Director of Sales: Real Estate Team Leadership
Pay: $200,000+ in total annual compensation, consisting of base salary plus performance-based bonuses
Location: In person, Orange County, California
About Us
Icon Realty Partners is a top-producing Orange County real estate team operating in Orange County. We have 52 agents and are on track to close more than $300 million in sales this year.
We have a proven model, high standards, and ambitious growth plans. We need an experienced real estate sales leader who can recruit talented agents, develop the people already here, and drive consistent production.
The Seat
At the highest level, you own two outcomes: how many productive agents we have and how productive they are.
You recruit. You onboard. You coach. You inspect performance. You enforce the standard.
This is not a brokerage office manager position. You will not be measured by how available you are, how many meetings you run, or whether everyone likes you.
You will be measured by recruiting results, agent ramp time, lead conversion, production, retention of the right people, and your willingness to address underperformance.
You will have real authority and real accountability. When an agent is struggling, you coach them. When expectations are missed, you address them. When someone repeatedly chooses not to meet the standard, you make the necessary decision, including releasing them from the team.
What You Own
- Agent recruiting strategy, outreach, follow-up, and pipeline management
- Personal recruiting conversations, interviews, and agent selection
- New-agent onboarding and the 30-, 60-, and 90-day ramp
- Individual and team production goals
- Agent scorecards, weekly accountability, and one-on-one coaching
- Sales meetings, role-play, skill development, and conversion training
- Lead response, contact, appointment, contract, closing, and production KPIs
- Zillow Flex responsiveness, conversion, customer experience, and compliance
- Performance improvement plans and corrective conversations
- Enforcement of team standards and minimum expectations
- Retention and development of productive, culture-aligned agents
- Removal of agents who repeatedly fail to meet the standard
- Production forecasting and clear reporting to the leadership team
The Person
You have led real estate agents before. You were directly accountable for their production.
You can show us the numbers: how many agents you recruited, how quickly they became productive, how conversion changed, and how the team performed under your leadership.
You understand the difference between coaching and babysitting.
Coaching identifies the gap, sets a clear expectation, builds a plan, and follows through until the behavior or result changes. Babysitting repeatedly reminds adults to do what they already agreed to do. We are not looking for a babysitter.
You recruit personally. You are comfortable initiating conversations, building relationships, working a pipeline, following up, and asking qualified agents to join the team. You do not believe recruiting should be left entirely to marketing, referrals, or job postings.
You manage through data. When production slips, you determine whether the problem is activity, skill, follow-up, conversion, the system, or the person. Then you address the actual cause.
You do not rely on hype or generic motivation. You can observe an agent’s sales process, identify what is holding them back, and coach the specific behavior until performance improves.
You establish clear expectations, document commitments, inspect performance, and follow through. Every agent you lead knows where they stand.
You are willing to have hard conversations. You do not allow low standards to continue because an agent is well-liked, has been here a long time, or might eventually improve.
You give people clarity, coaching, and a fair opportunity to succeed. When someone cannot or will not meet the standard, you are willing to let them go.
How You Lead
You lead with a heart of gold and a boot of steel.
You genuinely care about the people you lead. You learn what matters to each agent, what they are working toward, and why it matters to them.
You connect an agent’s daily actions to the life, income, and goals they say they want. You know when someone needs encouragement, when they need skill development, and when they need a direct challenge.
You adapt your coaching to the person. You do not adapt the standard.
Your agents trust that you want them to win. They also know you will tell them the truth.
You do not confuse empathy with avoidance. Care shapes how you lead; it does not prevent you from confronting poor performance or following through on consequences.
When someone cannot or will not meet the standard, you make the hard decision with clarity, dignity, and respect.
Accountability and empathy are not competing leadership styles. The best leaders practice both.
Zillow Flex
We operate in Zillow Flex.
Zillow Flex leadership experience is strongly preferred, but it is not required. Candidates without direct Flex experience must demonstrate success leading agents in a high-volume internet-lead environment.
You must understand, or be able to quickly learn, how to manage responsiveness, follow-up, appointments, conversion, customer experience, and program compliance.
What This Is Not
This is not a transaction coordination, compliance, or agent-support position.
It is not a role for someone who believes coaching means answering questions, offering encouragement, and waiting for agents to ask for help.
It is not a role for someone uncomfortable with outbound recruiting, measurable accountability, direct feedback, or releasing agents who repeatedly fail to meet the standard.
Traditional brokerage office management experience alone does not qualify.
Required Experience
- Real estate team leadership or agent coaching experience
- Direct accountability for agent production and sales performance
- Experience recruiting real estate agents through proactive outreach
- Experience onboarding and ramping new agents
- Experience managing performance through measurable KPIs
- Experience coaching internet-lead follow-up and conversion
- Experience delivering corrective feedback and enforcing standards
- Experience managing agents who were not meeting expectations
Preferred Experience
- Three or more years of real estate sales leadership
- Zillow Flex leadership or coaching experience
- Leadership experience within a high-volume real estate team
- Experience building and managing an agent recruiting pipeline
Compensation
Total Compensation: $200,000+ annually.
Compensation consists of a base salary plus performance-based bonuses tied directly to recruiting, agent productivity, sales growth, and company goal achievement.
Pay: $150,000.00 - $250,000.00 per year
Benefits:
Application Question(s):
- How many real estate agents have you directly led at one time, what authority did you have over their performance, and which production results were you personally accountable for? Include specific numbers such as units, sales volume, conversion, or production per agent.
- How many agents have you personally recruited? Describe the outbound recruiting activity you performed and the results it produced.
- During your most recent 12 months with recruiting responsibility, how many real estate agents did you personally recruit through your own outreach and follow-up?
- Have you directly owned weekly agent KPI scorecards and been responsible for improving activity, conversion, and production?
- Have you personally owned new-agent onboarding and a structured 30-, 60-, and 90-day ramp?
- Have you had the authority to place agents on performance improvement plans and release them from a team for failing to meet standards?
- Which best describes your Zillow Flex experience?
Work Location: In person
