CallingAgency ran 6 recruiting campaigns and booked candidate interviews for mortgage lenders and real estate brokerages. This report shows the results those campaigns produced. Each campaign focused on recruiting. Every appointment was an interview with a candidate.
Four campaigns recruited loan officers. Two recruited real estate agents. The method is the same outbound approach we use for sales, aimed at qualified candidates instead of prospects.
A note on the data first. These are self-reported results from 6 real campaigns. One campaign was far larger than the rest. The sections below focus on the typical result and treat that campaign on its own. All numbers are current as of July 2026.
Recruiting Benchmarks at a Glance
| Benchmark | Across our typical campaigns |
| Interviews per campaign | 141 median, range 55 to 237 |
| Interviews per month | 22 median |
| Campaign length | 6 months median, range 4 to 11 |
| One exceptional campaign | 1,185 interviews over 11 months |
The typical figures exclude the one exceptional campaign, which we cover below.
How Many Interviews Does a Recruiting Campaign Book?
A typical recruiting campaign booked 141 candidate interviews. Results ranged from 55 interviews in a short four-month campaign to 237 interviews over six months. One campaign was much larger than the rest and booked 1,185 interviews. We explain that result later in the report.
Recruiting campaigns can keep this volume steady because the candidate pool is large. Licensed loan officers and agents are easy to find, and many are willing to consider a better opportunity.
How Many Interviews Can You Expect Per Month?
A typical campaign booked about 22 candidate interviews per month. Monthly results ranged from 14 to 40 interviews across the campaigns. That gives recruiting teams a steady flow of candidates to move through the hiring process.
The realtor recruiting campaigns ran at the higher end. Georgia Real Estate Brokerage booked 237 interviews in six months.
How Long Does a Recruiting Campaign Take?
The median campaign ran for six months, which matches our overall average. Campaign lengths ranged from four to eleven months.
Recruiting cycles tend to move faster because candidates can make decisions more quickly. A loan officer considering a new brokerage can decide much sooner than a company evaluating a large purchase. This is why recruiting campaigns rarely last as long as healthcare or manufacturing campaigns.
What Made the 1,185-interview Campaign Different?
One campaign stands apart and is worth understanding on its own. Elite Mortgage Recruiters booked 1,185 qualified leads over 11 months, more than five times the typical campaign.
Two things drove it. The campaign ran a full omnichannel program across cold calling, email, LinkedIn and paid ads. It also served a recruiting firm whose entire business is placement, so the volume target was much higher. Read it as the ceiling, not the norm.
Loan Officer Recruiting Versus Realtor Recruiting
Both recruiting types worked well, but the results varied slightly. Loan officer recruiting accounted for four of the six campaigns. These campaigns connected lenders with licensed mortgage professionals who could help them grow production.
The other two campaigns focused on realtor recruiting. They reached agents for brokerages and both produced strong monthly interview volume. In either case, the quality of the candidate list had the biggest impact on results.
Who Uses Recruiting Lead Generation and How?
Two kinds of companies use this most. Mortgage lenders recruit loan officers to lift loan volume. Real estate brokerages recruit agents to grow their roster and their commission base.
Phone plus email carried these campaigns, with LinkedIn added for harder-to-reach candidates. A quick screening call before each interview protected the hiring team’s time.
How to Use These Benchmarks?
For a lender or brokerage setting a target, start with roughly 140 candidate interviews over six months as a baseline. Expect about 22 interviews per month once the campaign gains momentum. Build the most accurate candidate list possible because it has the biggest impact on results.
These benchmarks also provide a practical starting point for a broader recruiting lead generation campaign.
Judge performance by hires rather than interview volume alone. A campaign that books 140 interviews and hires 15 producers delivers more value than one that books more interviews but converts fewer candidates.
These numbers come from six real recruiting campaigns.
The 6 Campaigns Behind These Benchmarks
Every figure above comes from these real recruiting campaigns.
- Elite Mortgage Recruiters (1,185 qualified leads, 11 months)
- Georgia Real Estate Brokerage (237 interviews, 6 months)
- Home Loans by Pennie (223 interviews, 7 months)
- Summit View Estates (141 interviews, 7 months)
- Green Home Loans (130 interviews, 6 months)
- Gateway Mortgage (55 interviews, 4 months)
