Recruiting is one of the most impactful ways to grow and strengthen a brokerage, but it’s also one of the first things to fall off the to-do list. Listings, deals, coaching, and emergencies pop up every day. Compared to that, recruiting can feel long-term, less urgent, or like something you’ll "get to eventually".
If you’re a supervisor, director of operations, OP, or a manager yourself, it’s your job to make sure recruiting doesn’t slip through the cracks, for your team and for yourself.
While landing a $10M listing is exciting, landing an agent who brings in ten $10M listings is what builds real, compounding growth.
Here’s how to build accountability into your recruiting process using Courted in a way that’s structured, consistent, and motivating.
Establish Accountability Early for Yourself and Others
From the moment you or your team starts using Courted, it’s important to set clear expectations. Courted is intuitive and engaging to use, but it's not just a place to browse. It’s a recruiting tool. Like any tool, it needs to be used regularly to drive results.
Set Clear, Measurable Goals
Whether you're overseeing a team or managing your own recruiting, goals create clarity.
Work backward from how many agents you want to bring in this year, and calculate how many calls you or your managers need to make each week to hit that number. Here’s a sample recruiting funnel, based on what we typically see:
Stage | Conversion Rate |
Call → Meeting | 12% |
Meeting → Attended | 75% |
Attended → Offer Extended | 75% |
Offer → Accepted | 75% |
Total Conversion | 5.06% |
Note: These rates are based on what we generally see, but they’re not one-size-fits-all. Adjust them based on your market, process, or team style. This is not a science. It’s a tool to help reverse-engineer how much activity it takes to meet your goals.
For example, if your goal is to recruit 30 agents this year, that equates to roughly 600 calls. If you have a team of 6 managers, that’s 100 calls per person per year, or just 2 calls per week. This is a small, consistent habit that adds up.
Whether it’s your own target or your team's, put it in writing. Track it. Talk about it. Revisit it often.
Build in Visibility and Structure
You can’t hold yourself or your team accountable without visibility. Courted provides several tools that make performance tracking and coaching simple.
Here’s how to assess usage and progress:
Pipeline Tab: Filter by “Assigned To” to review each manager’s active pipeline. Look at agent statuses, last interaction dates, and whether agents are being moved forward.
Performance Tab → Company Activity: See each team member’s calls, texts, emails, meetings, and notes. Filter by time range to spot trends or gaps.
Overview Tab → Activity Log: Drill into daily actions at a granular level. See how time is being spent – updating statuses, assigning agents, messaging, or creating follow-up tasks.
These three pages can be used both for self-review and for running effective 1:1s with managers. During those check-ins:
Celebrate what’s working
Spot areas where momentum has slowed
Ask where support or coaching is needed
Revisit goals, outreach volume, and conversion rates
Create Habits and Encourage Practice
Accountability is easier when recruiting becomes a team habit. A few ways to build structure and energy into your process:
Run weekly or biweekly Courted Call-a-Thons: Everyone logs into Zoom, goes on mute, and spends an hour doing focused recruiting. Use chat to share wins or ask for help. These sessions create momentum and camaraderie.
Role-play recruiting calls: Have team members practice opening lines, handling objections, or closing follow-up meetings. It builds confidence and improves conversion rates.
Make recruiting part of your weekly team cadence: Share updates, shout out usage, and celebrate meetings booked or agents moved forward. Acknowledge consistency, not just results.
Catch Gaps Early and Offer Support
When you or someone on your team is falling short, start by identifying the roadblock.
Is it a confidence issue, a time management challenge, or unclear expectations?
Are agents getting stuck at one stage of the funnel?
Are managers spending time searching but not reaching out?
Use Courted’s activity data as a conversation starter, not a scorecard. The goal is to find out what’s getting in the way and address it with tools, coaching, or better structure. Support should always be part of the accountability process.
Recognize and Reinforce Progress
Not every message leads to a recruit, but consistent activity always adds up. Whether you're evaluating your own work or your team's, make a habit of recognizing steady progress.
In team settings, shout out:
Managers who are logging in daily
High-quality follow-up or creative outreach
Consistent effort even during busy weeks
Individually, track your own outreach goals and pipeline growth. Celebrate movement, not just outcomes.
Final Thoughts
Accountability doesn’t have to feel heavy. It can feel like structure, progress, and forward motion.
Whether you’re managing a team or managing your own book of business, Courted gives you the tools to stay on track. Use it to be honest with yourself about what’s working, what needs to shift, and what to double down on.