Your Next Hire Should Create Leverage -
Not More Stress.
Our resident staffing expert, Christin Leinbach, helps growing real estate agents hire the right operational support so they can spend less time buried in admin work and more time focused on clients, lead generation, and growing their business.
Hi, I'm Christin!
I've got Real Estate Operations Experience -
Not Just Recruiting Experience.
I’ve personally worked in administrative and operational roles inside the real estate industry while also hiring and supporting market center staff. I understand what actually makes an operations hire successful in a fast-moving real estate business.
My goal is to help agents make confident hiring decisions while saving time, reducing overwhelm, and building stronger leverage inside their business.
When it's time to hire -
You’ve Hit the Ceiling of Achievement.
According to The Millionaire Real Estate Agent by Gary Keller, the first key hire typically happens around 36 transactions per year. At this point, many agents begin exchanging time for money inefficiently and become buried in administrative work.
The first leverage hire is usually an Administrative Assistant who can eventually grow into an Executive Assistant or Director of Operations role.
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Who This Service is Designed for
THE PATH TO THE RIGHT HIRE
01
INTAKE & DISCOVERY
Complete a structured consultation call to understand your team size, current pain points, hiring goals, budget, previous hiring challenges, and company culture before recruiting begins.
02
BUILD THE FOUNDATION
Create a custom job description and polished job ad tailored to your business and hiring goals.
03
SOURCE 50+
CANDIDATES
• Post to Indeed and LinkedIn • Manage and monitor applications daily • Maintain organized candidate tracking spreadsheet • Streamline communication and feedback process • Optional sponsored ads reimbursed by client
04
PRE-SCREEN INTERVIEWS
Conduct 30-minute screening calls with qualified candidates before advancing them further in the process.
05
KPA ASSESSMENTS
Send and manage individualized KPA assessments for qualified candidates. Review Job Fit Reports and Job Matches lists to help identify strongest fits.
06
HIRING INTERVIEWS
Interview your top 3-5 candidates using a structured interview process focused on long-term fit and growth potential. During interviews, cast a strong vision for the role and clearly communicate future growth opportunities. Strong candidates are often attracted to opportunity and leadership — not just pay.
07
REFERENCE CHECKS
Conduct reference checks with a minimum of 3 references, with preference toward 6 whenever possible.
08
FINAL GROUP INTERVIEW
Coordinate collaborative interviews with leadership, team members, office leadership, or additional stakeholders.
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FLAT FEE PRICING
$2500 FLAT FEE
No percentage commissions or hidden recruiting fees.
90-DAY REPLACEMENT GUARANTEE
If the hire does not work out within 90 days, one complete re-run of the process is included at no additional charge.
A COLLABORATIVE HIRING PROCESS
I streamline the hiring process for you, while final candidate decisions always stay in your hands.
