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Division Lead, Growth & Attraction - West Region

Keller Williams Realty -
Austin, TX

Apply Now

Job Details

6 days ago

Qualifications

Business development management
Coaching
Talent management
Metrics Reporting
Leadership development
Team development
Managing real estate teams
Bachelor's degree
Franchise business model
Leading team collaboration initiatives
Leadership training (staff training program)
Leadership development programs
Data-driven decision making

Full Job Description

Position Purpose

The Divisional Lead, Growth & Attraction for the West Region, partners directly with Regional Directors to drive growth across Market Centers in the Region. The role focuses on three core outcomes: increasing agent attraction appointments; scaling every Market Center to an average of 200+ agents with at least 33% fully capped; and building a strong, competitive candidate pipeline for the Team Leader role.

In this role, you will implement the national agent attraction system, collaborate with the other two Divisional Leaders of Growth & Attraction, the three Divisional Leaders of Growth Operations, and the Regional Directors to deploy tools and resources that positively influence agent attraction, and craft the training and retention initiatives for Team Leaders or other growth leaders in KW Market Centers.

About Us

Austin, Texas-based Keller Williams Realty, LLC is the world's largest real estate franchise by agent count with a global network of offices and affiliated agents. The franchise is No. 1 in units and sales volume in the U.S. Since 1983, the company has cultivated an agent-centric, technology-driven, and education-based culture that rewards affiliated agents. If you're ready to join an award-winning team that champions bold innovation, puts people and service at the heart of business, and empowers you to make a real impact, then Keller Williams is where you belong.

Our latest recognition:

2026 & 2025 Best Places to Work (Glassdoor)
2026 & 2025 Best Place for Working ParentsÂ® (Best Place for Working ParentsÂ®)
2025 America's Most Admired Workplaces (Newsweek)
2025 Top Franchises for Women (Franchise Business Review)
2025 Best-Led Companies (Glassdoor)

The Impact You'll Make

The Growth Target

This role drives the Region's contribution to Keller Williams' company-wide objectives for the end of 2027:

750 total Market Centers across the network.
An average of 200+ agents per Market Center.
At least one-third (33% or more) of those agents achieving capping status.

Agent attraction appointments are the primary lead indication metric driving this goal.

Reporting Structure & Key Relationships

Co-Heads of Growth & Attraction: Your direct supervisors are the Co-Heads of Growth & Attraction, who report to KWRI’s Chief Revenue Officer (CRO).
Regional Directors (RDs): Daily partners. You will work alongside RDs in the Region to support agent attraction pipelines, independent brokerage recruiting, appointment volume, and Team Leader hiring and training.
Team Leaders (TLs): Direct partners in professional development. You will assist in developing programs to recruit candidates for vacancies, help build tools and resources to develop their operational skills, and work to retain them.
Growth & Attraction team peers: You will collaborate with the other two Divisional Leads, Growth & Attraction in our other regions, the Digital Growth Lead, and the Director of M&A to implement agent, team, and independent brokerage attraction and run via a unified national playbook, standard scorecard, and shared operational baseline.
Operating Principals (OPs): Build relationships with OPs across the Region, assist in their leadership development, and align them with KWRI’s agent attraction systems.
Divisional Lead, Growth Operations (your counterpart): Partner closely with your counterpart Divisional Lead on the Growth Operations team, an affiliated but separate team that owns Franchise Operations for the same Region. Growth and operations strategies work in tandem.

Core Responsibilities

Agent Attraction & Talent Acquisition

Monitor and drive agent attraction appointments as the primary metric for every Market Center.
Work with Regions and Market Centers to identify and recruit agents, teams, and independent brokerages into the Region Market Centers to expand the pipeline.
Roll out and localize the national agent attraction system across the Region.
Turn KWRI’s established agent attraction models into repeatable, field-level execution.
Lead the Region's strategy to reach an average of 200+ agents per Market Center with a 33%+ capping mix.
Source agent recruiting wins and recruitment success stories from across the Region and feed them into the content pipeline, partnering with the Digital/Social Lead of Growth & Attraction and KWRI Marketing to amplify these wins across KW's digital and social channels.

Team Leader & Operating Principal Development

Work with Regional Directors to build and manage a continuous Team Leader training path that develops long-term operational skills beyond initial onboarding.
Assist in repositioning the Team Leader role in the field to attract top-tier talent and establish it as a long-term career path.
Craft and deploy coaching programs for sitting Team Leaders, in partnership with RDs, OPs, and KWRI, to improve recruiting and leadership skills.
Extend leadership development programs to Operating Principals to build a consistent internal leadership bench.

Regional Director Support

Coach RDs to prioritize agent and leadership talent attraction, independent brokerage recruiting, monthly appointment goals, and pipeline management.
Align with RDs on accountability metrics and day-to-day recruiting execution.

Reporting & Data Analysis

Lead all reporting cycles with appointment data before reviewing net growth, defections, and capping mix.
Generate Region and Market Center reports covering agent growth, turnover, and attraction activities.
Track Team Leader metrics including vacancies, time-to-fill, turnover costs, and OP development engagement.
Use the Command platform to build and standardize the Region's performance dashboards.
Help the Co-Heads of Growth & Attraction build a national scoreboard tracking attraction and capper development.

Field Operations & Strategic Programs

Visit priority Market Centers in the Region to implement the attraction system and model recruiting behaviors.
Diagnose underperforming Market Centers and partner with RDs and TLs on turnaround plans.
Partner with RDs, OPs, and TLs to increase enrollment and participation in BOLD coaching.
Identify and open new Market Centers in available territory ("white space") in coordination with local RDs.
Support the rollout and adoption of strategic KW programs, including Capper Capital, Indie M&A, and other programs, as appropriate.

Operating Cadence & Meeting Schedule

Weekly: Meet with the Co-Heads of Growth & Attraction and the Growth & Attraction team; occasionally host the national Growth Call; collaborate on TL Tracks content and strategy; occasionally co-lead OP/TL masterminds. Conduct standing meetings with Divisional Leader of Growth Operations in your Region
Monthly: Deliver Region and Market Center performance reviews, including TL vacancy and retention metrics.
In-Market: Travel for site visits within the Region to work directly with RDs, TLs, and OPs on playbook implementation.

Ideal Candidate Profile

KW Ecosystem Experience: Deep familiarity with the Keller Williams model. You understand the culture and have established credibility with RDs, OPs, and Team Leaders, ideally with professional roots in the Region.
Proven Recruiting Record: Demonstrated success in agent attraction using established KW models.
Leadership Development Background: Experience serving as a TL or OP, and/or a track record of coaching and developing them.
Growth-Oriented: A sales-minded focus on talent acquisition as the primary driver of business growth.
Data Literacy: Comfortable using data to guide decisions, running reports, and navigating the Command platform.
Collaborative Leadership Style: Ability to lead through influence, maintain high standards, and work effectively alongside RDs.

Location & Travel

Location: Remote within the Region (California, Oregon, Washington, Alaska, Hawaii, Arizona, Nevada, Utah, Idaho; or Austin, TX.
Travel: Regular travel required within the Region for field deployment, Market Center support, and leadership coaching. Must travel to Austin, TX 4x per year for Regional Leadership meetings. Must attend MegaCamp and Family Reunion

Year-One Success Measures

Progress is measured by active Region benchmarks that feed into the overall company targets, led primarily by appointment volume:

Measure

What Success Looks Like

Agent Attraction Appointments

Measurable increase in monthly appointments across the Region.

Attraction System Adoption

Growing adoption of the national attraction system in Regional Market Centers.

Independent Agents Attracted

Net growth in independent agents and brokers joining the Region.

Team Leader Vacancies

Reduced time-to-fill for open TL seats with qualified, trained leaders.

Team Leader Retention

Measurable decrease in TL turnover.

Leadership Development Engagement

Active participation of OPs and TLs in development programs.

New Market Centers

Successful openings in identified white space alongside local RDs.

BOLD Adoption

Increased BOLD coaching enrollment across RDs, OPs, and TLs.

Agent Growth

Sustained increase in gross agents added per Market Center.

Target Progress

Clear alignment with the goal of 750 Market Centers, 200 agents average, and 33% capping.

The Experience You'll Need

Minimum Requirements

Bachelor's degree in Business Administration, Marketing, Real Estate, or a related field
Minimum of fifteen (15) years of progressive leadership experience within a national real estate franchise network or major brokerage brand.
KW Ecosystem Expertise: Proven tenure as a successful Regional Director, Operating Principal (OP), or top-performing Team Leader (TL) with deep understanding of KW models, culture, and language and have established credibility with RDs, OPs, and Team Leaders, ideally with professional roots in the Division’s territorial area.
Proven Recruiting Track Record: Documented history of personally driving high-volume real estate agent attraction, mega-agent team onboarding, or independent brokerage mergers and acquisitions (M&A) using established KW models.
Scale & Growth Metrics: Experience overseeing a large portfolio of business units (e.g., managing 15+ Market Centers or geographic territories) with accountability for hitting net growth and retention metrics.
Leadership Development: Minimum of ten (10) years of experience designing, implementing, or delivering coaching and training programs for executive-level sales leaders and franchise owners, including coaching and developing TLs and OPs.
Collaborative Leadership Style: Ability to lead through influence, maintain high standards, and work effectively alongside RDs.
Growth-Oriented: A sales-minded focus on talent acquisition as the primary driver of business growth.
Data Literacy: Comfortable using data to guide decisions, running reports, and navigating the Command platform.

Preferred Requirements

Master’s degree or Executive Master of Business Administration (MBA)
Coaching Certifications: Active or prior certification through KW MAPS Coaching or equivalent executive coaching credentials.
Licensure: Active real estate broker or sales license within the designated Region is preferred but not mandatory, depending on regional regulations.

EEO Statement

We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status, or any other characteristic protected by law.

Physical Requirements

The physical demands described here are representative of those that must be met by a team member to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities as defined by the Americans with Disabilities Act As Amended to perform the essential functions.

Sitting
Keyboarding
Viewing computer monitor

Work Environment

Work is performed in a business office environment. Ability to work extended hours, as required, in support of the company's business needs.

Apply Now

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