A brokerage recruiting page is the page an agent finds when they look you up and wonder whether to join. We read 43 Sacramento-area brokerage websites to see how many have one, and how many say anything an agent could actually compare.
Ten of the 43 have something for an agent who might want to join. Two of those say what the split is and what it costs. The other 33 have nothing at all.
Anything aimed at recruiting agents or staff
Reachable from the homepage
A split and a cost, in numbers an agent could compare
A money claim with no terms behind it
Nothing about money at all
A way to apply online
| What we found on 43 brokerage websites | Count |
|---|---|
| Anything aimed at recruiting agents or staff | 10 |
| Reachable from the homepage | 9 |
| A split and a cost, in numbers an agent could compare | 2 |
| A money claim with no terms behind it | 2 |
| Nothing about money at all | 6 |
| A way to apply online | 3 |
We build websites for brokerages, so weigh this accordingly. Everything above is measured, the method is at the end, and no firm is named.
What agents say they compare
Two recent surveys ask agents what made them pick their brokerage. Both come from brokerages that recruit agents, so both have a stake in the answer, but they point the same way.
- Redfin, 2025. Ipsos surveyed 500 agents across 46 states for Redfin, excluding Redfin's own agents, in December 2024 and January 2025. "The commission split is easily the most important factor, with 78.4% rating it as 'very important.'" Brand and reputation came next at 55.2%, then training and support at 54.6%. Fifteen percent said they planned to switch brokerages in the next 12 months. (Redfin, April 2, 2025)
- Real Brokerage, June 2026. A smaller survey of 153 agents in the U.S. and Canada, run July 1 to 9, 2026. "39% of agents cited commission splits and overall economics" as the single most important factor in choosing their current brokerage, ahead of revenue share and equity (14%), culture (12%), technology (8%) and support (3%). Newer agents leaned toward leads: 39% of agents with under two years named lead generation as their top reason to switch. (Real, press release, July 24, 2026)
So an agent comparing brokerages wants the money first, then the support, and a newer agent wants to know where business comes from. Nobody has measured whether agents read a brokerage's website before joining, in the searches we ran. But if they do, those are the questions they arrive with.
Most of the 43 have nothing for an agent
Thirty-three sites have no recruiting page, no "join us" link, no careers menu and nothing on the homepage asking agents to get in touch. We checked every page in each site's sitemap whose address mentions joining, careers or hiring, every homepage link, and every menu label by eye.
Some of that is expected. Several of the 43 hold a broker license but sell something else: a personal loan company, a mortgage lender, two property managers, a transaction coordination service, a nonprofit. They have no reason to recruit agents, so their silence is not a gap.
The split by kind of firm: 6 of the 22 residential brokerages have something for recruits, and 4 of the 21 commercial ones. The commercial pages read more like job listings ("Real Estate Advisor", "submit your resume") than pitches to agents.
What the ten recruiting pages say
Two give terms an agent can compare. One residential brokerage's join page leads with "100% Commission", "$990 Flat Broker Fee", "E&O Insurance included through $1M" and "$0/month forever", then lists what is included, and says there is no desk charge, no quota and no long-term commitment. Another's entire homepage is the pitch: "100% Commission Split to Agent", "$100/mo all-inclusive plan", "$550/deal broker fee, $950 with TC". An agent can read either one, do the sums against their current brokerage and decide whether to call. That is the job of the page.
Two make a money claim without terms. One says "EARN $14K+ PER DEAL" above its application form, with no split or cost behind the number. Another, a team inside a national brokerage, lists "Revenue Share Income", "Stock & Equity Ownership" and "A cap you can actually reach", without saying what the cap is. The second at least names the structure, but an agent still has to leave the page to find the numbers.
Six say nothing about money. They promise "personalized mentorship", "modern tools", "marketing support" and "leads". Every brokerage says those words, so they do not help an agent tell you apart. The strongest of the six at least says who the mentoring comes from: a broker with more than 22 years of experience, working with agents one to one. None says how often training happens, what it covers, or what an agent pays.
How an agent can respond
Online application
Resume upload
Book a call
Email or phone number only
| How the page asks an agent to get in touch | Firms |
|---|---|
| Online application | 3 |
| Resume upload | 1 |
| Book a call | 2 |
| Email or phone number only | 4 |
The three applications ask for different amounts. One asks for name, contact details, license status and a few questions. One asks for years of experience and last year's production in ranges. The longest asks for license number and expiry, current association, whether you have listings to transfer, disciplinary history, and an electronic signature on the brokerage's independent contractor agreement, all before a conversation. That is a lot to ask of someone who has not met you yet.
One page has been waiting since 2020
One commercial firm has a "Join Our Team" page dated June 2, 2020, still listing open roles, including a real estate advisor. It is not linked from the homepage menu; we found it only in the site's sitemap. It asks applicants to call a phone number that is not the one shown elsewhere on the site. A page like that does more harm than none: an agent who finds it cannot tell whether the roles are still open, and the date says nobody has looked at it in more than five years. (We have written about dated content on brokerage websites before.)
What to put on your brokerage recruiting page
- Your split and your costs, in numbers. Monthly, per deal, caps, and what E&O costs. If you have tiers, show them. Agents rank this first in every recent survey we found. Our post on brokerage commission splits has the published structures you are being compared with.
- What is included. Transaction coordination, signs, CRM, MLS dues, office space. A short list beats a paragraph.
- Training you can count. "Weekly coaching call, Tuesdays at 10" says more than "real mentorship". Who runs it, how often, for how long.
- Where business comes from. Newer agents ask this first. If you share leads, say how they are split. If you do not, say so.
- One way to apply. A short form: name, phone, email, license number, years licensed. Save the contract for after the conversation.
- A link from your menu. "Join us" or "Careers" in the main menu. A page only search engines can find recruits nobody.
- A date, or no date. If the page lists open roles, keep it current or take the roles off.
If you are starting a brokerage and recruiting is the first job, our guide on how to recruit agents to a new brokerage covers who is easiest to sign and who produces.
What we would build
A recruiting page that answers the money question in the first screen, lists what is included, describes the training in hours and days, and ends in a short form that sends straight to your phone. Linked from the main menu, written in your words, easy for you to edit when the plan changes. We build brokerage websites with that page included. Get in touch and we will tell you what an agent sees when they look you up.
How we did this, so you can check it
- The sample. Every live website from our two earlier Sacramento-area audits: brokerage corporations licensed in Sacramento County since 2024 (residential) and Sacramento-region corporations with Commercial or CRE in their licensed name (commercial), the same 43 as our earlier speed, security and site name checks.
- The read. On 2026-10-24 we loaded each homepage in Chrome with a normal desktop browser identity and read every link, its text and every menu label, including hidden menus. We also read each site's sitemap. Every page whose address or link text named joining, careers, hiring or recruiting was then loaded and read in full: 26 candidates, of which 11 turned out to be market articles, blog posts or a "coming soon" page. Four homepages failed to load in our automated browser; we read three in an ordinary browser and the fourth over a plain http address, because its secure certificate is invalid. No forms were filled in or submitted.
- What counts. A recruiting page is anything on the site that asks agents or staff to join: a page, a homepage section, or a homepage that is itself the pitch. "Terms an agent can compare" means a split and at least one cost, stated as numbers.
- Limits. Forty-three firms, one region, one day. A brokerage can recruit perfectly well through calls and coffee and never mention it online. This measures what an agent finds on the website, nothing more.