Brokerage recruiting picked up in 2026. Several forces are behind it, and the data also shows the hiring becoming more selective as the year went on.
What is driving it
1. Rate expectations
NAR forecast mortgage rates averaging around 6 percent in 2026, down from roughly 6.7 percent in 2025 (National Association of Realtors). That is a forecast, not a promise, but expectations of steadier rates bring some buyers and sellers back, and more transactions mean brokerages need more agents.
2. Competition for experienced agents
Established brokerages are recruiting productive agents from competitors with splits, marketing support and technology, and smaller firms are responding to keep their people. Recruiting Insight’s Q1 2026 report measures this with an “efficiency ratio”: the best-performing firms gained more than $2 in incoming production for every $1 they lost, while others fell below $1, regardless of business model (Recruiting Insight).
3. Post-settlement restructuring
After the industry changes to buyer-representation agreements and how compensation is offered, many brokerages are rethinking staffing, adding transaction coordinators, marketing staff and buyer’s agents to handle new requirements.
4. Shifting demand
Demand continues to move toward more affordable markets, and brokerages there are adding agents to keep up.
5. Technology
As AI tools work their way into operations, brokerages want agents who can use them to serve clients better. The focus is moving from headcount to efficiency.
What the numbers show
Recruiting Insight reported that external agent moves grew 25 percent from the previous quarter in Q1 2026, representing about $16 billion in annualized production, with internal moves up 38 percent year over year (Recruiting Insight). By Q2, HousingWire reported that agent movement had stalled as retention took hold, describing a shift from a “land grab” to a more “defensive, high-precision battle,” even as total closed volume reached $199.6 billion in the quarter (HousingWire). LinkedIn ranked real estate as the second fastest-growing sector for new graduates over the past three years (LinkedIn).
My reading: the hiring is real, but it is getting more targeted, and brokerages are putting as much effort into keeping agents as into recruiting them.
Things to watch
- Brokerage job postings for agents, team leads and support staff
- Signing incentives, marketing budgets and mentorship offers
- New offices in growing markets
- Licensing course enrollment
For agents considering a move or a start
- Research the culture. Brokerages differ. Find one that fits how you work, structured franchise or independent firm.
- Negotiate. With firms competing for agents, there may be more room on splits and support than in past years.
- Ask about support. Marketing, training and mentorship matter more than a headline split.
- Consider support roles. Marketing, transaction coordination and client-service skills are in demand too.
For brokerage owners
- Invest in onboarding. New agents who ramp up faster tend to stay longer.
- Provide tools that get used. CRM, marketing automation and lead support.
- Show your culture. Real growth stories stand out more than a job post.
- Focus on retention. The Q2 data says this is where the competition is moving (HousingWire).
Final thoughts
For people entering the industry or thinking about a change, 2026 offered real options. For brokerage owners, the lesson of the year’s data is that recruiting and retention are now the same job. Either way, stay informed and make the decision on what a firm will actually do for you.