![\"Lovepreet](\"https:\/\/www.newsbeep.com\/us-ca\/wp-content\/uploads\/2026\/09\/gen-z-relators-lovepreet-chandi-iron-key.png\")
\t\t\t\t\t\t<\/p>\n\t\t\t\t\t\t\t\t\t\t\t\t<\/p>\n
Lovepreet Chandi, a real estate agent with Iron Key Real Estate, is among a growing number of Gen Z agents entering the industry as local brokerages put greater emphasis on training, mentorship and accountability. Courtesy of Lovepreet Chandi\/Business Journal photo illustration<\/p>\n
Gen Z real estate agents are entering the industry with technological familiarity and entrepreneurial ambition, but local brokerage leaders say some underestimate how long it takes to build a sustainable business.<\/p>\n
Local brokerage leaders say Gen Z, which is considered anyone born from 1997 through 2012, is showing a strong and growing presence in the real estate community. But they also noted that young agents need structured training, mentorship and accountability to turn early excitement into long-term, sustainable careers.<\/p>\n
Joanna Odabashian, co-owner and CEO of Central California Real Estate Pros<\/a>, said agents under 30 make up 5% to 7% of real estate licensees across the country, according to the National Association of Realtors. At her brokerage, 15% of licensed agents are Gen Z.<\/p>\n Real estate offers autonomy<\/p>\n Odabashian said younger agents are typically attracted to real estate because of the autonomy, schedule flexibility and entrepreneurial opportunities it offers. She cautioned against brokerages assuming that growing up with smartphones automatically translates into the technology skills needed to run a real estate business.<\/p>\n \u201cNot to assume the tech fluency, but to provide a really structured training,\u201d she said. \u201c(Gen Z) really respects structured training on the tools, and then bridging the gap to relationship building because that\u2019s really the core of the real estate business.\u201d<\/p>\n The training, she said, needs to cover databases, customer relationship management systems, multiple listing service data and transaction workflows, while also focusing on building relationships.<\/p>\n Odabashian said contract education is important for new agents. Her brokerage uses scenario-based workshops to teach agreements, contingencies and disclosures, along with mentoring that allows newer agents to learn from experienced professionals.\u00a0<\/p>\n The way new agents are taught to find clients has also changed, she said. More traditional methods such as cold calling, contacting expiring listings and working with for-sale-by-owner properties have given way to an increased focus on relationships, connections and an agent\u2019s sphere of influence.\u00a0<\/p>\n Training over tech-savvy assumptions<\/p>\n J.P. Shamshoian, owner and CEO of Realty Concepts<\/a>, said he sees both sides of the stereotypes often associated with Gen Z in the workplace.\u00a0<\/p>\n Some young agents expect immediate results or want the benefits of the business without going through growing pains, he said. Others are driven, focused and motivated.<\/p>\n \u201cGood Gen Zers are better than any generation that I\u2019ve seen so far,\u201d Shamshoian said. \u201cThey are just so motivated, they\u2019re so driven and they have such a definite idea of what they want for themselves. It\u2019s really inspiring.\u201d<\/p>\n Realty Concepts balances digital training with in-person interaction. The brokerage offers 10 weeks of training, with two days a week in person and five days a week of structured work, covering contracts, disclosures and forms as well as finances, time management and keeping a positive mindset.\u00a0<\/p>\n Shamshoian said one challenge for younger agents is that their potential client base is also reaching traditional milestones later in life. Gen Z adults are marrying, starting families and forming households later, meaning a 20-something agent may have fewer peers who are ready to buy a home.<\/p>\n Despite some challenges, he said some Gen Z workers are \u201ccrushing it\u201d with their energy and creativity.<\/p>\n Shadowing, accountability and delayed gratification<\/p>\n