How does a new Real Estate Agent find a good mentor?

Finding a great mentor can make or break your first year as a real estate agent. The right guidance helps you avoid costly mistakes, build confidence, and jumpstart your production.

Here is a step-by-step approach to finding and securing a valuable real estate mentor:

• Brokerage programs: Many brokerages have official mentorship or onboarding programs built in. Ask your managing broker or team leader what options are available during your interview or onboarding process.

• Office top producers: Look around your office leaderboard or ask staff who the most active, ethical, and respected agents are. Successful agents who are already culture-leaders in the office often enjoy giving back if approached respectfully.

• Local association meetings: Go to your local Board of Realtors or Young Professionals Network (YPN) mixers.

• Title and lender events: Educational workshops hosted by local title companies or mortgage lenders are goldmines for meeting established agents in a low-pressure environment.

• Local Facebook groups: Search for local real estate investor or agent mastermind groups online.

• LinkedIn: Search for local agents with titles like "Team Leader" or "Associate Broker" who specialize in your target niche, and send a personalized message asking for a brief informational interview over coffee.

• Production style: Make sure their business model aligns with what you want to do (e.g., if you want to focus on luxury listings, don't shadow an agent who does 100% low-end rentals).

• Communication fit: A good mentor should match your preferred communication style and have the patience to answer "obvious" beginner questions without talking down to you.

• Offer value first: Don’t just ask, "Will you be my mentor?" Instead, offer to host an open house for them, sit floor time, or help coordinate their marketing in exchange for shadowing and guidance.

• Keep it structured: Respect their time by setting a clear agenda for your meetings (e.g., a 15-minute coffee chat once every two weeks) so they know you are serious and won't waste their time.

Would you like me to help you write an outreach message to send to a potential mentor, or give you a list of questions to ask them during your first meeting?

A good real estate mentor can shorten the learning curve dramatically—but don’t just look for the highest-producing agent in the office. Look for someone who is successful and willing to teach.

What a good mentor looks like

I’d look for someone who:

• Has a business you want to build. If you want to do residential sales, find someone actually succeeding in residential—not necessarily the agent with the biggest luxury-sales numbers.
• Is accessible. A mentor who is too busy to answer questions isn't much help. Ideally, you can meet weekly or every other week.
• Is willing to let you observe. The best learning often comes from watching listing appointments, buyer consultations, inspections, negotiations, open houses, and follow-up.
• Has good ethics and a good reputation. You are going to absorb their habits, so this matters enormously.
• Can explain the “why,” not just the “what.” You want someone who teaches you how to think through a transaction.
• Doesn't make you dependent on them. The goal is eventually to become a capable independent agent.

NAR specifically recommends that new agents identify an experienced agent within their brokerage or local area as a potential mentor.

Where I'd look

1. Start inside your brokerage.

Tell your broker or manager:

“I'm looking for an experienced agent who is good at working with new agents and whose business model I can learn from. Who are two or three people you'd recommend I talk to?” That's often better than approaching the biggest producer in the office cold.

2. Go to REALTOR® events.

Don't just attend classes—network before and after them. Pay attention to the agents who are generous with their knowledge and who other agents respect. NAR also emphasizes networking and professional development as part of building your career.

3. Ask agents you admire for a short coffee.

Don't initially ask, “Will you be my mentor?” That's a big commitment.

Instead:

“I've been following your business and really like the way you've built it. I'm new to the business and would love to buy you coffee and ask you a few questions about how you got started.” That conversation may naturally turn into a mentorship.

4. Look at formal programs.

If you're a REALTOR®, check what's available through your local/state association and brokerage. There are also structured mentoring resources and training available through the industry. For example, California REALTORS® currently offers a New Agent Mentoring course covering the transaction process and business development.

One important note: NAR Spire, which you may see mentioned online as a new-agent mentorship program, is no longer available.

The smartest way to choose

I would actually interview 3 potential mentors rather than immediately committing to one.

Ask each:

1. “How did you build your business?”
2. “What would you have done differently when you started?”
3. “What do you think a new agent should focus on during their first six months?”
4. “How do you normally work with newer agents?”
5. “Would I be able to shadow you on appointments or transactions?”
6. “What would you expect from me?”
7. “Are there costs, splits, fees, or obligations associated with working with you?”

Then pay attention to how they respond.

A great mentor will probably start asking you questions too: what kind of business you want, where you're struggling, how much time you're willing to invest, and what your goals are.

One huge mistake to avoid

Don't choose a mentor simply because they have enormous production numbers.

A top agent who closes 100 transactions a year but gives you 15 minutes of attention may be far less valuable than an agent who closes 30–40 transactions and will actually let you sit beside them and learn.

In fact, NAR's mentorship guidance emphasizes commitment, asking questions, being open to feedback, communicating openly, and respecting the mentor's time.

The ideal mentor is someone whose business you admire, whose character you trust, and whose daily behavior you can realistically emulate.

If you're a brand-new agent in the Huntington Beach/Orange County area, I can also look up specific brokerages, top-producing agents, REALTOR® groups, and local networking opportunities where you could potentially meet mentors.

“I've been following your business and really like the way you've built it. I'm new to the business and would love to buy you coffee and ask you a few questions about how you got started.” That conversation may naturally turn into a mentorship.

4. Look at formal programs.

If you're a REALTOR®, check what's available through your local/state association and brokerage. There are also structured mentoring resources and training available through the industry. For example, California REALTORS® currently offers a New Agent Mentoring course covering the transaction process and business development.

One important note: NAR Spire, which you may see mentioned online as a new-agent mentorship program, is no longer available.

The smartest way to choose

Finding a good mentor can make or break your first few years in real estate. Here is a step-by-step guide to finding, vetting, and securing a great mentor in the industry:

1. Leverage your brokerage

• Brokerage programs: Many brokerages (especially large franchises like Keller Williams, RE/MAX, or eXp) have formal mentorship or "ramp-up" programs built in. Ask your managing broker who the top producers are and if they participate in coaching.
• Office culture: Spend time in the physical office (or active virtual channels) to see who is naturally helpful, collaborative, and approachable.

1. Attend local industry events

• Local board meetings: Go to your local Association of Realtors meetings, MLS mixers, and networking events.
• Continuing education: Take in-person real estate classes or designation courses (like GRI or ABR). These rooms are full of experienced agents who take their education seriously and are often willing to give back.

1. Identify the right criteria

• Current production: Look for someone who is actively selling right now (closing at least 15–20+ deals a year), not someone who hasn't been in the trenches for a decade. Market dynamics change fast.
• Cultural alignment: Find someone whose communication style, values, and niche (e.g., first-time buyers, luxury, investors) match your career goals.
• Generosity: You want someone known for patience and a willingness to share knowledge, rather than a hyper-competitive lone wolf.

1. Propose value and build rapport

• Don't just ask "Will you be my mentor?": Seasoned agents are busy. Instead, start by asking to buy them coffee or shadow them at an open house.
• Offer reciprocity: See how you can help them. Offer to host an open house for one of their listings, put out their signs, or help with administrative tasks in exchange for their guidance.

1. Formalize the relationship

• Set clear expectations: Once you find a connection, define what the mentorship looks like—how often you'll meet, what questions are appropriate to text/call about, and how long the arrangement will last.
• Respect their time: Always come to meetings prepared with specific questions, completed tasks, and a track record of action based on their previous advice.

Would you like me to help you draft an outreach message to send to a potential mentor, or do you want tips on what questions to ask during your first meeting with them?

A good real estate mentor can dramatically shorten the learning curve—but the best mentor isn't necessarily the highest-producing agent in the office. You want someone who is successful and willing to teach.

Here’s how I’d approach it as a brand-new agent:

1. Start with your brokerage

Before looking elsewhere, ask your broker or team leader:

• Who are your top 3–5 agents who actually enjoy helping newer agents?
• Do you have a formal mentorship program?
• Can I shadow experienced agents on buyer consultations, listing appointments, inspections and open houses?
• Is there a transaction coordinator or experienced agent I can learn from?
• What does mentorship cost, and exactly what do I receive?

This is particularly important because real estate is learned by doing, not just taking classes. Recent guidance from the National Association of REALTORS® emphasizes hands-on experiences such as shadowing appointments, inspections, buyer consultations and open houses.

2. Look for a teacher, not just a successful agent

I'd evaluate a potential mentor on five things:

1. They actually sell real estate. You want someone actively doing the business you're trying to learn.

2. They have a track record. Look for consistent production rather than someone who had one spectacular year.

3. They are ethical and respected. Your mentor's habits will influence yours.

4. They can explain why, not just what. A great mentor doesn't simply say, "Do this." They explain the reasoning.

5. They have time for you. This is huge. A superstar doing 50 transactions a year who never answers your calls may be a terrible mentor.

NAR's mentorship guidance similarly stresses commitment, communication, openness to feedback and clearly defining goals and expectations.

3. Don't ask someone, "Will you be my mentor?"

That's a surprisingly big commitment for a stranger.

Instead, identify 5–10 agents you admire and ask each one for 20–30 minutes of advice.

For example:

"I'm a new agent and I'm trying to learn this business the right way. I've been watching how you work and really respect your approach. Would you be willing to grab coffee with me sometime? I'd love to ask you a few questions about how you built your business." That's much easier for an experienced agent to say yes to.

Then show up prepared.

Ask:

• "If you were starting over today, what would you do differently?"
• "What skills should I master during my first six months?"
• "What mistakes do you see new agents make?"
• "How did you get your first 10 clients?"
• "What activities actually generate your business?"
• "What would you recommend I learn from you versus my broker?"
• "Would you ever be open to letting me shadow you?"

If the conversation goes well, the mentorship can develop naturally.

4. Go where experienced agents gather

Your local REALTOR® association/board can be particularly useful. Attend educational events, networking meetings and classes—not just to collect business cards, but to identify people whose behavior you respect.

You can also find mentors through social media and professional communities. Realtor.com specifically recommends looking within your brokerage, local association, social networks and other professional circles.

If you're in California, the California Association of REALTORS® also currently offers a New Agent Mentoring program focused on practical transaction skills.

5. Watch the mentor before committing

This is probably my biggest recommendation.

Don't choose someone because they have a flashy Instagram account, expensive car or impressive production numbers.

Ask yourself:

Would I want to build my career the way this person has built theirs?

Look at how they:

• Treat clients
• Handle difficult negotiations
• Communicate
• Treat other agents
• Handle mistakes
• Follow contracts and regulations
• Talk about competitors
• Treat their assistants and team members
• Balance business and personal life

You're not just learning sales techniques. You're potentially copying someone's professional habits.

6. Be valuable to the mentor

The best new agents don't approach mentorship as:

"Teach me everything." Instead:

"How can I make your life easier while I learn?" You could offer to:

• Help prepare for an open house
• Put together neighborhood research
• Help with event setup
• Attend inspections
• Take notes during training
• Help with basic marketing tasks
• Follow up on appropriate leads under supervision
• Help organize materials
• Do the research the mentor doesn't have time to do

Your goal is to become someone the mentor wants around.

7. Establish a 90-day mentorship arrangement

Rather than an indefinite relationship, I'd suggest proposing something like:

"Could we try working together for 90 days? I'd like to meet with you twice a month, shadow you when appropriate, and have a few specific skills I work on between meetings."

Then establish:

• Two meetings per month
• What you can and cannot shadow
• What questions you can bring
• What you will do independently
• What success looks like after 30/60/90 days

That makes the relationship much more concrete. NAR's current guidance also emphasizes that simply assigning a mentor isn't enough; successful programs create accountability and defined learning milestones.

One important distinction: mentor vs. broker

If you're a California salesperson, remember that a salesperson performs licensed activities under the supervision of a responsible broker. A mentor can be enormously helpful, but a mentor doesn't replace your broker's supervisory/legal responsibilities.

So I'd want three different resources around me:

Broker: "What am I legally allowed/required to do?"

Mentor: "How do experienced agents actually do this well?"

Peers: "How are other agents solving the day-to-day problems I'm encountering?"

That's a much stronger support system than relying on one person for everything.

My ideal new-agent strategy

I'd interview 5 potential mentors, choose the best 1–2 relationships, and spend the first 90 days obsessively learning:

1. Contracts and transaction workflow
2. Buyer consultations
3. Listing presentations
4. Prospecting
5. Follow-up
6. Negotiation
7. Local market knowledge
8. Open houses
9. Inspections/appraisals/escrow
10. How to generate repeat and referral business

The goal isn't to find someone who will give you leads. The goal is to find someone who will help you become the kind of agent who can generate and convert your own business.

If you tell me what brokerage you're considering, your market/city, and whether you want to specialize in buyers, sellers, investors, or luxury, I can also show you exactly what I'd look for in a mentor and how I'd approach the top agents in that market.

Mentor: "How do experienced agents actually do this well?"

Peers: "How are other agents solving the day-to-day problems I'm encountering?"

That's a much stronger support system than relying on one person for everything.

My ideal new-agent strategy

I'd interview 5 potential mentors, choose the best 1–2 relationships, and spend the first 90 days obsessively learning:

6. Be valuable to the mentor

The best new agents don't approach mentorship as:

"Teach me everything." Instead:

"How can I make your life easier while I learn?" You could offer to:

Finding a good mentor as a new real estate agent can completely change the trajectory of your career. It bridges the gap between the theory you learned in real estate school and the chaotic reality of closing deals.

Here is a step-by-step approach to finding, vetting, and securing a great real estate mentor:

1. Leverage Your Brokerage First

• Office culture - Many top brokerages (like Keller Williams, RE/MAX, or eXp) have formal mentorship or "agent-to-agent" shadowing programs built right in.
• Managing broker recommendations - Ask your managing broker who the steady, reliable producers are in the office who enjoy teaching newer agents. They know who has the patience to mentor.
• Team structures - Consider joining a high-producing team rather than flying solo; the lead agent or senior team members act as built-in mentors.

1. Attend Local Networking Events

• Industry association meetings - Show up regularly to local National Association of Realtors (NAR) chapter events, Young Professionals Network (YPN) mixers, or local title company educational seminars.
• Observe reputations - Watch who treats others with respect, answers questions generously, and isn't just bragging about their volume. Approach them after a meeting to introduce yourself.

1. Look for the Right Alignment

• Production style - Find someone whose business model matches what you want to build (e.g., if you want to focus on first-time buyers, don't pick a luxury commercial specialist).
• Core values - Ensure their communication style, ethics, and pace of business align with yours. You want a teacher, not a micromanager or a ghost.
• Availability - A mega-agent closing $50M a year might be too busy to reply to your texts on a Saturday night. Sometimes a mid-level agent with $5M to $10M in volume has more time and inclination to guide you.

1. Approach Them with Value (The "Ask")

• Be specific - Don't just say, "Will you be my mentor?" That sounds like a heavy, unpaid time commitment. Instead, ask for a 15-minute coffee chat or to shadow them on an open house.
• Offer assistance - Say something like: "I am brand new and looking to learn the ropes. Can I sit in on your open houses, help put out signs, or assist you with admin tasks in exchange for being able to pick your brain?"
• Respect their time - Make it easy for them to say yes by keeping initial asks small and low-friction.

1. Formalize the Relationship

• Set expectations - Once you find a natural chemistry, agree on how often you will connect (e.g., a 20-minute weekly check-in or reviewing contracts together).
• Show gratitude and results - Keep them updated on your progress, thank them publicly or privately, and if appropriate, offer a referral fee or split if they actively help you close a deal they brought you into.

If you'd like, let me know:

• Have you already chosen a brokerage , or are you still deciding?
• What is your main focus or niche right now (residential, luxury, rentals, commercial)?

I can give you more specific advice on how to approach agents in your exact market.

Yes. I searched current guidance from the National Association of REALTORS® (NAR), Realtor.com PRO, and other real-estate-industry sources. The consistent message is that a new agent should look for an active agent who is successful at the type of business you want to build—not simply the agent with the biggest sales numbers.

1. Start with your brokerage

This is usually the best place to look. NAR research found that new agents commonly turn first to their brokerage/office for help, and NAR specifically recommends identifying an experienced agent within your brokerage or area.

When interviewing brokerages, ask:

• Do you have a formal mentorship program?
• Who would actually be my mentor?
• How often would we meet?
• Can I shadow them on buyer consultations, showings, inspections and closings?
• Is there a fee or commission split for the mentorship?
• What happens when I have a problem during a transaction?

Don't choose a brokerage solely because it offers the highest commission split. For a brand-new agent, access to competent people can be considerably more valuable than an extra percentage point of commission.

2. Don't automatically pick the biggest producer

A great mentor isn't necessarily the #1 agent in the office.

Look for someone who:

Has the results you want. If you want to specialize in first-time buyers, find someone who is excellent with first-time buyers. If you want luxury, investment property, listings, etc., find someone actually doing that business.

Is still active. Someone who sold 100 homes five years ago but is rarely in the business today may not be the best person to teach you today's workflow.

Can explain why they do things. You want someone who can turn experience into a repeatable process.

Has time for you. An incredibly successful agent who never answers the phone isn't much of a mentor. This is specifically emphasized in recent industry guidance.

Will tell you when you're wrong. You need someone who will protect you from expensive mistakes rather than simply cheerlead.

3. Go where experienced agents congregate

Don't sit around waiting for a mentor to appear.

Attend:

• REALTOR® association meetings
• Continuing-education classes
• Brokerage training sessions
• Open houses
• Local networking events
• Committees and volunteer activities
• Industry conferences

This is consistent with guidance from NAR and Inman: becoming active in the local real-estate community gives you opportunities to observe experienced professionals and naturally develop relationships.

4. Watch before you ask

I'd actually recommend observing a prospective mentor for a while.

Follow their business. Look at how they communicate with clients. Attend one of their open houses. Take their class if they teach. Ask other agents what it's like working with them.

Then approach them with a specific request rather than:

"Will you be my mentor?"

For example:

"I'm a new agent and I'm trying to become excellent at working with first-time buyers. I've been watching how you handle your clients and really respect your approach. Would you be willing to meet with me for 30 minutes so I could ask you about how you built that part of your business?"

That's a much easier "yes."

5. Bring something to the relationship

This is one of the biggest mistakes new agents make.

Don't approach a successful agent essentially saying, "Teach me everything."

Instead, demonstrate that you're serious.

You might offer to:

• Help with an open house
• Prepare market research
• Help with social-media content
• Assist with event preparation
• Do comparative-market research
• Attend training with them
• Handle appropriate administrative tasks
• Simply be extremely dependable

NAR's mentorship guidance emphasizes commitment, preparation, openness to feedback, communication and respect for the mentor's time.

6. Have a trial period

You don't necessarily need to declare someone your "mentor" immediately.

Try working together for 30–60 days and see whether the relationship works.

A good first meeting should establish:

1. What you're trying to accomplish.
2. What you need help with.
3. What the mentor is willing to provide.
4. How often you'll communicate.
5. What you can contribute.
6. How you'll measure whether it's working.

That's very close to the structure NAR recommends for a first mentor/mentee meeting.

One important distinction: mentor vs. coach

A mentor is generally a longer-term relationship with someone sharing their experience and perspective with you.

A coach is more likely to provide structured training, accountability and specific business-development systems, often for a fee.

Neither is inherently better. If you're struggling with something very specific—prospecting, lead conversion, time management, etc.—a coach may be appropriate. If you're looking for someone who can help you navigate the profession and develop judgment over time, a mentor may be the better fit.

My recommended strategy for a brand-new agent

I'd do this:

Week 1: Interview 3–5 brokerages and make mentorship a major part of the conversation.

Week 2: Identify 5 successful agents whose business resembles the one you want.

Week 3: Attend their open houses/classes/events and start building genuine relationships.

Week 4: Ask 2–3 of them for a short meeting or coffee.

Then choose the person who demonstrates the best combination of experience + relevant business + availability + teaching ability + integrity.

And don't be discouraged if your first mentor isn't your forever mentor. Your needs will change as you go from "How do I do this transaction?" to "How do I build a $5M business?"

One other useful point: NAR's former Spire mentorship program is no longer available, so be careful with older articles recommending it as a current program.

If you tell me what state/city you're planning to work in and whether you're interested in residential sales, luxury, commercial, investing, etc., I can also search for specific brokerages, teams, mentorship programs and successful agents in that market and help you build a shortlist.

Finding a great mentor as a new real estate agent can completely change the trajectory of your career. It bridges the gap between the theory you learned in real estate school and the chaotic, high-stakes reality of closing deals.

Here is a step-by-step approach to finding and securing a valuable real estate mentor:

1. Leverage your brokerage first

• Brokerage training programs : Many modern brokerages (like Keller Williams, RE/MAX, eXp, or large local independents) have formal mentorship programs built into their onboarding. Ask your managing broker or team leader who the top producers are and if they participate in formal shadowing or coaching.
• Office culture : Spend time physically in the office rather than always working from home. You cannot build organic mentorship relationships through a computer screen; you need to be around when agents are celebrating wins or problem-solving through difficult transactions.

1. Identify the right traits

• Production volume : Look for someone who is actively selling right now—ideally closing at least 10 million or 15 to 20 transactions a year. The market changes fast, and a mentor who hasn't actively sold a home in five years won't understand current consumer expectations or digital marketing.
• Shared values and style : Find an agent whose business style aligns with your personality. If you are analytical and soft-spoken, a high-pressure, hyper-aggressive rainmaker might not be the best communication fit.
• Patience and teaching ability : Being a top producer does not automatically make someone a great teacher. Look for someone generous with their time and naturally inclined to explain the why behind a decision.

1. Look outside your office (if necessary)

• Local networking events : Attend local Women's Council of Realtors, Young Professionals Network (YPN) , or local chamber mixers.
• Social media and local market presence : Watch who is dominating your local market on Instagram, LinkedIn, or local community groups. Reach out to agents who operate in a non-competing neighborhood or niche (e.g., if you want to focus on historic homes or a specific suburb, look for an expert there).

1. Make a strategic approach

• Do not ask "Will you be my mentor?" immediately : That feels like a massive, open-ended time commitment. Instead, ask for a smaller, lower-stakes interaction.
• Take them to coffee or lunch : Reach out, compliment a specific listing or recent success they had, and ask to buy them a 20-minute coffee to pick their brain about one specific aspect of the business.
• Come prepared : Bring three specific, thoughtful questions. Show that you respect their time by being concise and organized.

1. Offer value in return

• The reciprocal relationship : Mentorship shouldn't be a one-way street of taking. Offer to host an open house for one of their listings, put out their signs, install lockboxes, or help them with door-knocking flyers.
• Show implementation : The absolute best way to keep a mentor engaged is to take the advice they give you, go execute it immediately, and report back on the results. Nothing motivates a mentor more than seeing their mentee succeed because of their guidance.

If you'd like, let me know:

• Have you already chosen a brokerage , or are you still interviewing offices?
• What is your primary focus or niche (e.g., first-time buyers, luxury, investors)?

I can give you a custom outreach script to use when messaging potential mentors.

A good mentor can shorten the learning curve dramatically—but I’d look for the right mentor, not simply the most successful agent.

1. Start with your brokerage

This is usually the best place to look. Ask the managing/principal broker:

• “Which agents here are genuinely good at developing new agents?”
• “Who is willing to let a newer agent shadow them?”
• “Do we have a formal mentorship or onboarding program?”
• “Which agents are strong at the type of business I want to build?”

This is particularly important in New York: a salesperson must work under a licensed broker and cannot operate independently. The broker is responsible for supervision, and NY regulations call for regular, frequent, and consistent guidance.

So your broker/team leader may actually be more important initially than finding a separate outside mentor.

2. Don't automatically choose the #1 producer

I'd rather have a mentor who closes 30 solid transactions a year and actually teaches than one who closes 100 but is impossible to reach.

Look for someone who:

• Has several years of real-world experience
• Is successful in the market/niche you want
• Has a good reputation with clients and other agents
• Is ethical and follows the rules
• Can explain why they do things
• Is willing to let you observe actual appointments and negotiations
• Has successfully helped other newer agents
• Doesn't treat you merely as a source of free labor or leads

Realtor.com's guidance similarly recommends evaluating a prospective mentor's experience, transaction history, niche expertise, and—very importantly—whether they've successfully mentored other agents.

3. Look for a mentor who will let you watch them work

This is huge.

A new agent doesn't primarily need another person to explain what a CMA is. You need to see someone:

• Take a buyer consultation
• Handle a difficult seller
• Prospect
• Follow up with leads
• Conduct a showing
• Write an offer
• Negotiate inspection issues
• Deal with attorneys, lenders and other agents
• Handle a transaction when something goes wrong

Ask a potential mentor:

“Would you be willing to let me shadow you on a few appointments and transactions? I'm trying to learn how an experienced agent actually operates.”

That's a much easier request than immediately asking, “Will you be my mentor?”

4. Go where experienced agents gather

Don't just search for “real estate mentor.”

Go to your local Realtor association, educational events, broker open houses, networking events, committees, and training sessions. Networking is one of the most consistently recommended ways for newer agents to find experienced people willing to help.

You can also identify agents whose business you admire and start building a relationship with them.

5. Find someone whose business model matches yours

This is often overlooked.

For example, if you want to specialize in:

• First-time buyers → find someone excellent with first-time buyers.
• Luxury → find someone actually successful in luxury.
• Rural properties → find someone who understands rural transactions.
• Investors → find someone who works with investors.
• Listings → find a listing-heavy agent.
• A particular geographic area → find someone who dominates that area.

A fantastic luxury agent may be a terrible mentor for someone who wants to build a first-time-buyer business.

6. Bring something to the relationship

Don't approach a successful agent with:

“Can you teach me everything about real estate?”

Instead:

“I've been studying your business because I really like the way you work with clients. I'm building my business around [specific niche]. I'd love to learn from you. I'm willing to put in the work—I'd be happy to help with open houses, research, follow-up, or whatever would genuinely be useful to you.”

Mentorship works much better when it's reciprocal.

7. Be careful with “mentors” who immediately want money

There is a distinction between a mentor and a coach. Coaching can absolutely be valuable, but don't assume someone is a good mentor merely because they're selling a mentorship program.

Before paying anyone, ask:

• What exactly am I getting?
• How frequently do we meet?
• Can I speak with previous mentees?
• Will you review my actual transactions?
• Can I shadow you?
• Is there a contract?
• Is compensation a fee, commission split, or both?
• What happens when the program ends?

Formal mentorship programs can be excellent, but the relationship should have clear expectations.

My favorite strategy for a brand-new agent

I'd actually build a small personal advisory team rather than depend on one “guru”:

1. Your broker → legal/compliance/supervision
2. Experienced producing agent → practical sales skills
3. Transaction coordinator/experienced admin → transaction mechanics
4. Mortgage professional → financing knowledge
5. Real-estate attorney → legal questions and contracts
6. You → relentless prospecting and learning

That gives you multiple sources of expertise instead of expecting one person to know everything.

And if you're in New York, I'd put extra emphasis on finding a brokerage where the principal broker actually provides hands-on training and supervision. NY requires a salesperson to be sponsored by a NY-licensed broker, and the salesperson works under that broker's supervision.

If you tell me what part of New York you're working in and what brokerage you're considering, I can also help you identify the kinds of agents/brokerages I'd target for mentorship and give you a practical 30-day plan for finding one.

A new real estate agent should look for a mentor very differently than they would look for the “top producer” in the office. The best mentor is usually someone who is successful and willing to teach.

Research from Realtor.com found that successful newer agents were substantially more likely to have a mentor, and NAR has highlighted brokerage-level mentorship as a particularly useful way for new agents to learn the parts of the business that licensing courses don't cover.

1. Start with the brokerage

Before looking outside your office, ask the broker:

• Who are the agents known for being good teachers?
• Is there a formal mentor program?
• Can I shadow experienced agents?
• Who will review my first contracts and offers?
• Can I attend inspections, listing appointments, showings and closings?
• Is there someone available when I have a transaction problem at 8 p.m.?
• What does the mentor receive from the relationship—commission split, fee, etc.?

A formal program is useful, but don't assume that calling something a "mentorship program" makes it good. Some programs provide genuine coaching; others primarily involve taking a larger share of a new agent's commission. New-agent discussions commonly emphasize asking exactly what training, shadowing and transaction support are actually included.

2. Look for a working agent, not just a successful agent

I'd prioritize someone who:

Has:

• Several years of active transaction experience
• A solid reputation locally
• Experience in the type of business you want
• Good communication skills
• Patience
• A willingness to explain why they do things

And especially:

• Actually answers questions
• Lets you observe their business
• Doesn't hoard knowledge
• Gives constructive criticism
• Has systems you can learn rather than simply saying, "Just work harder."

A person doing 50 transactions a year who hates teaching may be a terrible mentor. Someone doing 20–30 transactions who loves developing people may be fantastic.

3. Find 5 candidates—not one

Don't walk into the first successful agent's office and ask, "Will you be my mentor?"

Instead, identify 5 people you admire.

You can find them through:

• Your brokerage
• Local REALTOR® association events
• MLS activity
• Open houses
• Continuing-education classes
• Networking events
• Agents whose listings you admire
• Your broker's recommendations

Your local REALTOR® association is particularly useful because education and networking events give you opportunities to observe experienced agents before asking for mentorship.

4. Ask for a coffee, not a mentorship

This is probably the most important tactic.

Approach someone and say something like:

"I'm new to the business and I'm trying to learn from agents who are doing things the right way. I've been impressed with how you handle your listings. Would you be willing to grab coffee with me for 20–30 minutes? I'd love to hear how you built your business."

That's a much easier "yes" than:

"Will you mentor me?"

During the conversation, ask about their business, not just for advice.

If the conversation goes well, you can eventually say:

"I'd really value learning from you. If you're open to it, I'd love to find a way to help you with your business while learning from you."

That last part is powerful.

5. Bring something to the relationship

A mentor doesn't have to be paid.

A new agent can provide tremendous value by:

• Working open houses
• Helping prepare properties
• Doing market research
• Helping with social media
• Assisting with showings when appropriate
• Creating property research
• Helping with administrative tasks
• Being available when the mentor needs an extra set of hands

The goal isn't to become someone's unpaid assistant indefinitely. It's to create a mutually beneficial relationship where you're demonstrating that you're coachable, hardworking and useful.

6. Make sure the mentor teaches the whole business

I'd want a mentor who can help with at least these areas:

NAR describes effective mentorship as helping newer agents establish goals, create actionable plans and navigate real-world challenges—not simply answering occasional questions.

7. Watch for red flags 🚩

I'd be cautious if a potential mentor:

• Talks primarily about recruiting you
• Is obsessed with their commission split
• Promises you'll make $100K immediately
• Can't explain their own systems
• Has a poor reputation with clients or other agents
• Encourages questionable practices
• Won't let you observe actual transactions
• Is never available
• Wants a significant portion of your commission without clearly defined value
• Says "Just copy everything I do" rather than teaching you how to think

A mentor should make you more independent over time, not permanently dependent on them.

A very effective strategy

If I were a brand-new agent, I'd do this:

Week 1: Identify 10 successful agents in my market.

Week 2: Meet or talk with 5 of them.

Week 3: Choose 2 people I'd like to learn from and start helping them where appropriate.

First 90 days: Attend their appointments/open houses when possible, ask questions, practice scripts, learn contracts, and take notes.

After 90 days: Decide whether one of those relationships should become a formal mentorship.

You don't necessarily need one mentor for everything, either. One person might be excellent at listings, another at negotiation, another at investing, and another at marketing.

The real objective is to build a personal board of experienced people who can help you avoid expensive mistakes.

And if you're choosing your first brokerage right now, I'd put mentorship and training ahead of chasing the highest commission split. The extra percentage doesn't mean much if you're not closing deals.

Finding a good mentor as a new real estate agent can completely change the trajectory of your career. It bridges the gap between the theory you learned in real estate school and the chaotic, fast-paced reality of closing deals.

Here is a step-by-step approach to finding and securing a valuable real estate mentor:

1. Evaluate your brokerage options first
   • Brokerage mentorship programs: Many large brokerages (like Keller Williams, RE/MAX, or eXp) have formal, built-in mentorship or "agent-to-agent" programs where they pair you with a top producer for your first few transactions in exchange for a split of your commission.
   • Independent vs. Corporate: If you are at a boutique brokerage without a formal program, you will have to seek out a mentor organically, which often allows for a more personalized relationship.
2. Look for the right qualities in a mentor
   • Active production: Ensure they are currently selling homes and active in the local market, not someone who hasn't repped a buyer or seller in five years.
   • Complementary style: Look for someone whose communication style, values, and business approach align with yours (e.g., if you want to focus on luxury listings vs. first-time homebuyers).
   • A teaching mindset: Being a top producer does not automatically mean they are a good teacher. You want someone patient, approachable, and genuinely willing to answer "silly" questions.
3. Where to scout for potential mentors
   • Office presence: Look around your own brokerage office. Who is always in the office, closing deals, treating staff well, and handling difficult negotiations with grace?
   • Local networking events: Attend local board of realtors meetings, charity mixers, and title company open houses.
   • Social media & local presence: Notice which agents are active and respected in your local community or hyper-local farm area.
4. Observe before you ask
   • Shadowing opportunities: Ask if you can sit open houses for busy agents in your office. This is a low-pressure way to build a working relationship and prove your work ethic.
   • Offer value first: Can you offer to put up their signposts, host an open house they don't have time for, or help input their listings into the MLS in exchange for shadowing them on a listing presentation?
5. Make the "ask" formal and low-pressure
   • Don't just say "will you be my mentor?": That can feel like a heavy, undefined time commitment. Instead, ask for something specific.
   • Coffee or lunch invitation: Invite them out for coffee, express your admiration for their business, and ask if you can occasionally pick their brain or shadow them on a specific task.
   • Respect their time: Let them know you aren't looking to waste their time and are willing to grind and earn their guidance.

If you'd like, let me know:

• The type of brokerage you are currently with (or considering)
• Your target niche (residential, commercial, luxury, rentals)

I can give you a script on how to approach a top producer or tips on how to structure a mentorship agreement.