Real estate ISA job description

An inside sales agent converts raw leads into booked appointments so your agents spend their hours with people ready to meet. That is the whole role, and the job description should say so with numbers attached — vague JDs recruit vague performers. Below is a template you can adapt, followed by the comp logic and the interview questions that separate phone athletes from applicants who merely liked the posting.

The job description template

Title: Inside Sales Agent (Real Estate). Mission: Convert inbound and database leads into qualified booked appointments for the sales team, and keep every lead’s record current. Core responsibilities: Respond to new leads inside the team’s SLA during scheduled hours. Qualify each contact — timeline, financing readiness, area, motivation — and log it. Book appointments directly into agents’ calendars per the routing rules. Work the long-tail nurture pool daily: past enquiries, open-house sign-ins, dormant registrations. Flag re-engaged contacts to their owning agent same-day. Keep CRM hygiene absolute: every conversation logged, every disposition set. Boundaries: No pricing advice, no negotiating, no showing property — those belong to licensed agents, and where your province draws the registration line decides how firm this section must be. Reports to: Team lead. Hours: Include evening blocks — leads peak after dinner, and an ISA who works 9-to-5 misses the richest hours.

KPIs that belong in the posting

Publish the scoreboard in the JD itself: median speed to lead during covered hours; contact rate on fresh leads; conversations per day; qualified appointments booked per week; appointment held rate. Held rate is the one most teams forget and the one that keeps an ISA honest — booking soft appointments that no-show inflates every other number. Set targets after a baseline month rather than importing someone else’s; these are the same measures your accountability framework already tracks for agents.

Compensation shape, not just amount

Advertised ISA pay in Canadian markets varies too much by city and scope to quote responsibly here — check current postings in your market. What transfers everywhere is the shape: a liveable base, a per-qualified- appointment bonus, and a small percentage on closings that originated from their appointments. All base produces a clock-puncher; all commission produces churn and desperate booking; the three-part shape aligns the ISA with both activity and outcome. Budget the fully loaded cost — wage, payroll burdens, management time, seat and phone tooling — and compare it honestly against the software alternative in ISA vs automation before you post anything.

Five interview questions that actually screen

Have them call you, unscripted, as if you were a web lead — the phone is the job, so audition the phone. Ask them to leave a voicemail for a lead who ghosted after one conversation. Give them a lead who says “just browsing” and ask for their next three questions. Ask how they would organize a morning with 40 fresh leads and 200 nurture contacts. And ask what they would do at minute four of your five-minute SLA with two new leads in the queue. You are listening for tone, structure under pressure, and comfort with being measured.

Set the seat up before day one

An ISA without a proper CRM seat is a clipboard with a salary. Before their first shift: their own seat with routing pointed at their coverage hours, calendar access to every agent they book for, scripts and qualification fields in the system, and the notification channels they will actually feel — push, not email. The day-one sequence is on our team onboarding checklist; where the role sits among your other hires is mapped in roles and responsibilities.