For brokers and team leads

Starting a Real Estate Team: The Planning Checklist

By Terry Peterson · dashloops.com · Companion to How to Start a Real Estate Team

Print it, pin it somewhere visible, and date each item as you clear it. Each section maps to a section of the full guide.

1. Brokerage fit (the gating question)

Read your brokerage's policy manual for team-specific rules
Confirm how team agents get paid: broker pays each agent directly, or pays you to distribute
Talk to team leads already at the brokerage about the support they actually get
Get every brokerage commitment in writing, not over coffee

2. Team name and branding

Check your state's rules on team names (brokerage association, "team/group" wording)
Check the brokerage's branding rules before designing anything
Run the final name past the state commission or a real estate attorney
Only then print signs, cards, and marketing material

3. Recruiting

Write down what you actually offer: training, leads, tools, culture
Define the agent profile you want (experience level, specialization, fit)
Prepare the split math to show candidates: per-deal take-home and a full-year income range
Pick your channels (networking, social, referrals) and set a referral bonus policy

4. Work environment

Choose in-office, remote, or hybrid, deliberately
Set communication protocols: check-in cadence, weekly meeting, one shared channel everyone actually uses

5. Software stack

Demo at least two CRMs at different price tiers before signing
Decide the marketing playbook: train the team on what already works for you
Set the transaction-deadline standard your agents will all use
Confirm eSign coverage extends to team agents
Total the monthly cost and build it into the commission plan (or a tool charge)

6. Training

Inventory what you can teach well and where you need outside help
Standardize the client-facing math: same net sheet, same deadline system, day one
Line up vendor partners (lender, title, attorney, inspector) for free sessions

7. Commission plan

Understand your brokerage's plan 100% before building yours on top of it
Draft the team plan and run it from the agent's side: does the take-home recruit?
Stress-test the cap scenarios: you cap first, and your agent caps first
Put the post-NAR buyer-broker comp policy in writing in the team policy manual
Pay for an attorney review of the team agreement before anyone signs it

8. Growth and end goal

Make the first hire administrative, not a producing agent
Set a target size that matches your market and your appetite for managing
Write down the end goal: lifestyle team, brokerage stepping stone, new markets, or niche
Re-check systems and policies at every 3x jump in headcount

The math items on this list (recruiting numbers, per-deal take-home, cap scenarios) are what the free DashLoops tools are for: the Commission Calculator and Income Projection Calculator. No account needed to start.