10 Best Real Estate Companies to Work For in 2026

Your brokerage gets a piece of your commission. It should also give you a reason to stay. When I surveyed The Close’s newsletter readers about their brokerage history, more than 73% of respondents had been affiliated with more than one brokerage during their careers. That tells me choosing where to hang your license deserves more thought than a recruiting presentation and a promising commission split.

As an agent, I look at a brokerage through a practical lens: Will someone help when a transaction gets complicated? Are the tools useful? Does that culture make it easier to build a business? Whether you’re choosing your first brokerage or considering a move, these 10 companies offer different combinations of support, independence, branding, and earning opportunities.

Compass: Best for business tools

Pros: Connected tools support several stages of the agent workflow Polished brand presentation can support listing pitches Appeals to agents building an established personal business	Cons: No universal public split makes initial comparisons harder Support and resources can differ by market Agents still need their own prospecting strategy

Why I chose Compass

Founded in New York City in 2012, Compass built its identity around combining an agent’s business with proprietary technology and polished marketing. Its platform connects functions such as pricing presentations, client collaboration, listing marketing, and transaction communication. For agents who regularly move between disconnected systems, that connection is a meaningful reason to consider it.

I see Compass as a fit for agents who want to run their own business with strong operational support. Its positioning feels entrepreneurial and presentation-conscious, which can appeal to agents building a recognizable local brand. Before joining, I would ask someone to demonstrate the tools using a real listing workflow and explain what local staff will actually handle for me.

Compass’s standout perks

• Compass Concierge: Eligible sellers can access listing preparation services with payment deferred under the program’s terms, giving agents another option when a home needs work before marketing.
• Reverse prospecting: Identify agent interest connected to a listing and use that information to guide outreach.

What I think would improve Compass

I would like a more standardized explanation of recruiting incentives and exit obligations before an agent signs. A straightforward worksheet showing the agreement’s value, any repayment triggers, and the financial effect of leaving would make it easier to evaluate the offer over several years.

Coldwell Banker: Best for local support

Why I chose Coldwell Banker

Coldwell Banker traces its roots to San Francisco in 1906. Today, it appeals to agents with established branding, local offices, education, and production support. Its company-owned recruiting materials emphasize coaching and resources designed to help agents manage and grow a business.

My license currently hangs with Coldwell Banker, so I’m approaching this recommendation with that disclosure and an effort to remain impartial. My brokerage affiliation has reinforced how closely I look at the people behind the resources. I would consider Coldwell Banker for an agent who values having a local office and leadership structure, while still interviewing the specific manager about availability, training, and support.

Coldwell Banker’s standout perks

• Listing Concierge: Participating Coldwell Banker Realty offices offer packaged listing marketing with coordinated production support; pricing and availability should be confirmed locally.
• Coldwell Banker Learning: Education resources support skill development throughout an agent’s career.

What I think would improve Coldwell Banker

I would like every office to offer a clear onboarding plan identifying who helps with contracts, technology, marketing, and business development. Scheduled check-ins would make the national resource library easier to use and give agents a practical way to assess whether they’re receiving the support discussed during recruiting.

Sotheby’s International Realty: Best for luxury positioning

Pros: Strong alignment with luxury real estate International relationships support cross-market business Sophisticated listing presentation resources	Cons: Compensation and services vary by brokerage Premium property marketing may require additional spending Agents entering luxury may need additional hands-on guidance

Why I chose Sotheby’s International Realty

Established in 1976, Sotheby’s International Realty extended the Sotheby’s name into residential real estate. Its identity is closely associated with distinctive properties, international relationships, and carefully presented marketing. For an agent developing a luxury practice, that position can support the way you introduce yourself and explain your service.

I would consider it for agents who enjoy detailed property knowledge, relationship building, and a high level of client service. The appeal goes beyond a recognizable name on your business card: you need to actively use the network and resources. I would ask the local broker how agents build relationships across offices and how someone moving into a higher price point receives practical guidance.

Sotheby’s International Realty’s standout perks

• Luxury Outlook research: Use the brand’s research as a starting point for informed conversations about affluent buyers and property trends.
• Centralized creative support: Access marketing resources and expertise for listing strategy and campaign execution.

What I think would improve Sotheby’s International Realty

I would like a more visible development path for capable agents moving from their market’s middle price range into luxury. Structured co-listing opportunities, presentation reviews, and guidance on luxury client service could help agents translate the brand’s positioning into skills they can demonstrate.

Century 21: Best for brand recognition

Pros: National marketing supports brand visibility Education includes several business-building topics Specialty programs support career development	Cons: Compensation is not standardized nationally Training implementation depends on the office Additional programs or marketing can involve costs

Why I chose Century 21

Founded in 1971, Century 21 grew through a franchise model that combines national branding with independently owned brokerages. Its current recruiting message emphasizes empowerment, growth, and the agent’s role as a local expert. For someone who wants a familiar name behind a neighborhood-focused business, that combination is worth considering.

I like Century 21 for agents who want to build personal recognition without introducing an unfamiliar brokerage at every appointment. However, I would spend just as much time evaluating the local office as the brand. Ask how agents collaborate, who answers transaction questions, and whether the office’s training calendar reflects the type of business you want to build.

Century 21’s standout perks

• C21 University: Instructor-led and self-paced education covers topics such as business planning, pricing, prospecting, and lead conversion.
• Century 21 Commercial: Resources for agents interested in developing non-residential business.

What I think would improve Century 21

I would like more office-level reporting showing how national marketing and website inquiries become opportunities for individual agents. A simple explanation of lead routing, response expectations, referral charges, and conversion results would help recruits evaluate the practical value of the brand’s visibility.

eXp Realty: Best for remote flexibility

Pros: Remote model offers flexibility in where you work Online community extends beyond the local market Education is accessible remotely	Cons: Less built-in daily interaction than a traditional office Monthly costs continue during slower production periods Revenue sharing is not guaranteed income

Why I chose eXp Realty

Glenn Sanford launched eXp Realty in 2009 around a virtual brokerage model. Instead of making a local storefront the center of the agent experience, eXp organizes much of its support, education, and community online. This can appeal to agents who are comfortable managing their own schedules and proactively seeking resources.

I would consider eXp for an agent who wants independence without being limited to one office's relationships. However, I would pay close attention to the local managing broker, mentor, sponsor, or team you expect to rely on. Remote flexibility is valuable when you know how to get an answer and who will help you through a difficult transaction.

eXp Realty’s standout perks

• Live and on-demand education: Access training and masterminds without needing to attend a local office.
• Mentor program: Eligible newer agents receive structured support, with an additional commission cost that should be understood before joining.

What I think would improve eXp Realty

I would like stronger, consistently local cohorts for agents who want face-to-face connection alongside the virtual model. Regular regional contract workshops, transaction discussions, and peer meetings could help agents build confidence without giving up the flexibility that attracts them to eXp.

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RE/MAX: Best for established producers

Pros: High-retention plans can appeal to consistent producers Technology includes customer relationship management (CRM) systems and website resources Entrepreneurial structure supports agent independence	Cons: Monthly fees create pressure during slow periods Compensation and services differ by franchise Hands-on mentorship requires local verification

Why I chose RE/MAX

Dave Liniger and Gail Main (later Gail Liniger) founded RE/MAX in 1973 with an agent-centered business concept. The company’s history of high commission retention and independently operated offices makes it especially relevant to agents who already know how to generate business and want more control over their economics.

I would put RE/MAX on the shortlist for a productive agent who can forecast income and realistically evaluate fixed expenses. Its appeal is strongest when the local office provides resources you will use and a compensation plan that works at your production level. I would run the numbers for a slow year before deciding that a higher split automatically makes it the better deal.

RE/MAX’s standout perks

• MAXTech powered by BoldTrail: Technology includes CRM, website, marketing, and presentation capabilities.
• RE/MAX University: Education includes online and in-person learning, coaching, and mastermind opportunities.

What I think would improve RE/MAX

I would like offices to provide a standardized annual cost comparison across their available plans. Showing what an agent keeps at several production levels, including a year with fewer closings, would make the tradeoff between monthly fees and commission retention much easier to assess.

Redfin: Best for employee benefits

Pros: Transaction and service support can reduce administrative work Covered expenses can reduce out-of-pocket business costs Employee benefits can reduce out-of-pocket health care and retirement costs.	Cons: Employee expectations can limit operational independence Role and market availability constrain your options Compensation differs between self-sourced and company-sourced business

Why I chose Redfin

Founded in 2004, Redfin developed around online home search and a technology-supported brokerage model. Today, it operates within Rocket Companies and offers employee real estate roles supported by introductions to the company and customers. Redfin Next combines commission-based compensation with benefits and covered business expenses.

I would consider Redfin for an agent who enjoys serving clients but wants more operational support and access to employee benefits. The culture is likely to feel more structured than running an entirely independent practice. I would compare the full package, including expenses I would otherwise pay myself, and ask how scheduling, customer assignment, and performance expectations affect day-to-day work.

Redfin’s standout perks

• Health and retirement benefits: Eligible employee agents can access medical coverage and retirement benefits under the applicable plans.
• Transaction and showing support: A service team can help with parts of the workload surrounding client appointments and closings.

What I think would improve Redfin

I would like agents to have a clearer preview of how customer assignments and appointment demands will shape their calendars. More visibility into expected workload, service territory, and capacity management would help recruits decide whether the employee model fits how they want to work.

Keller Williams: Best for structured training

Pros: Established curriculum covers practical business skills Local offices can support peer learning Resources support agents moving into teams	Cons: Coaching quality varies by market center Royalty and company-dollar obligations must be understood separately Company cap and fee schedules differ locally

Why I chose Keller Williams

Gary Keller and Joe Williams founded Keller Williams (KW) in Austin in 1983. The company built much of its identity around teaching agents how to run a real estate business, with curriculum, coaching, and systems that support development from early production to team leadership.

I would consider KW for an agent who wants structure, enjoys learning with peers, and will actually participate in training. As an agent, I would want to see how the office connects classes to the work happening that week. A useful recruiting conversation should cover who reviews your progress, how you practice, and what support follows a class.

Keller Williams’ standout perks

• Profit sharing: Eligible associates can participate under program rules; payments depend on qualifying conditions and market-center profitability.
• KW Luxury: A specialty community and resources for agents developing luxury business.

What I think would improve Keller Williams

I would like a clearer separation between beginner training and advanced development for established agents. Production-based learning paths could help experienced agents spend less time repeating fundamentals and more time working on hiring, profitability, leadership, and the challenges of scaling a business.

The Agency: Best for boutique culture

Pros: Collaboration is central to the brand’s stated culture Boutique positioning can appeal to relationship-focused agents Expansion creates additional cross-market connections	Cons: Newer offices may have less-established local systems Custom services may involve extra charges or eligibility No universal commission split

Why I chose The Agency

The Agency launched in Beverly Hills in 2011 through a partnership between the Umansky Group and Rose + Chang. Co-founder Mauricio Umansky is a ⁠famous real estate agent whose visibility includes The Real Housewives of Beverly Hills and Netflix’s Buying Beverly Hills. From the start, the brokerage has promoted collaboration as part of its identity, which matters for agents who want a boutique environment with broader resources. 

I’ve personally noticed The Agency popping up a great deal in Northern New Jersey. Its growth extends beyond my observations: the company announced a Houston-area opening in January 2026 and a major New York–New Jersey affiliation in June. For an agent, that expansion could create more relationships across markets. I would still interview the local leadership carefully to see how the collaborative culture translates into sharing knowledge, supporting transactions, and helping agents grow.

The Agency’s standout perks

• In-house creative services: Support for property presentation, design, and agent marketing.
• Digital learning resources: Training covers marketing, technology, social media, and CRM use; confirm the current local offering.

What I think would improve The Agency

I would like a more visible process for connecting agents across newly affiliated offices. Shared market introductions, referral expectations, and cross-office collaboration sessions could help the expanding network deliver the boutique partnership experience the brand promotes.

SERHANT.: Best for personal branding

Pros: Personal brand development is central to its recruiting message Creative resources can support stronger content Proprietary technology supports agent workflows	Cons: Joining requires learning the company’s systems Local infrastructure can differ as markets develop Luxury positioning does not replace local expertise

Why I chose SERHANT.

Ryan Serhant launched SERHANT. in New York City in 2020 after building his team at Nest Seekers International, where his real estate career began in 2008. The former actor became a familiar name through Million Dollar Listing New York and later Netflix’s Owning Manhattan. That background helps explain why the brokerage places such emphasis on communication, media, and agent visibility.

I’ve also seen SERHANT.’s presence growing in Northern New Jersey. Its expansion includes Boston and California announcements in 2026, extending the company beyond its New York roots. I would consider it for an agent who wants to develop a recognizable personal brand and is willing to participate in the content process. The practical question is how its resources help you earn local trust and appointments, so I would evaluate the support behind the visibility carefully.

SERHANT.’s standout perks

• SERHANT. Studios: In-house content production capabilities support property and agent storytelling.
• S.MPLE: The proprietary platform provides AI-supported workflow and administrative capabilities.

What I think would improve SERHANT.

I would like recruits to receive a specific creative-services menu showing included work, additional costs, turnaround times, and how projects are prioritized. That would help an agent understand what personal brand support will look like in practice, especially when joining a newer market.

Methodology

I evaluated these companies using these criteria:

• Commission structure
• • Agent splits, company caps, royalties, recurring charges, transaction fees, and opportunities for additional compensation.
• Marketing and technology tools
• • Resources for client management, property marketing, agent branding, and reducing administrative work.
• Training, support, and professional development
• • Education, coaching, mentorship, leadership access, and the practical support an agent should investigate locally.
• Agent rating and feedback
• • The relevance of agent experiences to a particular office, role, or program. A company-wide review should not automatically be treated as a description of every location.
• Agent growth
• • Resources for developing production, entering specialties, building teams, and maintaining a sustainable business.

Your take

Choosing a brokerage is one of the most personal business decisions you’ll make as an agent. I understand the appeal of a better split, a recognizable name, or an impressive technology platform, but I would look closely at what those things will do for your business every week. The right brokerage should fit how you work, give you access to people you trust, and offer resources that support the career you want to build.

My advice is to interview the office as carefully as you evaluate the brand. Talk to agents at different production levels, review the full financial agreement, and ask for specific examples of the support they promise. Your needs may change as your career develops, and the brokerage you choose should earn its place in your business through the value you actually receive.

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