The February Hiring Window: Why March 1st Start Dates Beat April Chaos

If you're thinking about hiring help for spring, you're already late.

The best agents hire in February. Average agents scramble in April when they're drowning in business.

The Spring Market Timing

Spring market hits hard in late March and runs through June. Four months of chaos.

If you hire in April, you're training someone while trying to handle your busiest season. That's a disaster.

If you hire in February, they're trained and ready before things get crazy.

The March 1st Strategy

Post your job listing this week (week of February 19-21).

Interview candidates weeks of February 21-23 and February 24-28.

Make an offer by February 28th.

Start date: March 1st or March 3rd.

This gives you 3-4 weeks to train before spring market chaos begins.

What to Hire For

Most agents need one of three roles:

Administrative support (database work, CRM management, paperwork) Transaction coordination (deal management from contract to close) Lead follow-up (calling leads, setting appointments, database touches)

Pick one. Hire for that specific role. Train them well. Add other responsibilities later.

The Training Timeline

Week 1 (March 3-7): Systems and tools training Week 2 (March 10-14): Shadow you on everything Week 3 (March 17-21): Handle tasks with your oversight Week 4 (March 24-28): Independent work with check-ins

By April 1st, they're productive and you're ready for spring market.

Why This Timing Works

February hiring means:

Better candidate pool (people job hunting before spring) Time to train properly (before you get slammed) Systems in place (before you desperately need help) Confidence built (they're not learning while you're drowning)

April hiring means:

Limited candidates (fewer people available) Rushed training (you're too busy to train well) Immediate pressure (they need to produce now) Higher failure rate (they quit because it's too chaotic)

The Job Posting That Works

Be specific about what you need:

"Real estate administrative assistant needed to start March 1st. Handle database management, CRM updates, and client communication. 20-30 hours per week. $18-22/hour depending on experience. Must be detail-oriented and comfortable with technology."

Don't post: "Real estate rockstar needed for fast-paced office."

Where to Post

Local job sites specific to your area Real estate Facebook groups for your market Indeed with targeted location settings LinkedIn with specific keywords Your own social media networks

Cast a wide net. You need 10-20 candidates to find 1-2 great ones.

The Interview Questions That Matter

Can you give me an example of when you managed multiple tasks with competing deadlines? What's your experience with databases or CRM systems? How do you handle it when someone is frustrated or upset? Tell me about a time you learned a new system quickly. What are you looking for in this role specifically?

Skip: "Where do you see yourself in five years?" Nobody knows and nobody cares.

The Red Flags

They ask about time off in the first interview (red flag for spring market) They can't start until mid-March or later (too late for proper training) They have no experience with any technology (training will take too long) They're "between jobs" but can't explain why (check references carefully)

The Green Flags

They ask specific questions about systems and processes They mention being detail-oriented without you asking They have stable work history in similar roles They can start within 2 weeks of your offer

The Offer Strategy

Make your best offer upfront. Don't lowball and hope.

$18-22/hour for administrative work in most markets is competitive.

Part-time to start with potential to go full-time shows you're realistic.

Benefits (if any) should be clear upfront.

The First 30 Days

Week 1: Training on your systems Week 2: Shadow you on client interactions and transactions Week 3: Handle tasks independently with daily check-ins Week 4: Reduce check-ins to twice weekly

Set clear expectations. Measure results. Give feedback early and often.

The Cost vs Value

$20/hour for 25 hours per week = $500/week = $2,000/month

That person handles: Database management saving you 10 hours/week CRM updates saving you 5 hours/week Client communication saving you 5 hours/week Administrative tasks saving you 5 hours/week

25 hours per week freed up = 100 hours per month = time to close 2-3 more deals

2 additional deals at $3,000 per deal = $6,000 revenue minus $2,000 cost = $4,000 profit

The math works if you hire right.

What Not to Do

Don't hire your friend's daughter who "needs a job." Don't hire the cheapest candidate without vetting them properly. Don't wait until April when you're desperate. Don't skip reference checks to save time. Don't fail to train them properly because you're too busy.

Your Action Plan for This Week

Today (February 13): Write your job description Tomorrow (February 14): Post on 3-5 job sites Next week (February 17-21): Review applications and schedule interviews Week after (February 24-28): Conduct interviews and check references March 1: New hire starts

The Reality

February hiring is a competitive advantage. Most agents don't think about help until they need it desperately.

You're thinking ahead. You're planning properly. You're setting yourself up to handle spring market without burning out.

Hire this month. Train in March. Dominate in April, May, and June.

Don't wait. Start today.

Tiffany Hampton is a seasoned real estate leader and MAPS Coach with over two decades of experience helping agents succeed through leadership, coaching, and 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.