Then hire the right people to run it.

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Most teams hire backward. They start with a title, a gut feel, or a desperate need. Then they wonder why the role turns into a revolving door, or worse, dead weight.

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That's not how I do things.

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I help real estate teams hire strategically. It starts with the function - the outcomes your business actually needs and how this role makes its contribution. From there, we define the right person - the specific mix of skills, wiring, and capacity required to deliver those outcomes. Only then do we start the search.

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Three Clear Steps

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1. Define the Seat

Start with a job Scorecard - not a fluffy job description.

What must this role truly own? What will success look like 12 months in?

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2. Systematize the Hiring Process

No more voodoo hiring.

Successful hiring comes from intentional hiring. I help you design your recruiting funnel with a process that helps you evaluate candidates objectively. 

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3. Deliver Strategic-Fit Candidates

With a mix of traditional job posting and my private network of real estate talent - we will help you find the signal through the noise. Every candidate you meet is vetted and scored based on their fit with your culture, goals, and business model.

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I Don't Just Recruit. I Build.

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Whether you're hiring a Director of Operations, a Marketing Coordinator, or your next $10m Agent - I'll help you design the seat, source the talent, and make the right hire. 

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No bloated retainers. No endless interviews. Just real support where it counts. 

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What Does It Cost?

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I don't charge hourly. And I don't believe in bloated retainers that burn cash before a single interview. 

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My recruiting model is simple: you pay when you make a successful hire. 

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Placement Fees:

• 1099 Agent: $3,000

• W2 or Centralized Roles: 1 month gross OTE (8.3% fee)

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This keeps me aligned with your outcome from day one: finding the right person, not just checking boxes. 

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-Tyler Hixson
Good Agents

 

Let's Find Your Next Great Teammate.

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