Regional Sales Manager - Real Estate License Required

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DESCRIPTION:

As a Regional Sales Manager for Berkshire Hathaway HomeServices The Preferred Realty in Pennsylvania, you'll be the perfect blend of high-level strategist and "in-the-trenches" coach -- more than a boss, a business consultant for your agents. You'll build a recruiting engine rooted in culture and production, help agents grow their businesses through hands-on leadership, and drive measurable results across your assigned branches/offices --growing headcount, improving retention, increasing tech adoption, and expanding market share in your region.

RESPONSIBILITIES:

Build and run the Recruiting Engine: identify and attract "rising stars" at competing brokerages -- especially productive agents who may have hit a plateau.
Deliver a compelling value pitch: move beyond commission splits by selling the value of the company's tools, support, and leadership -- then convert interest into signed affiliation.
Ensure smooth PA compliance/onboarding: guide recruiting transitions and onboarding to align with Pennsylvania Real Estate Commission (PREC) requirements and brokerage standards.
Coach for production: develop agent business plans, lead accountability rhythms, and provide field support that improves listings taken, pendings, closings, and overall productivity.
Retain and grow top talent: strengthen engagement and support systems to reduce "churn" and keep top producers thriving within the organization.
Drive tech adoption: increase utilization of the company's proprietary tools and systems through training, reinforcement, and practical use-cases in the field.
Partner with branch leadership: collaborate with office/branch managers to align recruiting, training, culture, and performance goals across locations.
Track and deliver on KPIs: own a scorecard focused on net agent count, retention rate, adoption rate, and market share growth in your assigned counties/region.
Build a winning culture: model standards, reinforce professionalism, and create an environment where agents feel supported, challenged, and proud of the brand.

COMPENSATION:

$80000 - $120000 base-pay based on experience. Opportunity for additional bonus based on performance.

ABOUT:

As the #1 independently owned Berkshire Hathaway HomeServices franchise in the country, we pride ourselves on building lifelong relationships with our clients and customers. Our award-winning real estate agents are dedicated to servicing our sellers and buyers by maintaining an open line of communication, providing information on market data and trends, and creating that all-important trust between client and agent.

Everyone dreams of having a remarkable career. We dream of providing them. At Berkshire Hathaway HomeServices The Preferred Realty & Stouffer Realty, we pride ourselves on helping those new to real estate. We offer training, marketing tools, business coaching and the benefits that come with the Berkshire Hathaway brand.

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5 Questions You Should Ask During the Interview

Here are 5 questions we think you could ask during your interview. Use them as a guide to help you write your own questions.

Remember: Always have at least 5 questions prepared for the interview. If you do not, you run the risk of looking unprepared.

What does success look like in this role, and how is it measured?

Why ask this? You want to ensure you have a clear understanding of expectations before accepting the role. Knowing how success is measured helps you hit the ground running and avoid surprises about performance evaluations. It also signals to the employer that you're results-driven.

Can you describe the team dynamic and the company culture?

Why ask this? Skills and experience matter, but if the work environment isn’t a good fit, you won’t be happy or productive. This question helps you gauge whether the company values collaboration, how teams interact, and whether the culture aligns with your work style and values.

What are the biggest challenges facing the person in this role right now?

Why ask this? Every job has challenges, and it’s better to know them upfront. This helps you assess whether the role is a good fit for your strengths and whether the company is realistic about its expectations. If they hesitate to answer, it could be a red flag.

How does the company support work-life balance and employee well-being??

Why ask this? Burnout is real, and some companies expect employees to sacrifice personal time for the job. By asking this, you’ll get a sense of how they value work-life balance, flexibility, and well-being—things that are crucial for job satisfaction and long-term success.

These questions help you make an informed decision while also showing your professionalism and strategic thinking!

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