Who are we? One of the fastest-growing Real Estate Teams in TX has an amazing opportunity for a Team Leader/Director of Growth! This is a Full-Time position for an energetic, enthusiastic, and “non-selling" Team Leader. The ideal candidate will have a proven track record of success as a leader, and will be well-versed in KW systems and business models (this is not a requirement). Relocation to the TX market is required and okay if needed. Who are we looking for? For the right person, this is an opportunity, not a job! This person is a top producer and has a track record of leadership. They have risen to the top of leadership positions in every area of their business, career, and personal life. They are dynamic, attractive, and highly impressive. They are highly assertive, passionate, people-oriented individuals who operate with high urgency. They have strong communication skills and naturally connect with others. When people who know them describe them, they point to their energy and passion as their most dominant characteristics. Their burning desire is to build the dominant real estate company in their market. They have a need to influence others. They can prove this by demonstrating where they have used influence to recruit agents for Keller Williams and their previous companies. They possess a strong desire to have a position where they lead and influence others. They are aligned with the Founder's vision to achieve the Cannon Team’s Growth Initiative standards and Team’s goals. They leverage the tools of the Growth Initiative to perform the activities necessary to achieve the Founder's expectations of the standards for the number of recruiting appointments, gross recruits, net recruits, and profitability, and they leverage the Career Growth Initiative tools to consult with the top 20 percent of agents to set their goals and direct them to productivity solutions. They naturally exhibit the WI4C2TS belief system in their dealings with others. They are natural leaders who embrace succeeding through others, bottom-up leadership, and building a team. They possess a track record of relationships. They view learning as the foundation of their action plan. They have at least 2–3 years of real estate sales experience and are in the top 5 percent of their office. They understand basic financial reporting (e.g., P&Ls) and how to use these to make the right business decisions. They have extremely high goals and are looking for a vehicle to achieve those goals. Compensation • Salary Range: $70k - $80k • Commission Range: $120k+ • Estimated First-Year Earnings: $200k+ • Paid Time Off (PTO) Responsibilities: What will you do? These are the standards a well-above-average performer will maintain or exceed: • Lead the Team • Implement COO/Founders vision • Use the Growth Initiative tools to achieve goals for appointments, gross recruits, net recruits, and profitability • Consult the top 20 percent of associates to increase productivity and retention • Lead the development of associates to minimum average income per associate • Attain a dominant market share in target markets • Build the Team to acceptable profitability • Consult with the administrative staff and provide training opportunities Essential duties and responsibilities • Recruit sales associates – weekly (interview, select, hire) • Share Team value/opportunity stories • Share the Teams value with recruits • Oversee the training for existing sales associates (new and experienced) in key areas of business • Lead sales and business meetings • Manage staff with COO to acceptable professionalism and job performance • Research competition and develop business prospecting and marketing strategies to successfully compete • Facilitate regular sales meetings weekly • Conduct performance reviews of sales agents Communications/Interactions • Staff – Collaborate with COO to set goals, plan, and work on projects and tasks – daily • Sales Associates – Set goals, plan, train, and develop careers – daily • Lead Generation of Sales Associates – To join the company – daily/weekly • Buyers/Sellers/Vendors – When problems arise – weekly • Operating Principle/MCA – Monitor progress regarding appointments, gross recruits, net recruits, and profit (Four Conversations) – weekly Management Responsibilities • Staff - Collaborate with COO • Sales associates, retention, and production Qualifications: Knowledge/Skills • Extraordinary people skills • Leadership, management, and team-building skills • Goal setting, planning, accountability skills • Problem-solving skills • Proactive, positive attitude • Above-average recruiting skills • Career development and training skills • Top-producing sales success track record in the recent past • Real estate knowledge, experience, and skill with emphasis on residential real estate • Computer and MLS experience • Track record of success in past jobs/tasks Compensation: Estimated First-Year Earnings: $200,000+

• What will you do? These are the standards a well-above-average performer will maintain or exceed: • Lead the Team  • Implement COO/Founders vision • Use the Growth Initiative tools to achieve goals for appointments, gross recruits, net recruits, and profitability • Consult the top 20 percent of associates to increase productivity and retention • Lead the development of associates to minimum average income per associate • Attain a dominant market share in target markets • Build the Team to acceptable profitability • Consult with the administrative staff and provide training opportunitiesEssential duties and responsibilities • Recruit sales associates – weekly (interview, select, hire) • Share Team value/opportunity stories • Share the Teams value with recruits • Oversee the training for existing sales associates (new and experienced) in key areas of business • Lead sales and business meetings • Manage staff with COO to acceptable professionalism and job performance • Research competition and develop business prospecting and marketing strategies to successfully compete • Facilitate regular sales meetings weekly • Conduct performance reviews of sales agentsCommunications/Interactions • Staff – Collaborate with COO to set goals, plan, and work on projects and tasks – daily • Sales Associates – Set goals, plan, train, and develop careers – daily • Lead Generation of Sales Associates – To join the company – daily/weekly • Buyers/Sellers/Vendors – When problems arise – weekly • Operating Principle/MCA – Monitor progress regarding appointments, gross recruits, net recruits, and profit (Four Conversations) – weeklyManagement Responsibilities • Staff - Collaborate with COO • Sales associates, retention, and production