Recruiting
For the agencies whose growth is producers, not leads.
Bringing people on, getting them contracted, and giving them something to chase once they are.
Compensation ladder
Rates set per carrier, product and age band
Where it actually breaks
Recruiting is a sales funnel nobody runs like one.
Applicants land in an inbox
Sourcing, first contact, follow-up, the interview, the yes — the same shape as a lead pipeline, living in a spreadsheet, a personal inbox and someone's memory.
You can't tell which ad produced a hire
Ad platforms report applications. Applications are not licensed, contracted, producing agents, and the gap between those two numbers is where recruiting budgets get wasted.
Follow-up stops when someone gets busy
A recruit who applies on Saturday and hears nothing until Tuesday has already talked to someone else. Roughly 30% of agents leave within 90 days; the first week sets the tone.
Hiring means re-typing everything
The recruit becomes an agent and their licence details, their history and the conversation that got them there are re-entered by hand — or lost.
What's inside
2 parts, and you get all of them.
Recruiting & compensation
Recruit, onboard and pay your agents in one system.
Run recruiting like you run sales — a real pipeline, attributed to the campaign that produced it, feeding straight into the comp ladder that decides what everyone earns.
A pipeline, not an inbox
Point a landing page at the CRM and applicants land in a real pipeline — attributed to the campaign that produced them, so you can see which ad produces licensed, hired agents rather than applications.
Follow-up that doesn't depend on you
Build a recruiting drip in the same visual builder you use for leads. It texts a new applicant when they arrive and nudges them at each stage, on a schedule you set.
One click turns a recruit into an agent
Licence details carry across, you set their comp level and who they report to, and their recruiting history stays attached to the record rather than being abandoned at the hire.
Yes, the AI can work your recruiting too. It can be trained on your recruiting process and switched on for you — ask, and we will scope it. The reason it is not on by default is worth saying plainly, because it is the same reason it works so well on sales. An AI is strong where the process is standard, and a sales conversation is standard: qualify, answer, book. Recruiting is not. What qualifies a candidate, which licences matter, what disqualifies someone and how hard you chase differ at every agency — and we run an agency ourselves, so we know what a single good recruit is worth. We would rather train it on how you actually hire than switch it on blind and make your pipeline unpredictable. If your recruiting steps are nailed down, that training is quick. Until then, recruiting follow-up runs as a scheduled drip you author, in the same builder. Separately, on comp: overrides are calculated and scheduled per payee so you can see what the agency keeps on every product — paying third parties and agent-level invoicing are not part of it.
Incentives
The trip everyone is chasing, scored automatically.
Agencies run contests on a spreadsheet somebody updates on Fridays. This scores them off the policies already in the system, so where a producer stands is a screen rather than a question.
Tiers with real thresholds
Define each level by policies required, with its own perks — including what the level actually wins, whether that is a retreat, a room upgrade or something you name yourself.
Qualification from production, not a form
Standing is computed from the policies already recorded, so nobody submits their own numbers and nobody reconciles two versions of the leaderboard.
The moment it is hit, it is recorded
Reaching a tier is written down and flagged rather than noticed later, which matters because the recognition is most of what makes a contest work.
It scores the contest. It doesn't pay it. Qualification is tracked and the achievement is recorded; booking the travel, buying the prize and any tax treatment of what you award stay with the agency. It also scores on what the system knows — if policies are written outside it, the leaderboard is confidently wrong in exactly the way the spreadsheet was, so this is worth switching on only once production is genuinely recorded here.
Worth knowing
Recruiting is a pipeline here, not a job board.
Applicants move through stages the same way leads do, and land on the rank ladder once they are contracted. What it does not do is source candidates for you — nothing here posts an ad or buys a resume list.