want to build a powerhouse team, you must position yourself as a leader worth following and create an environment that helps high performers thrive.
Lead with vision, not just volume
Top agents aren’t looking for another place to hang their license — they’re looking for purpose. Share a clear, compelling vision for your team. What do you stand for? What makes your culture different? Where are you going in the next 1–3 years? Agents at a high level are often looking for alignment and impact, not just volume. If your team’s mission is to raise industry standards, elevate customer experience, or dominate a certain market, say so — and back it up with action.
Offer leverage, not micromanagement
Experienced agents are often bogged down with non-revenue-producing tasks. When you show them how your team provides leverage — transaction coordinators, marketing support, listing prep, lead generation — they see opportunity. But the more you demand, the more you need to give in return. Top producers want autonomy with systems that support them, not policies that stifle them. Show how your operations empower rather than simply control.
Show proof, not promises
Every team leader says they offer “great support,” “amazing culture,” and “tons of leads.” Back it up. Share real stories of agents who joined your team and scaled their income or improved their work-life balance. Offer testimonials, before-and-after production stats, and concrete examples of what life on your team looks like. Social proof wins more trust than slogans ever will.
Build a culture they want to be part of
Culture eats strategy for breakfast. Top agents will ask: Do I want to be in business with these people? Invest in culture-building intentionally — team events, recognition programs, peer mentorship, and collaboration — not just competition. Make your team a place where motivated professionals feel seen, supported, and challenged.
Create space for growth and leadership
Many top agents eventually hit a ceiling — whether in production, personal satisfaction, or leadership opportunity. Show them how your team offers a path beyond selling homes. Can they mentor newer agents? Build out their own mini-team? Take on a leadership role within your organization? Growth attracts growth. If your model allows them to scale themselves, they’ll see your team as a long-term move, not a temporary stop.
Conclusion
Top-producing agents don’t leave what’s already working for them unless there’s a clearly better opportunity. Your job as a team leader is to become that better opportunity—not just with promises, but with vision, structure, culture, and proof.
The Jason Mitchell Group is specially designed to help team leaders build this sort of leverage by plugging into all of these pre-built systems so top-producers can better scale, making them uniquely qualified to support ambitious teams and brokers looking to expand their operations and create an unlimited ability to scale through a proven model. Through receiving high quality referral opportunities from their 60+ corporate partners nationwide, JMG has helped teams and brokers add hundreds of thousands of dollars in net profit to their operations and cut many of their expenses, allowing leaders to focus on building teams in their marketplace, or even in surrounding marketplaces or states!
If you want to see how the “JMG Effect” can also help you grow revenue, hire & retain agents and eliminate expenses, visit www.JoinJMG.com or contact the JMG press office at press@jasonmitchellgroup.com.
