> ## Knowledge Base Index
> Fetch the complete knowledge base index at: https://help.100hires.com/sitemap.xml
> Use this file to discover available pages before exploring further.
> Pure-Markdown content can be obtained by appending a '.md' suffix to the content URLs listed in the sitemap (without the trailing slash).

# How Real Estate Agency Teams Use 100Hires

# How Real Estate Agency Teams Use 100Hires

## Who this is for

Real estate brokerages and property teams hiring agents, leasing consultants, transaction coordinators, and admin staff.

## What makes this hiring workflow different

- License status and market knowledge matter
- Brokerages may operate multiple brands or offices
- Candidate source quality varies by market

Note: Use 100Hires to capture license information, then verify license status through the appropriate state or local body.

## Recommended 100Hires setup

### Profile Fields for license data

Capture license state, license number, renewal date, brokerage experience, and market coverage.

![Profile Fields for license data](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-add-candidates-manually_482zsk.png)

### Multi-company or multi-location setup

Use separate companies only when data, branding, or billing must stay separate.

![Multi-company or multi-location setup](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/multi-company-access-1_ju7utu.png)

### Trackable links

Measure referral campaigns, local associations, social posts, and job-board links separately.

![Trackable links](https://100hires.com/wp-content/uploads/2026/07/trackable-links-real-feature.png)

### Self-scheduling

Let candidates book screens around client-showing schedules.

![Self-scheduling](https://100hires.com/wp-content/uploads/2026/06/100hires-outlook-calendar-availability-schedule.png)

## Suggested workflow

Applied -> License screen -> Recruiter call -> Broker review -> Interview -> Offer

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.