Real Estate Mentorship Checklist

Confirm the mentee's active license in the state commission portal (e.g., DRE, TREC, DBPR) and verify their CE hours are current for the renewal cycle. Note any post-license education deadlines — most states require 30-90 hours within the first 1-2 years of licensure.

Brand-new agents need scripted intake training before any live client contact. Experienced agents transferring from another brokerage need brokerage-specific systems training (CRM, transaction management, compliance) but can skip foundational scripts.

Capture realistic transaction-count and GCI targets at 30, 60, and 90 days. Tie each target to lead-source assumptions — sphere outreach volume, open house cadence, Zillow / Realtor.com lead allocation. Goals without sourcing assumptions are wishful thinking.

Cover state-specific agency forms and the trigger point: most states require disclosure at first substantive contact, before discussing buying or selling preferences. Include dual agency rules — illegal in FL, CO, KS, OK, VT, AK; written informed consent required everywhere it is permitted.

Role-play the steering trap: client asks 'is this a good area?' or 'what are the schools like?' Mentee learns to redirect to GreatSchools / census data the client pulls themselves, never offering subjective neighborhood quality framing. Cover protected classes federal plus state additions (sexual orientation, source of income, marital status).

Provision Follow Up Boss / kvCORE / BoldTrail seat, Dotloop or SkySlope account, MLS credentials, ShowingTime agent profile, and brokerage email. Confirm CRM ownership policy in writing — leads worked in personal Gmail are a brokerage compliance issue and a departure-risk problem.

Mentee pulls comps for a real subject property: 3-6 month sold window, 1-mile radius adjusted for subdivision boundaries, active and pending for absorption rate. Walk through adjustments for sqft, beds/baths, lot, condition, and seasonality. Stale comps in a turning market is the single biggest pricing mistake new agents make.

Post-NAR-settlement, signed buyer agreements are required before showings in most jurisdictions and buyer-side compensation is negotiated separately rather than published in MLS. Role-play the compensation conversation, including scenarios where the listing offers less than the buyer agreement specifies.

Mentee delivers a full listing presentation to the mentor as if pitching a real seller — pricing rationale, marketing plan, syndication options, commission structure. Mentor objection-handles on price (seller wants 10% over CMA), commission ('Redfin charges 1%'), and timing ('we want to wait until spring').

Mentee observes the mentor running showings and an open house before leading any. Debrief immediately after each: agency disclosure timing, sign-in capture (Spacio / Curb Hero), neighborhood-question handling, follow-up cadence in the CRM.

Mentee handles seller's property disclosure walkthrough, photographer scheduling, MLS input, and syndication setup with mentor reviewing each artifact before submit. Confirm MLS opt-out flags match seller's syndication preferences — auto-pushing a quiet listing to Zillow is a common rookie mistake.

For a multiple-offer scenario, mentee builds the seller's net-sheet comparison (gross price minus concessions, repair credits, lender-paid items) so the seller compares net dollars rather than headline price. Mentor reviews escalation clause language and appraisal-gap addendum before transmittal.

Target 150-250 contacts tagged by relationship tier (A: would refer today, B: would refer if reminded, C: cold). Set Follow Up Boss / kvCORE smart lists for monthly touches on A, quarterly on B. Sphere is the highest-conversion source for new agents — and the slowest to build if neglected.

Local REALTOR association meeting plus a broker-tour or caravan. Mentor introduces mentee to active co-broking agents, the local lender preferred-vendor list, and at least one title officer. Co-broke relationships matter when a deal goes sideways and you need the other side to extend or renegotiate.

Review pipeline counts (appointments set, buyer agreements signed, listings taken) against the 30-day plan. If lead-source assumptions are off, adjust now rather than at 90 days when GCI is already missed.

Compare actual closings, pendings, and pipeline against the 30/60/90 plan. Decide one of three outcomes: graduate the mentee off the mentor split, extend the program 30-60 days, or restructure with a different mentor / skills focus. Document the decision and notify back office to update splits.

Identify the 2-3 specific gaps driving the extension (lead generation volume, conversion on appointments, contract-execution accuracy) and define measurable targets for the next 30-60 days. Update the mentor split addendum with the new term.