Brokerage Options for New Agents on the Treasure Coast: What to Look For and Why

By Steve Banasiak | Broker, LYNQ Real Estate | Treasure Coast, FL

If you recently earned your real estate license on Florida’s Treasure Coast — or you’re about to — the next decision you make will shape the first several years of your career. Choosing a brokerage is not just about where you hang your license. It’s about the training you’ll receive, the technology you’ll use, the support you’ll have access to, and the business habits you’ll build during the period when they matter most.

The Treasure Coast market across Martin, St. Lucie, and Indian River counties includes approximately 9,000 to 10,000 licensed real estate agents. That is a competitive environment. And for a new agent, the brokerage you choose is the single biggest factor in whether you build momentum in your first year or spend it figuring things out on your own.

This article is not a pitch for any specific brokerage. It is a framework for evaluating your options so that you can make an informed decision based on what actually matters for a new agent — not just what looks good on a recruiting presentation.

The better question isn’t “Which brokerage has the best split?” It’s “Which brokerage gives me the best chance of actually building a sustainable business?”

Five Things That Actually Matter When Choosing a Brokerage

Every brokerage will tell you they have great training, great technology, and great culture. Here is how to evaluate whether that’s actually true.

1. Structured Training That Goes Beyond Pre-Licensing

Your pre-licensing course taught you how to pass a test. It did not teach you how to generate leads, run a listing appointment, manage a transaction from contract to close, or build a database that sustains your business over time.

The training that matters now is practical, structured, and ongoing. When you’re evaluating brokerages, ask specifically what the training program looks like for agents in their first year. Is there a defined curriculum? Is it taught by someone who is actively producing in your market? Does it cover lead generation, client communication, contract negotiation, and transaction management — or is it mostly orientation and compliance?

A brokerage that takes training seriously will have a clear answer to these questions. One that does not will give you a vague response about “mentor support” or “open door policy.” There is a meaningful difference between a structured training program and simply having access to someone who might help if you ask.

2. An Accessible Broker or Mentor

When you’re new, questions come up constantly. You’ll be mid-conversation with a potential client and realize you don’t know the answer. You’ll get a counteroffer that doesn’t make sense. You’ll need a second set of eyes on a listing agreement before you send it.

In those moments, what matters is whether you can reach your broker — or a designated mentor — quickly and directly. Not through a support ticket. Not through a voicemail that gets returned in 48 hours. Not through a Facebook group where you hope someone responds.

The size of the brokerage matters here, but not in the way people assume. A large brokerage can provide excellent mentorship if the structure supports it. A small brokerage can fail at it if the broker is too busy with their own production. What you’re looking for is a clear answer to a simple question: when I need help, who do I call, and will they answer?

3. A Tech Stack That Comes Included

As a new agent in 2026, your minimum tech stack needs to include a CRM for managing contacts and your pipeline, a professional website for credibility and lead capture, email and text marketing tools for staying in front of your database, transaction management software, and basic design or content tools for social media.

Some brokerages include all of this in their model. Others require you to source, set up, and pay for each tool independently. For a new agent who is simultaneously learning how to generate leads, run appointments, and manage transactions, having to also become a technology purchasing manager is an unnecessary distraction.

When evaluating brokerages, ask specifically what technology is included in your agreement and what you’ll need to source on your own. Then factor those additional costs into your net income calculation.

4. A Culture of Accountability Without Micromanagement

New agents need structure. That’s not the same as needing someone looking over your shoulder.

The best brokerage cultures for new agents create an environment where there are clear expectations, regular check-ins on your progress, and genuine support when you’re struggling — without making you feel like you’re being monitored. You want to feel like you’re building a business with guidance, not completing assignments for a supervisor.

The easiest way to evaluate this is to talk to agents who are already there. Ask them: “How does your broker hold you accountable, and what does that actually look like week to week?” The answer will tell you more than any recruiting presentation.

5. A Clear 90-Day Roadmap

If a brokerage can’t tell you exactly what your first 90 days will look like — what you’ll learn, what you’ll do, what milestones you should hit — that’s a gap worth paying attention to.

A 90-day roadmap doesn’t need to be complicated. It just needs to exist. It should cover your initial training schedule, your lead generation plan, your first set of production goals, and the support checkpoints along the way. Having this in place on day one gives you a clear path forward rather than the disorienting experience of sitting at your desk wondering what to do next.

Understanding the Treasure Coast Brokerage Landscape

The Treasure Coast is home to a wide range of brokerage models, each with its own approach to supporting agents. Understanding the general landscape helps you have more informed conversations during the evaluation process.

National franchises like Keller Williams and RE/MAX have a significant presence in Martin, St. Lucie, and Indian River counties. These organizations offer brand recognition, established systems, and in many cases, extensive training programs. Their models vary — some emphasize profit-sharing and team building, while others focus on high splits for experienced producers. For a new agent, the key question is whether the local office’s training and support match the national brand’s promises.

Cloud-based and virtual brokerages like eXp Realty and Real Broker are actively growing on the Treasure Coast. These models typically offer competitive economics, stock incentives, and modern technology. The trade-off is that much of the support and community is virtual, which works well for self-directed agents but can be challenging for newer agents who benefit from in-person mentorship and a physical office environment.

Regional and independent brokerages — including firms like Lang Realty, Compass offices, and local independents — offer varying levels of support, often with a more personalized touch. The advantage is typically closer access to leadership. The trade-off can be fewer scalable systems or technology resources compared to larger organizations.

Hybrid brokerages combine elements of multiple models — physical office presence with modern technology, coaching-driven development with competitive economics. These models are less common but are worth evaluating if you want the structure of a traditional brokerage with the tools and flexibility of a modern platform.

No single model is universally better. The right choice depends on your specific needs, learning style, financial situation, and career goals. The purpose of this overview is to help you ask better questions, not to steer you toward a predetermined answer.

A Note on Commission Splits

Commission splits are usually the first thing new agents ask about, and they should be part of your evaluation. But they should not be the entire evaluation.

Splits for new agents in Florida typically range from 50/50 to 80/20, depending on the model and what’s included. Some brokerages offer higher splits but charge desk fees, technology fees, transaction fees, E&O insurance, and other costs that reduce your actual take-home. Others offer a lower headline split but include technology, training, and support that you’d otherwise be paying for out of pocket.

The number that matters is your net income after all costs — not the split percentage on the recruiting flyer. When comparing brokerages, ask for a full breakdown of all fees, costs, and caps. Then calculate what you’d actually keep on a $10,000 commission check at each option. That comparison will be far more useful than comparing split percentages in isolation.

Questions to Ask During Your Brokerage Interviews

When you sit down with a broker or recruiter, come prepared. Here are the questions that will give you the most useful information:

On training: “What does your new agent training program look like specifically? How long is it, how often does it meet, and who teaches it?”

On support: “If I’m in the middle of a deal and need help at 4:30 on a Friday, who do I call and what’s the typical response time?”

On technology: “What technology is included in my agreement? What will I need to source and pay for separately?”

On economics: “Can you walk me through the full fee structure — split, cap, desk fees, transaction fees, technology fees, E&O — so I can calculate my actual net on a transaction?”

On culture: “Can I spend a morning in the office and talk to a few of your agents about their experience?”

On growth: “What does the path look like here for an agent who wants to grow from five deals a year to twenty? What support exists for that transition?”

A confident brokerage will welcome these questions. If a broker becomes evasive or defensive when you ask for specifics, that tells you something worth knowing.

Frequently Asked Questions

What should a new real estate agent look for in a brokerage?

New agents should evaluate five key factors: structured training that goes beyond pre-licensing education, accessible broker or mentor support, an integrated technology stack, a culture of accountability without micromanagement, and a clear 90-day onboarding roadmap. The commission split matters, but it should be evaluated alongside fees, support quality, and long-term growth opportunity.

How many real estate agents are on the Treasure Coast?

The Treasure Coast market across Martin County, St. Lucie County, and Indian River County includes approximately 9,000 to 10,000 licensed real estate agents. This is a competitive market, which makes choosing a brokerage with strong training and differentiation support especially important for new agents.

What is the average commission split for new agents in Florida?

Commission splits for new agents in Florida typically range from 50/50 to 80/20, depending on the brokerage model and what support is included. However, the split alone does not determine take-home pay. Agents should calculate their true net income by factoring in desk fees, technology fees, transaction fees, E&O insurance costs, and cap structures.

Should a new agent join a real estate team or go solo?

The decision depends on your current skill level, financial runway, and learning style. Teams can provide leads, structure, and mentorship during your first year, but typically at a lower split. Going solo with a supportive brokerage allows you to build your own brand and database from day one. The key question is whether you need someone else’s leads to survive, or whether you can generate your own with the right systems and coaching.

What is the real estate market like on the Treasure Coast in 2026?

As of early 2026, the Treasure Coast remains a seller’s market across all three counties. Median home prices are $600,000 in Martin County, $395,000 in St. Lucie County, and approximately $396,000 in Indian River County. Inventory levels are below the 5.5-month balanced threshold, and homes are going under contract in 49 to 59 days. This creates real opportunity for agents with strong listing attraction and follow-up systems.

What technology should a new real estate agent have?

A new agent’s minimum tech stack should include a CRM for contact and pipeline management, a professional website for credibility and lead capture, email and text marketing tools for nurture campaigns, transaction management software, and basic design tools for social media content. Some brokerages include these tools in their model, while others require agents to source and pay for them independently. Factoring technology costs into your brokerage evaluation is essential.

How do I choose between a national franchise and an independent brokerage?

National franchises typically offer brand recognition, established training programs, and larger networks. Independent and hybrid brokerages often provide more personalized support, closer access to leadership, and more flexibility in how you build your business. The best choice depends on whether you value a well-known brand name or a more hands-on, customized experience. Evaluate the local office specifically, not just the national brand.

How We Approach This at LYNQ

At LYNQ Real Estate, we built our model specifically to address the gaps that new agents encounter most often. Our approach includes structured coaching that covers lead generation, client communication, and transaction management from your first week. We provide an integrated tech stack — CRM, website, email and text marketing, transaction management — so you can focus on building your business rather than assembling tools. And our broker is accessible directly, not through a ticket system.

That said, the right brokerage for you might not be us. What matters most is that you make this decision based on a clear evaluation of your options rather than defaulting to whatever brand name feels most familiar.

If you’d like to explore whether LYNQ is a fit for where you are in your career, we’re happy to have that conversation. Our Growth Strategy Sessions are a 30-minute, no-pressure conversation about your business, your goals, and whether our model aligns with what you need. You can book one at getlynqed.com.

About the Author

Steve Banasiak is the broker and founder of LYNQ Real Estate, serving Florida’s Treasure Coast. He is a top 1% residential real estate coach and curriculum creator at Rise RE Coaching, specializing in helping agents build scalable, sustainable businesses. Steve can be reached at getlynqed.com.