In any professional industry, the team that you are a part of, can shape the development of your career. For most entry-level positions, your team often pre-selected and you adapt your ability around the style of the group. Entrepreneurs and leaders have the freedom to create their own team. Such decisions come with great responsibility. In real estate, building a team comes down to finding those who are going to hone in on your strengths but also fill in the gaps when needed. Constructing that real estate “dream team” takes time, consideration, and patience.


Defining Roles


Before you even begin the interview process, it is vital to set clear standards of performance for each role. Job descriptions only give interviewees so much to go off of. During the interview process it is important that you not only lay out the duties of the job but also set up the expectations for your new team members. When forming a new team, you have full control over the tone and work ethic standards. Prior to hiring anyone, have a clear understanding of which goals and attributes are most important to you.


In addition to setting expectations, it is also important to know exactly how many people you need to hire. When starting from scratch, there isn’t necessarily clear spots to fill. Knowing and understanding the workload will help to determine how many hires you must make. It is ok to shuffle people around in the beginning, based on skills and knowledge. However, if you map out the man power needed ahead of time, you are eliminating the possibility of over-hiring.




Putting in extra hours during the hiring process will take your dream team to the next level. When it comes to the real estate industry, it is all about who you know and reputations. Throughout the interview process, references are everything. Call every reference that a candidate provides and ask all the right questions. If a person is well-known throughout the business (in a good way), they’ll provide great value to their team.


While relevant experience is important, don’t base your intake of employees on just that. Take previous jobs, volunteer work, and worldliness into consideration. People often struggle to get hired because many employers dismiss a well-rounded past and solely focus on industry-relevant experience. Building your dream team isn’t going to happen overnight. Training will be a necessary for everyone. If you can find a fast learner, with a strong personality, hire them. Often, a likable person whose company people enjoy, is a smarter hire than one with tenure.