Real Estate Recruitment Statistics in 2025: 15 Key Stats 

Hiring in real estate has always been a competitive process. In 2025, it’s a race where the fastest and smartest win.

Sales cycles are shifting, interest rates are constantly changing, and clients expect faster service, more comprehensive support, and better results. 

That pressure isn’t just on your deals. It can impact your hiring, too.

Brokers, developers, and investment firms are chasing specialists who can win listings, close high-value sales, manage complex assets, and adapt to tech-driven workflows. And they’re competing with every other firm trying to do the same thing.

The market’s moving fast, and the numbers tell the story. Recruitment calls are up, skill gaps are widening, and new generations are stepping in. 

If you want to make the right moves, you need the data to back them. That’s why we’ve pulled some real estate recruitment statistics that matter in 2025; so you can see where the industry’s headed before you plan your next hire.

Let’s take a look, shall we?

TL;DR

If you don’t have time to read the full breakdown, here’s the short version:

• Nearly 9 in 10 real estate agents are getting recruitment calls this year.
• Gen Z agents are entering the industry at record speed, lowering the median age of agents.
• Talent shortages are still a top headache, especially for senior and mid-level roles.
• RPO (Recruitment Process Outsourcing) is helping firms hire up to 40% faster with better candidate quality.
• Commercial firms expect modest pay rises in 2025, with bigger expansion plans pushed to 2026.

The competition for skilled real estate professionals is intense, but with the right data and hiring strategy, you can move ahead while others are still reacting.

Why Real Estate Recruitment Data Matters in 2025

If you’ve been in the business for a while, you already know that hiring in real estate can flip from slow to frantic in a matter of months. 

2025 is one of those years where the pace is relentless. Deals are picking up, expansion plans are back on the table, and firms want talent yesterday.

The problem? Everyone’s fishing in the same pond. When the best agents, property managers, and analysts are in short supply, timing and insight make all the difference. 

That’s where keeping an eye on current recruitment data is crucial. Up-to-date stats tell you:

• When hiring activity is spiking, so you can move before your competitors.
• Which roles are hardest to fill, so you can start those searches early.
• Where talent is getting poached, so you can tighten retention before it happens to you.

Firms that make hiring decisions based on real numbers, not gut feeling, are already winning. 

They know how to budget, when to launch job ads, and how to position their offers so the right people say “yes” before anyone else calls.

15 Key Real Estate Recruitment Statistics

We’ve gathered the numbers that matter most for anyone hiring in real estate this year. These are figures you can act on to get the right people in the right seats:

Recruitment Activity and Market Intensity

First off, hiring is heating up across the industry, and competition for agents and specialists has rarely been this intense. 

Here’s what the latest data shows:

1. Nearly 90% of real estate agents report getting recruitment calls in 2025, up from 71% last year.
2. Over 76% of agents were contacted in just the last 60 days, showing how fierce the talent chase is right now.
3. More than twice as many firms plan to increase hiring in 2025 compared to those planning to cut staff, according to a survey by Ferguson Partners.
4. 57% of hiring managers in real estate expect to increase headcount in 2025.

Takeaway: 

If you’re hiring this year, you’re stepping into a high-intensity market. Many agents are getting calls every single week, sometimes every day. 

This means that your outreach needs to stand out, your offer has to be competitive, and your hiring process must move quickly. 

Any delay is just an open door for another firm to make its pitch.

Talent Demographics and Workforce Trends

The real estate workforce is shifting fast. Age profiles, career priorities, and job availability are all changing in ways that affect how you recruit and retain talent:

5. Gen Z realtors are booming. In 2024, their share quadrupled, dropping the median agent age from 60 to 55.
6. More than 46,000 job openings for real estate agents and brokers are projected every year through 2033, according to the U.S. Bureau of Labor Statistics.
7. In the UK real estate sector, 41% of employees now prioritise higher pay, while work-life balance has dropped from 54% in 2024 to 39% in 2025. A similar shift is starting to show in U.S. hiring conversations: salary is taking the lead over flexibility.

Takeaway: 

New talent is entering the field in bigger numbers, but their priorities are shifting. For some, flexible hours are no longer the top draw; compensation is. 

If you’re targeting younger agents, a competitive salary package combined with clear growth opportunities will get their attention faster than generic perks.

Talent Shortage, Hiring Challenges, and Skills in Demand

Even with more young professionals stepping in, many roles are still tough to fill. Senior expertise, specialised skills, and multi-market experience are in short supply:

8. 67% of real estate companies struggle to find talent. And competition for those who fit is intense.
9. As reported in a survey by Ferguson Partners, senior-level professionals (10+ years) lead at 48%, mid-level (5–10 years) at 45%, junior-level at 6%, and C-suite hires at just 1%.
10. The same survey also showed that, among firms active in multiple markets, 76% rank the U.S. as their number one hiring focus.
11. The findings in that survey also list the top 5 functions in demand in the U.S.: property management (54%), finance/accounting (50%), asset management (46%), transactions – acquisitions/investments (25%), and IT (20%).

Takeaway: 

Senior and mid-level professionals are the most sought-after, and firms are competing nationally for them. 

If you’re expanding across markets, expect even more competition for those skills. Also, consider securing talent pipelines before you announce your growth plans.

Recruitment Process Outsourcing (RPO) and Its Impact

In a market moving this fast, slow hiring is a luxury you can’t afford. The firms pulling ahead are the ones streamlining their process, and many are doing it with RPO:

12. Over 55% of real estate firms using RPO say candidate quality has improved, and more than 70% report smoother hiring and onboarding.
13. Companies using RPO fill roles 40% faster, and 60% see a clear jump in candidate quality.

Takeaway: 

Real estate RPO solutions give firms a hiring edge by cutting wasted time and filtering for the right skills from the start. This means teams are staffed with people who can perform right away, instead of spending months in training or adjustment. 

For roles tied directly to revenue (like sales agents, property managers, or leasing directors), that speed translates into closed deals and happier clients.

Compensation and Expansion Outlook

Pay isn’t exploding in 2025, but the market is quietly gearing up for a bigger push:

14. Commercial real estate firms are 3.5× more likely to grow headcount than cut it, as reported by CRE Daily. Rising deal volumes and leadership changes in REITs are driving the trend.
15. The same source also reports that salary bumps of 3.2–3.4% are on the table for executives, with 80% of firms planning raises across all levels. The real expansion wave is expected in 2026, not this year.

Takeaway: 

Hiring in 2025 is all about precision. Firms are bringing in talent where it matters most and keeping offers sharp to hold on to their top people. 

If you make those targeted moves now, you’ll be ready to grab market share when the bigger expansion wave hits next year. Meanwhile, others will still be scrambling to catch up.

How to Use These Statistics in Your Recruitment Strategy

Numbers on a page won’t bring in your next hire. The edge comes from knowing what to do with them.

Here’s how to turn these insights into a real hiring edge in 2025:

1. Prioritize Roles with the Highest Demand

First off, not every role has the same impact. 

If property management, finance/accounting, and asset management are leading the demand charts, put those at the front of the line. 

That means more recruiter time, more budget, and faster decision-making. These are the hires that can make or break your year, so treat them like high-priority deals.

2. Adjust Hiring Timelines to Market Intensity

In 2025, the best candidates aren’t hanging around. If your hiring takes weeks, expect to lose them in days. 

So, take a look at your process: what can you cut or combine without hurting quality? 

Shorter steps, quicker feedback, and fewer delays keep you in the running. Slow firms are handing offers to their competition without even realising it.

3. Refine Candidate Targeting by Demographics

As you saw in the numbers, Gen Z agents are stepping in fast and bringing the median age down. At the same time, veteran pros are still out there looking for the right fit. 

The way you pitch a role to a 25-year-old newcomer shouldn’t be the same as how you talk to a 20-year veteran. 

So, adjust your messaging and pick channels that reach the people you want.

4. Align Compensation Packages with Market Trends

Pay is back in the spotlight. If the data says money matters more than perks this year, build your offer around that. 

Competitive salary, clear performance bonuses, and benefits that speak to the role show you’re serious. 

It’s not just about offering more. Nowadays, it’s about offering what matters most to that candidate.

5. Leverage RPO or Specialized Support When Needed

When demand is high and your team’s stretched thin, outside help can be the difference between filling a role and watching it sit open. 

RPO providers and niche recruiters already know where to look and who’s open to a move. They can bring you qualified candidates before your posting even hits the job boards.

Pro tip: If you’re considering RPO or a staffing agency, it helps to know what each can (and can’t) do for your firm. Take a look at our full comparison to see which one is better for your needs.

Bottom Line: Turn Today’s Data into Tomorrow’s Team

The numbers don’t lie: 2025 is a year where speed, precision, and timing decide who wins the talent game. 

The best agents, property managers, and senior leaders aren’t sitting around waiting for offers. They’re already taking calls, weighing options, and moving fast.

If you run a brokerage, development company, or investment firm, this is the moment to lock in the people who can drive revenue and strengthen your team before someone else does. 

Leave it too long, and you’ll be fighting over second choices.

At Estate Skyline, we partner with real estate businesses that want a hiring process built to land the right people. From executive search to RPO, we focus on roles that drive growth and add real value to your team.

Need to make your next hire count? Let’s talk and get it done before your competition gets there first.

FAQs

Is there a high demand for real estate agents in 2025?

Absolutely. Recruitment calls are at record highs; nearly 90% of agents are being approached this year. If you’re an agent, expect your phone to ring. If you’re hiring, be ready to fight for the people you want.

What are the fastest-growing roles in real estate this year?

Property management, finance/accounting, and asset management are leading the pack. Senior-level sales and operations roles are also hot, especially for firms expanding into multiple markets.

How competitive is the real estate hiring market right now?

Think fierce. Many candidates are fielding offers every week, sometimes every day. The firms that move fast and put strong offers on the table are the ones walking away with the best talent.

How do recruitment process outsourcing (RPO) solutions benefit real estate hiring?

They take the heavy lifting off your plate. If you compare recruitment process outsourcing with in-house recruiters, you get experts who already know the industry, have vetted talent on hand, and can get the right people in front of you faster than starting from scratch.

How can real estate firms attract top talent in a tight job market?

Lead with a competitive salary and a clear path for growth. Keep your process quick, your communication open, and show candidates how they’ll make an impact from day one. If you drag your feet, someone else will sign them first.