Real Estate Agent Job Description 2025: Duties & Template

Hiring or clarifying the role shouldn’t take all week. Use this guide to create a real estate agent job description that’s accurate, compliant, and ready to post—complete with duties, skills, compensation, KPIs, and a copy‑and‑paste template.

Quick Definition: What Does a Real Estate Agent Do?

A real estate agent represents buyers and/or sellers in property transactions. They prospect clients, price and market listings, show homes, negotiate, and guide deals to closing.

The best agents blend market expertise, client service, and disciplined follow‑up. That mix drives closed volume and satisfied clients.

For employers, the role centers on pipeline growth, data‑driven pricing, and reliable execution through every milestone.

For candidates, success looks like consistent activity, strong negotiation, and clear communication that earns reviews and referrals.

Use the duties below to set expectations and align accountability from day one.

Core real estate agent duties and responsibilities:

Prospect and qualify leads; build a healthy pipeline
Conduct CMAs and advise on pricing and offer strategy
Market listings (photography, MLS entry, copy, ads, open houses)
Schedule and host showings; manage feedback and follow-up
Draft, present, and negotiate offers, counteroffers, and repairs
Coordinate transaction milestones with lenders, escrow, title, and inspectors
Ensure compliance with contracts, disclosures, Fair Housing, and brokerage policy
Maintain CRM hygiene, response SLAs, and post‑closing referral outreach

Real Estate Agent Job Description Template [Copy & Customize]

Use this copy-ready template to post your role. Tailor the bullets to your market, team model, and specialization.

Clarifying scope, tools, and KPIs upfront reduces misalignment, shortens ramp time, and improves retention. Add your exact split, lead policies, and workflow expectations so candidates self‑select appropriately. When in doubt, favor clarity over hype—strong agents want specifics.

Job Summary

We’re seeking a licensed Real Estate Agent to represent buyers and/or sellers from first contact through closing. You’ll generate and convert leads, deliver pricing guidance, market listings, negotiate offers, and coordinate transactions with our in‑house support team and preferred vendors.

This role reports to the Managing Broker/Team Lead and collaborates closely with our Transaction Coordinator (TC), Inside Sales Agent (ISA), and marketing partners.

You’ll thrive here if you love client service, consistent follow‑up, and using data to win competitive deals. We operate in a fast-moving [local market/metro], with weekend activity and time-sensitive negotiations common.

Key Responsibilities

Build and manage a sales pipeline: prospect, qualify, and nurture leads in the CRM
Conduct CMAs; advise on pricing, positioning, and offer strategies
Prepare listings: vendor coordination, MLS input, marketing copy, photography, signs
Host showings and open houses; capture feedback and re‑engage prospects
Draft, present, and negotiate offers, counters, and repair requests
Guide clients through inspections, appraisals, financing, and contingencies
Track and report KPIs (appointments, contracts, GCI, DOM, list‑to‑sale ratio)
Uphold compliance: disclosures, Fair Housing, RESPA, brokerage policies, document retention
Maintain timely communication standards (responses within X hours)
Collaborate with TCs/ISAs, lenders, title/escrow, attorneys, and vendors to ensure on‑time closings

Required Qualifications & Skills

Active state real estate license in good standing
Strong communication, negotiation, and client-service skills
Proficiency with CRM and MLS input; comfort with eSign and cloud file systems
Organized, deadline‑driven, and responsive; reliable transportation
Willingness to work some evenings/weekends based on client and market needs
High ethical standards; knowledge of Fair Housing and fiduciary duties

Preferred Experience

1–3+ years of transaction experience (or strong sales background if entry‑level)
Demonstrated production (e.g., 6–12+ closed sides/year or equivalent team contribution)
Familiarity with CMA tools, showing platforms, and marketing automation
Prior success in a team model with ISAs/TCs and lead accountability
Local market knowledge and vendor relationships

Compensation & Benefits (Commission Structure Explained)

Compensation is primarily commission‑based. Typical structures vary by brokerage/team:

New agents: 50/50–70/30 split; team‑provided leads may carry lower splits
Experienced agents: 80/20–100% after caps; performance tiers may apply
Options may include a draw against commission, bonuses for GCI/units, or referral fees

We offer [optional]:

Lead flow
Marketing support
TC services
Training/coaching
Tech stack access
Benefits (if W‑2)

Exact terms are disclosed during interviews. All compensation complies with state laws and brokerage policies.

Spell out how caps, tiers, and team vs. self‑generated splits work so candidates can assess earnings potential. This transparency helps you attract talent aligned with your model.

Working Conditions & Schedule

Hybrid field/office with regular travel across [service area]
Evenings/weekends for showings, open houses, and deadlines
Mileage and expenses per company policy; reliable vehicle required
High call/text/email volume; rapid response expectations in competitive situations

EEO, Fair Housing, and Compliance Notes

We are an Equal Opportunity Employer. We do not discriminate based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or other protected classes.

All agents must comply with federal, state, and local Fair Housing laws; RESPA; brokerage policies; and state licensing rules.

Employment/affiliation may be contingent on background checks, license verification, and errors & omissions (E&O) coverage.

Include these notes in every posting to signal your standards and reduce compliance risk.

Duties by Role Type

Clarify scope by agent type to reduce misalignment and improve hiring outcomes. Clear role boundaries help candidates self‑assess fit and help managers coach to the right KPIs.

Use the variants below to match your team structure and lead sources. If an agent spans multiple types, note percentage of time or lead mix. This makes expectations concrete and measurable.

Buyer’s Agent Responsibilities

Qualify incoming buyer leads; set consultations and agency agreements
Educate on financing, timelines, contingencies, and offer strategies
Source inventory (MLS, off‑market, new builds); schedule and host tours
Prepare CMAs and advise on competitive, clean offers
Negotiate price, credits, repairs, and timelines; manage appraisal/loan milestones
Coordinate inspection vendors; track deadlines and documents in the CRM/TC system

Listing (Seller’s) Agent Responsibilities

Win listings via CMAs, listing presentations, and net‑sheet scenarios
Prep listings: staging guidance, pro photos/video, vendor oversight, MLS accuracy
Launch marketing plan (syndication, email, social/ads, open houses)
Manage showings and feedback; execute price or marketing adjustments as needed
Qualify buyers and negotiate offers, counters, and repair requests
Oversee escrow to close; target DOM and list‑to‑sale price ratio goals

Dual Agent Considerations

Only where permitted by state law and brokerage policy
Obtain timely written informed consent from both parties; explain limitations
Avoid sharing confidential information; maintain strict neutrality
Consider designated agency alternatives to reduce conflicts where allowed
When in doubt, consult the Managing Broker and state rules

Skills & Tools: What Great Agents Use Daily

High performers pair interpersonal skill with disciplined process and tech fluency. They communicate clearly, negotiate with data, and keep meticulous records so deals move without surprises.

Tools amplify consistency. CRMs, MLS/CMA platforms, eSign systems, and marketing automation drive speed and visibility. Use the lists below to define must‑haves vs. trainable skills. This keeps your interview and onboarding focused.

Core Skills (Communication, Negotiation, Organization)

Communication: active listening, expectation setting, quick response times
Negotiation: objective data use (comps, concessions), BATNA thinking, rapport
Organization: task management, deadline tracking, document control
Market literacy: reading inventory levels, DOM, absorption rate, and pricing trends
Business development: prospecting, referrals, sphere nurturing, event and content marketing
Professionalism: fiduciary duty, confidentiality, and ethical conduct

Tech Stack (CRM, MLS/CMA, eSign, Marketing, Analytics)

CRM: lead routing, smart follow‑ups, pipeline reporting (e.g., Follow Up Boss, Salesforce, HubSpot)
MLS/CMA: search, data exports, pricing reports (e.g., local MLS, Cloud CMA, RPR)
eSign/Transaction: digital signatures and compliance (e.g., DocuSign, Dotloop, Skyslope)
Showing/Calendar: scheduling and feedback (e.g., ShowingTime, Calendly)
Marketing: design and campaigns (e.g., Canva, Mailchimp, Meta/Google Ads)
Analytics: lead source ROI, website and ad performance (e.g., Google Analytics, ad managers)

Licensing & Training Requirements

Licensing is state‑specific. Most states require pre‑licensing education, a proctored exam, a background check, and affiliation with a managing broker to practice.

Requirements can differ in hours, testing, and CE timing, so verify with your state commission. Factor lead time for licensing into your hiring plan, especially for new‑to‑industry candidates.

Align training to your tech stack and processes so new agents ramp quickly.

Agent vs. Realtor vs. Broker: What’s the Difference?

Real Estate Agent: Licensed salesperson authorized to represent clients under a broker
Realtor: An agent or broker who is a member of the National Association of Realtors (NAR) and adheres to its Code of Ethics
Broker: Holds a broker license; can supervise agents and run a brokerage. Some states offer Associate Broker status for those not supervising

Choose the title that matches the license and membership you're hiring for.

Education, CE, and Brokerage Affiliation

Pre‑licensing: typically 60–180 hours depending on the state, plus an exam
CE: ongoing continuing education each renewal cycle; ethics courses often required
Affiliation: agents must affiliate under a managing broker to transact
Reciprocity: some states have reciprocal agreements; verify with your state commission

Compensation Models & Salary Expectations

Most agents are independent contractors with commission‑based pay. “Salary” typically applies only to W‑2 roles (e.g., salaried ISAs or salaried trainee programs).

Clarify your structure early—splits, caps, and lead‑source rules—to prevent surprises during offer stages. If you offer draws or bonuses, explain how they reconcile against GCI. This level of detail improves candidate quality and forecasting.

Commission Splits, Draws, and Bonuses

Splits: new agents 50/50–70/30; experienced 80/20–100% post‑cap models
Caps: fixed brokerage cap after which agent keeps higher split for the year
Draws: optional monthly draw against future commissions (reconciled periodically)
Team splits: lower splits on team‑provided leads; higher on agent‑generated
Bonuses: tiered GCI/unit bonuses, listing bonuses, or quarterly performance incentives
Referral fees: 25–40% typical for incoming referrals or relocation leads

All figures vary by market, team support, and production history.

Reimbursements (Mileage, Marketing, Dues) and Lead Policies

Reimbursables: clarify mileage, signage, lockboxes, photography, staging, and ad spend
Dues/fees: MLS, association (local/state/NAR), E&O—state who pays and timing
Marketing: define company‑funded vs. agent‑funded campaigns and cost‑sharing
Lead policies: response time SLAs, rotation rules, minimum touch cadences, and lead ownership

State these clearly in the JD to avoid surprises and improve retention.

KPIs & Performance Metrics

Define success with measurable outcomes. Publish them in the JD and scorecards to align expectations.

Tie activity metrics (calls, appointments, showings) to production metrics (contracts, GCI, DOM) so agents see the throughline. Segment targets by role seniority and lead mix for fairness and accuracy. This makes coaching objective and progress visible.

Lead → Client Conversion, Appointments, GCI, Volume, DOM

Lead metrics: speed‑to‑lead (<5 minutes), contact rate, appointment‑set rate
Pipeline: active buyers/sellers, showings/week, offer attempts
Production: signed agreements, under‑contract, closed units, closed volume, GCI
Listing KPIs: average DOM vs. market, list‑to‑sale price ratio, price adjustments
Service: response time SLAs, client satisfaction/CSAT, referral rate
Compliance: on‑time docs, error rate, and audit findings

Set baseline targets by role seniority and lead source mix.

30/60/90-Day Onboarding Goals

30 days: complete systems training; load sphere into CRM; 100% adoption of follow‑up plans; 10+ buyer/seller consultations set
60 days: 3–5 active clients; 1–3 under contract; consistent open houses/showings; hit response SLAs
90 days: 2–4 closings (or pipeline equivalent); stable weekly activity cadence; KPI reporting rhythm established; client reviews requested post‑closing

Adjust for market seasonality and lead volume.

Customize Your JD by Specialization

Swap in the bullets below to tailor your posting and attract the right talent. Specialists expect role‑specific tools, vendors, and metrics, so be explicit about scope and support.

Note any required experience or certifications that narrow the field. The clearer your niche, the better your applicant fit and ramp speed.

Residential vs. Commercial vs. Leasing

Residential: CMAs, neighborhood expertise, staging guidance, weekend open houses
Commercial: underwriting basics, LOIs, lease abstracts, zoning/entitlements, longer cycles
Leasing: rental comps, tenant screening coordination, rapid showing cadence, volume focus

New Construction, Luxury, and Investor-Focused Roles

New Construction: builder relationships, lot/upgrade guidance, build timelines, walkthroughs
Luxury: confidentiality, high‑touch marketing, concierge vendors, private showings
Investor: cash‑on‑cash/IRR basics, off‑market sourcing, rehab scopes, rent comps, 1031 familiarity

Screening & Interview Guide

Hiring well means testing for process discipline, negotiation, and service mindset—not just charisma. Use a scorecard to assess responsiveness, ethics, and CRM discipline alongside production history.

Request activity logs or KPI snapshots to verify claims and uncover coaching needs. Align interview questions to your lead model and tech stack. This approach balances potential with proof.

Scorecard Traits and Red Flags

Must‑haves: responsiveness, coachability, ethical judgment, CRM discipline, market literacy
Nice‑to‑haves: niche experience (luxury/new build/commercial), proven KPI history, local network
Red flags: license lapses, Fair Housing complaints, unrealistic income expectations without activity plan, poor documentation habits, resistance to lead/accountability systems

FAQs

Get quick answers to common hiring questions so you can finalize your real estate agent job description faster. Use these to set expectations with candidates and your internal stakeholders.

Do real estate agents work weekends/evenings?

Yes. Client availability, open houses, offer deadlines, and inspections often land on evenings and weekends.

Set clear hours and response SLAs in your JD so agents can plan accordingly and clients aren’t surprised. Defining coverage windows also helps teams coordinate handoffs.

Is a real estate agent the same as a Realtor?

No. A real estate agent holds a state license. A Realtor is an agent or broker who is also a member of the National Association of Realtors and abides by its Code of Ethics.

Hire for the license you need; require Realtor membership only if it benefits your market positioning or MLS access. Clarify this in your posting to avoid confusion.

What should a first 90 days plan include?

System onboarding, CRM adoption, sphere import and outreach, a consistent prospecting schedule, open house/showing cadence, and KPI targets tied to consultations, contracts, and closed units.

Include weekly coaching and a written scorecard so progress is visible and actionable. Calibrate targets to seasonality and lead flow so goals are ambitious but achievable. This structure reduces ramp time and boosts early wins.

How to use this guide: copy the template, swap in specialization bullets, publish your real estate agent job description across job boards/MLS associations, and interview with the scorecard.

Spell out compensation, lead policies, tools, and KPIs to attract the right candidates and set transparent expectations. Align your onboarding plan to the 30/60/90 goals and your tech stack.

With the right clarity up front, you’ll set clear expectations, attract the right candidates, and ramp your next agent faster.