This article shows you how to promote your Brokerkit job postings on Indeed and LinkedIn, get more qualified applicants, and follow up with them effectively. It supplements the setup tutorials with the promotion strategy that turns posts into a steady recruiting pipeline.
If you haven't created a job yet, start here: How to create a Job for Job Posting
Recommended setup tutorials for the apply-link integration:
Why paid boosting is required for real estate agent roles
To reach a significant volume of real estate agent applicants on Indeed and LinkedIn, you will need to pay to boost your posts. Organic (free) posts typically produce very few applicants for commission-only roles.
The reason: both platforms' algorithms classify real estate agent (and other commission-only sales) roles as low-quality roles because they are commission-only and contract-based. As a result, free posts are deprioritized in candidate search results. This is true across all industries — not just real estate — and applies to Indeed and LinkedIn equally. For salaried full-time roles (e.g., transaction coordinator, admin, office manager), you can usually attract a decent organic applicant volume; commission-only sales roles almost always need paid boosting.
When you walk through the posting flow on either platform, both will try to upsell you on paid boosting options — that is the surface you should plan to use.
Add a compensation range on Indeed
When you post on Indeed, do not leave the compensation range blank. Job seekers search and filter by compensation range, so a blank range dramatically shrinks your reach.
Be sure to also spell out in your job description that the role is commission only so candidates aren't surprised by the comp range.
Refresh your posts every 30 days
Job boards like Indeed and LinkedIn are designed for full-time, hire-and-done roles. A brokerage, by contrast, is always recruiting. To stay visible, you need to refresh (repost) your job posts approximately every 30 days.
What happens if you don't: you'll see a burst of applicants in the first 1–2 weeks, then volume drops off sharply. Stale posts are also deprioritized by the job-board algorithms.
When you refresh, vary the content so the platforms' duplicate-detection algorithms don't suppress the post. Practical variations:
- Vary the headline and message ("Experienced licensed agents" vs. "Newly licensed agents welcome")
- Create one post for your real-estate school candidates and one for experienced agents
- If you have multiple office locations, vary the office across posts
About the BrokerKit Jobs feature (plan requirements)
The Brokerkit Jobs feature is available on the Core plan and above (Starter does not include job posting). To reach the feature inside Brokerkit, go to Lead Gen → Jobs.
When you create a job, you'll have three steps to complete: Job Details, Application Form, and Promotion. The Promotion tab is also where you copy the apply shortlink that you'll paste into Indeed and LinkedIn's "external apply" fields.
More detail on the create flow: How to create a Job for Job Posting
Who you will (and won't) get from job posts
Set realistic expectations on applicant quality:
- New talent: ~25%+ of your applicants. People who want to switch into real estate from another sales role, current real estate school students, and recently licensed agents. Hook: lead with your coaching program, marketing program, and real estate school.
- Low producers: licensed agents working part-time who haven't yet broken out. Hook: lead with support, marketing, lead generation, and mentorship/coaching.
- Mid producers: a meaningful slice. They often apply after a bad day, a down production cycle, the holidays, or a desire to earn more. Hook: lead with competitive splits, lead gen systems, bonus/draw, support, and leadership/scalability.
- High producers / managing brokers: rarely apply via job posts. Don't expect this lead source to populate the top of your funnel.
Automate follow-up with a campaign
When applicants come in, they drop into Brokerkit as new leads under the job and on your Today view (with resumes if you made that field required). You can follow up manually, or automate the follow-up:
- In Campaigns → Library, search for "jobs" to find a starter template for following up with job posting candidates. Copy it into your own campaigns.
- Customize it: add your collateral (videos, documents, marketing program info, lead gen info, welcome video), and add a scheduling link (Calendly or Cal.com — strongly recommended).
- Send automated emails + texts, plus tasks for you to call applicants and reach out on social media.
- For fully automated triggering, create a Campaign Trigger with source = "Job Posting" so every new applicant gets enrolled automatically.
For Calendly integration, bridge it to Brokerkit through Zapier (search for "Calendly" in Zapier, use the "invitee.created" trigger, push the contact into Brokerkit).
Speed to lead matters
Call applicants quickly. The longer you wait between application and first contact, the lower your conversion. Applicants who took the time to upload a resume are hand-raisers — they want a conversation. Some applicants won't remember they applied a few days later, so be fast.
Reach out on social media
For low- and mid-producer applicants who have been in the business for a while, social media outreach strengthens your follow-up:
- In the contact profile, use Look up social profiles to discover LinkedIn and other accounts.
- Send a connection request with a personal note.
- Even if now is not the right time, once you connect, your ongoing content drips to them for free — without paid ads.
For a clear overview of the done-for-you services BrokerBoost can run for you - paid job ads, paid Meta social ads, and Laura AI outbound recruiting - see BrokerBoost: Done-for-You Recruiting Services.
BrokerBoost (done-for-you option)
If you want the promotion, screening, and follow-up handled for you, BrokerBoost is our done-for-you service:
- Sets up all integrations (Zapier, Calendly, etc.)
- Rotates your job posts monthly so they stay fresh
- Runs paid boosting across 100+ job boards
- AI resume screening with scoring (geography, experience, score 1–10)
- Optional social ads and outbound AI recruiter "Laura" (sends personal LinkedIn and email messages)
- Auto-pauses campaigns when applicants schedule a call
- Auto-archives below your threshold so you only see qualified candidates
To learn more about BrokerBoost, visit getbrokerkit.com/home/real-estate-recruiting-leads or contact sales@brokerkit.com.
AI resume scoring (BrokerBoost)
When BrokerBoost screens resumes, candidates are scored 1–10:
- 1 — outside your region
- 2 — no sales or real estate experience
- 3 — sales, but not real estate experience
- 4 — real estate role (mortgage, transaction coordinator, etc.) but not an agent
- 5 — has been an agent, but not currently full-time
- 6 — currently an agent, under one year
- 7 — 1 to 3 years as an agent
- 8 — 3+ years as an agent
- 10 — managing broker / broker owner
You can set a threshold (e.g., "only 6 and above") so campaigns only trigger on qualified applicants; below-threshold candidates are auto-archived.
Action plan
- Master the jobs feature in Brokerkit. (See the create-and-apply-link tutorials above.)
- Post your apply shortlink on Indeed and LinkedIn.
- Set up a follow-up campaign (search "jobs" in the Campaign Library).
- Schedule paid boosting on both platforms — required for commission-only sales roles.
- Refresh / repost with varied content every 30 days.
- For scale, consider BrokerBoost (paid ads across 100+ boards + AI screening) or the AI recruiter add-on.
For setup help, contact support@brokerkit.com. To explore BrokerBoost, visit getbrokerkit.com/home/real-estate-recruiting-leads or contact sales@brokerkit.com.
Watch the webinar
This article is based on the Brokerkit webinar "Fill Your Recruiting Pipeline — Job Posting Strategies That Work": https://youtu.be/1ihzg8wynTM