Before you recruit your first agent: three things that have to already work

Recruiting is easy. Keeping an agent producing for a year is the hard part, and it depends on things you build before the first interview.

Your own numbers. You can't teach a funnel you don't have. Contact rate, presentation rate, close rate, persistency, cost per issued policy, all from your own book, current. That's your training material.

A lead system that works without you. If your leads are the only thing that works, every agent you recruit is buying leads from you or failing. The system, the vendors, the dial schedule and the tracking have to be teachable and repeatable.

A week-one plan. Contracting steps in order, the two products they'll learn first, who they shadow, what they dial on day three, and the numbers they report on Friday. An agent who spends week one waiting for appointments to approve spends week two looking for another job.

After those three: comp that leaves them room to make money, a release clause you'd be comfortable signing yourself, and a plan for the ones who don't make it.

This room is for the work of building a team. Recruiting pitches get removed; questions about how to train, pay and keep people are exactly what it's for.