Hiring in February: Strategic Timing That Beats the Spring Rush

Everyone hires in March and April when they're drowning.

Smart agents hire in February when they have time to train.

Timing changes everything in hiring.

The Spring Hiring Problem

March hits. You're busy. You need help desperately.

You rush the hiring process. You settle for whoever's available. You have no time to train them properly.

By June, you realize they're not working out. Now you're stuck with a bad hire during your busiest season.

This pattern repeats every year.

The February Hiring Advantage

February is slow. You have time.

Time to:

• Define exactly what you need
• Interview multiple candidates
• Check references thoroughly
• Train properly
• Build systems before you need them

When spring hits, your new hire is already trained and productive.

Who to Hire First

Don't hire for vanity. Hire for what actually hurts.

Most agents need one of these first:

Transaction Coordinator: If you're closing 2+ deals per month and drowning in paperwork

Buyer's Agent: If you have more buyer leads than you can handle personally

Inside Sales Agent: If you're getting leads but not following up consistently

Administrative Assistant: If you're spending hours daily on admin tasks

Marketing Coordinator: If your marketing is inconsistent or nonexistent

Pick the role that removes your biggest bottleneck.

The Transaction Coordinator Decision

You need a TC when:

• You're closing 24+ transactions per year
• You're missing deadlines
• You're stressed about contract details
• You're spending 10+ hours per week on transaction paperwork

Cost: $500-1000 per transaction or $2000-3000 monthly ROI: Frees up 15-20 hours per week for revenue-generating activities

Most agents wait too long to hire a TC. They should hire at 24 deals, not 48.

The Buyer's Agent Decision

You need a buyer's agent when:

• You're getting more buyer leads than you can handle
• You're turning away buyers because you're too busy
• You prefer listings but have buyer demand
• You're closing 36+ transactions and maxed out

Cost: 25-40% of your commission on deals they close ROI: Zero cost if you're turning away business anyway

Only hire buyer's agents when you have consistent lead flow to feed them.

The ISA Decision

You need an inside sales agent when:

• You're getting 20+ leads per month
• You're not following up consistently
• You're too busy to call leads within 5 minutes
• Your conversion rate is under 2% because of slow follow-up

Cost: $3000-5000 per month ROI: Improved conversion pays for itself with 1-2 extra deals monthly

ISAs only work if you have lead volume. Don't hire an ISA for 10 leads per month.

The February Hiring Timeline

Week 1: Define the role

• Write job description
• Set compensation structure
• Create training outline
• Determine success metrics

Week 2: Post and source

• Post job listings
• Reach out to your network
• Contact recruiting services
• Review initial applications

Week 3: Interview and assess

• Phone screens
• In-person interviews
• Skills assessments
• Reference checks

Week 4: Hire and onboard

• Make offer
• Complete paperwork
• Set up systems
• Begin training

By February 1, your new hire is trained and productive.

The Job Description That Works

Don't post generic descriptions. Be specific.

Include:

• Exact responsibilities (not "help with transactions" but "manage 4-6 transactions monthly from contract to close")
• Required skills (not "organized" but "experience with DocuSign, transaction management software, and MLS systems")
• Compensation structure (exact numbers, not ranges)
• Success metrics (how you'll measure their performance)

Specific descriptions attract better candidates.

The Compensation Structure

Don't guess at compensation. Research market rates.

Pay market rate or slightly above. Cheap hires cost more in turnover and problems.

The Interview Questions That Matter

Skip the generic interview questions.

Ask these instead:

"Tell me about a time you missed a deadline. What happened and how did you handle it?" "Walk me through how you would handle [specific scenario they'll face in this role]." "What systems do you use to stay organized when managing multiple projects?" "How do you handle conflict with clients or team members?"

Their answers reveal actual skills, not rehearsed responses.

The Reference Check Process

Actually call references. Most agents skip this.

Ask references:

• "Would you hire this person again?"
• "What's one area they could improve?"
• "How did they handle stress and deadlines?"
• "What type of management style works best with them?"

If a reference won't give specific answers, that's a red flag.

The Training Investment

Plan for 30-60 days of training for any new hire.

Week 1: Systems and tools Week 2: Processes and workflows Week 3: Practice scenarios Week 4+: Supervised work with feedback

Don't expect productivity in week one. Invest in training now, get results for years.

The 90-Day Probation

Make the first 90 days probationary. This protects both of you.

Set clear metrics:

• What success looks like at 30 days
• What success looks like at 60 days
• What success looks like at 90 days

If they're not hitting metrics, you can part ways without long-term commitment.

The Systems Before Hiring

Create your systems before you hire anyone.

Document:

• How you want tasks completed
• What tools you use
• Where files are stored
• How communication happens
• What quality standards you expect

This makes training easier and results more consistent.

The Red Flags in Hiring

Watch for these warning signs:

Lots of short-term jobs on resume (job hopper) Defensive or negative when asked about past roles (victim mentality) Can't give specific examples in interviews (no real experience) Arrives late or unprepared to interview (lack of professionalism) Badmouths previous employers (will do same to you)

One red flag, maybe give the benefit of doubt. Multiple red flags, move on.

The Growth Planning

When you hire, plan for their growth:

Months 1-3: Learning and building competence Months 4-6: Working independently with oversight Months 7-12: Fully independent, looking for growth opportunities

Have a path for them to grow. Good people leave when they see no future.

The Common Hiring Mistakes

Agents make these mistakes repeatedly:

Hiring friends or family (ruins relationships when it doesn't work) Hiring too late (desperate hires are bad hires) No clear job description (creates confusion and conflict) No training plan (sets new hire up to fail) Avoiding difficult conversations (small problems become big problems)

Avoid these and the hiring success rate improves dramatically.

The Spring Comparison

Hire in February: You train in the slow season. They're productive by spring. You're ahead.

Hire in March: You have no time to train. They learn on the fly. You're stressed. They're overwhelmed.

Which sounds better?

Your Next 48 Hours

If you need to hire:

Today: Write job description with specific responsibilities and compensation Tomorrow: Post job listing, reach out to network, contact recruiters Next week: Start interviews

If you don't hire now, you'll hire in a panic later.

Start the process in February. Be fully staffed by March.

Stop hiring in desperation. Start hiring strategically.

Tiffany Hampton is a seasoned real estate leader and MAPS Coach with over two decades of experience helping agents succeed through leadership, coaching, and innovative strategy. As the founder of AgentGrowth365.com, Tiffany delivers proven systems, tools, and training that empower agents and market center leaders to grow with clarity and purpose. Whether you're looking to hit 24 transactions, streamline your coaching systems, or lead your business with impact, AgentGrowth365 offers a full suite of solutions designed to meet today's challenges and scale tomorrow's success.