6 free templates covering the leasing manager, agent, consultant, and assistant roles, each with the Fair Housing training, FLSA classification, and state licensing guidance the generic templates skip. Download as DOCX.
The word leasing covers several different jobs. A leasing agent tours apartments and signs leases; a leasing manager supervises that team and owns occupancy; an assistant sits in between. The titles get used loosely, and from the title alone you cannot tell whether the role is exempt, whether it needs a state license, or how commission affects overtime. Writing the posting well starts by deciding which role you are actually hiring.
These six templates cover the leasing family: leasing manager, assistant leasing manager, the front-line leasing agent or consultant, an apartment or multifamily version, a boutique or small-company version, and senior leasing manager. Each includes the Fair Housing, FLSA, and licensing details that generic templates leave out. For the fundamentals behind any posting, the guide to writing a job description is a useful companion.
TL;DR
Leasing roles range from the front-line leasing agent or consultant (usually hourly, non-exempt, plus commission) up to the leasing manager who supervises the team. Front-line leasing is the role most small property companies hire first. The biggest compliance gaps generic templates skip are Fair Housing training (two to four hours in the first 30 days), commission counting toward overtime, and state licensing, which most states exempt for on-site staff but Illinois does not. Download six templates as DOCX, by role and level.
What a Leasing Manager Does
A leasing manager leads a property's leasing team and drives occupancy, overseeing the process from the first inquiry through a signed lease. The role supervises leasing agents, reviews applications, sets targets, reports leasing metrics, and keeps every interaction compliant with Fair Housing rules. At a larger community the focus is supervision and strategy; at a smaller company the same person often leases units directly.
The closest federal occupation is property, real estate, and community association managers (11-9141), which pools leasing managers with property managers and HOA managers. Below the manager sits the front-line leasing agent or consultant, the role most small property companies hire first. The templates here are organized by level so you can match the posting to the exact role rather than adapt a generic block.
Manager, Agent, and Consultant
The leasing family is a ladder. Leasing agent and leasing consultant are the same front-line role under interchangeable titles; the manager supervises them; the assistant sits between. Knowing where your hire fits sets the pay and the classification.
Role
Level
Typical FLSA
Pay basis
Leasing agent / consultant
Front-line
Non-exempt
Hourly + commission
Assistant leasing manager
Support
Often non-exempt
Hourly or salary + commission
Leasing manager
Supervisor
Exempt if tests met
Salary + bonus
Senior leasing manager
Senior supervisor
Exempt if tests met
Salary + bonus
Leasing director and commercial leasing roles are more senior and specialized, and this set does not cover them. Pick the row that matches your hire and use the matching template.
Duties and Responsibilities
Leasing duties cluster into four areas: leasing and occupancy, team and supervision, Fair Housing and compliance, and records and reporting. A front-line agent weights toward the first and third; a manager adds the second and fourth. Pick the responsibilities that match the level you are hiring.
Leasing and occupancy
Tour units and convert prospects
Process applications and sign leases
Drive occupancy and renewals
Team and supervision
Supervise and coach leasing agents
Set targets and track performance
Onboard and train new leasing staff
Fair Housing and compliance
Follow Fair Housing rules in every interaction
Apply screening criteria consistently
Keep marketing non-discriminatory
Records and reporting
Keep accurate records in leasing software
Report occupancy and leasing metrics
Manage availability and pricing input
For a front-line agent, supervision drops out and leasing volume comes to the front. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by role and level. The core structure is the same across all six, but each emphasizes the duties, pay basis, and compliance that fit a specific leasing role. Use this guide to choose the closest fit, then adjust.
Leasing Manager (Standard)
Team supervisor
The core supervisor version: lead the leasing team, oversee the process from inquiry to signed lease, and own occupancy. Often exempt by duties.
Assistant Leasing Manager
Support and step-up
For a second-in-command: lease units, support the manager, and help lead the team. Often non-exempt, a stepping stone into management.
Leasing Agent / Consultant
Front-line, non-exempt
The front-line role most small companies actually hire first: tour units, process applications, convert leads. Hourly plus commission, non-exempt.
Apartment / Multifamily
On-site community
For an apartment community: lead on-site leasing, supervise agents, and drive occupancy and renewals for the property.
Boutique / Small Company
Wear many hats
For a small or family-owned management company: handle leasing across properties end to end and help build the process as you grow.
Senior Leasing Manager
Larger or multi-property
For a larger community or portfolio: own revenue goals, lead a team, and set leasing strategy. The most senior version in this set.
Match the Template to the Role
Hiring your first leasing person: Leasing Agent / Consultant. A second-in-command: Assistant Leasing Manager. A team supervisor: Leasing Manager. An apartment community: Apartment / Multifamily. A small or family-owned company: Boutique / Small Company. A larger community or portfolio: Senior Leasing Manager. Most small property companies start with the front-line agent role.
6 Free Leasing Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: company and job summary, key responsibilities, qualifications, and a compensation section, with an EEO statement. Fill in the brackets and post.
Download All 6 Job Description Templates
Leasing manager, assistant, agent/consultant, apartment, boutique, and senior. All in one DOCX.
Template 1: Leasing Manager (Standard)
The core supervisor version: lead the leasing team, oversee the process from inquiry to signed lease, and own occupancy. Often exempt by duties.
Leasing Manager Job Description (Standard)
LEASING MANAGER JOB DESCRIPTION (STANDARD)
Company: __
Location: __ ([property / portfolio])
Reports to: __ (Property Manager / Owner)
Employment type: Full-time
FLSA status: [Exempt if it meets the duties and salary tests; confirm by duties.]
Pay range: $_____ to $_____ per year
ABOUT [COMPANY NAME]
[One or two sentences about your property or management company and the
leasing team the manager will lead. Note the number of units and the
size of the team.]
JOB SUMMARY
[Company Name] is hiring a Leasing Manager to lead our leasing team and
drive occupancy. You will supervise leasing agents, oversee the leasing
process from inquiry to signed lease, and make sure every interaction
follows Fair Housing rules.
KEY RESPONSIBILITIES
•Supervise and coach the leasing team
•Oversee the leasing process from inquiry to move-in
•Drive occupancy, renewals, and leasing goals
•Review applications and approve leases per policy
•Ensure Fair Housing compliance across the team
•Set leasing targets and track performance
•Handle escalated prospect and resident issues
•Report leasing metrics to ownership or management
REQUIRED QUALIFICATIONS
•2 or more years in leasing, with supervisory experience preferred
•Strong knowledge of Fair Housing requirements
•Experience with property management software
•Real estate license if required by your state
•Strong communication and leadership skills
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per year [plus leasing bonus]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 2: Assistant Leasing Manager
For a second-in-command: lease units, support the manager, and help lead the team. Often non-exempt, a stepping stone into management.
Assistant Leasing Manager Job Description
ASSISTANT LEASING MANAGER JOB DESCRIPTION
Company: __
Location: __
Reports to: __ (Leasing Manager / Property Manager)
Employment type: Full-time
FLSA status: [Often non-exempt; confirm by duties.]
Pay range: $_____ to $_____ per [hour / year]
JOB SUMMARY
[Company Name] is hiring an Assistant Leasing Manager to support leasing
operations and help lead the leasing team. You will handle leasing,
support the leasing manager, and step in to keep the office running and
Fair Housing compliant.
KEY RESPONSIBILITIES
•Lease apartments and process applications
•Support the leasing manager with team coordination
•Conduct tours and follow up with prospects
•Prepare leases and renewal paperwork
•Help track leasing goals and occupancy
•Follow Fair Housing rules in every interaction
•Cover the leasing office as needed
•Help onboard and train new leasing agents
REQUIRED QUALIFICATIONS
•1 or more years in leasing or property management
•Knowledge of Fair Housing requirements
•Comfort with property management software
•Real estate license if required by your state
•Strong organization and customer-service skills
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per [hour / year] [plus leasing commission]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
The front-line role most small companies hire first: tour units, process applications, convert leads. Hourly plus commission, non-exempt. The two titles are interchangeable.
FLSA status: Non-exempt (hourly plus leasing commission)
Pay range: $_____ to $_____ per hour [plus commission]
JOB SUMMARY
[Company Name] is a small property management company hiring a Leasing
professional to handle leasing across our properties. This is a
hands-on, wear-many-hats role: you will lease units, handle prospect and
resident communication, and help run the leasing process end to end,
always following Fair Housing rules.
KEY RESPONSIBILITIES
•Lease units and process applications across properties
•Tour units and follow up with prospects
•Prepare leases, renewals, and move-in paperwork
•Communicate with prospects, residents, and owners
•Follow Fair Housing rules in every interaction
•Keep leasing records accurate and organized
•Help build the leasing process as the company grows
•Coordinate with maintenance and the owner
REQUIRED QUALIFICATIONS
•Customer-service, sales, or leasing experience
•Comfort owning leasing in a small, hands-on team
•Willingness to learn Fair Housing requirements
•Real estate or leasing license if required by your state
•Reliable, organized, and personable
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per hour [plus leasing commission]
Note: leasing commission counts toward the regular rate for overtime.
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Template 6: Senior Leasing Manager
For a larger community or portfolio: own revenue goals, lead a team, and set leasing strategy. The most senior version in this set.
Senior Leasing Manager Job Description
SENIOR LEASING MANAGER JOB DESCRIPTION
Company: __
Location: __
Reports to: __ (Regional / Property Manager)
Employment type: Full-time
FLSA status: [Exempt if it meets the duties and salary tests; confirm by duties.]
Pay range: $_____ to $_____ per year
JOB SUMMARY
[Company Name] is hiring a Senior Leasing Manager to lead leasing across
a larger community or multiple properties. You will own occupancy and
revenue goals, lead and develop a leasing team, and set the leasing
strategy while keeping the operation Fair Housing compliant.
KEY RESPONSIBILITIES
•Own occupancy and leasing revenue goals
•Lead, develop, and mentor the leasing team
•Set leasing strategy, pricing input, and marketing
•Oversee applications, screening, and lease approvals
•Ensure Fair Housing compliance across all properties
•Analyze leasing data and report to leadership
•Manage escalations and complex resident matters
•Partner with management on budgets and targets
REQUIRED QUALIFICATIONS
•4 or more years in leasing, with team leadership
•Proven record driving occupancy and revenue
•Deep Fair Housing and compliance knowledge
•Strong property management software skills
•Real estate license if required by your state
COMPENSATION AND HOW TO APPLY
Pay range: $_____ to $_____ per year [plus leasing bonus]
To apply, send your resume to __.
[Company Name] is an equal opportunity employer.
Fair Housing, FLSA, and Licensing
This is the part the generic templates skip, and it is where a smaller property company is most exposed: Fair Housing training, the FLSA classification that turns on the role, commission in the overtime rate, and licensing that varies by state.
Fair Housing: the training generic templates skip
The single most important thing to build into a leasing hire is Fair Housing training, because everyone who interacts with applicants and residents is a compliance risk if untrained. There is no federal rule that fixes a number of hours, but the industry standard, per the Fair Housing Institute, is two to four hours of training for everyone in regular contact with prospects and residents within the first 30 days, repeated at least every two years, with many companies moving to annual. The training covers protected classes, reasonable accommodations, avoiding steering, and non-discriminatory advertising. If a complaint is ever investigated, your training policies are reviewed, and the absence of documented training works against you. Build Fair Housing training and a signed acknowledgment into onboarding from day one. This is general information, not legal advice.
FLSA: front-line leasing is usually non-exempt
Classification depends on the role. On-site leasing agents and consultants are usually non-exempt, paid hourly plus leasing commission, and entitled to overtime over 40 hours in a workweek. A leasing manager who genuinely supervises a team and meets the duties and salary tests may be exempt, but the title alone does not decide it. The common mistake is treating a working leasing agent as exempt because they earn commission. Classify by actual duties, and when in doubt for a front-line role, treat it as non-exempt. The safest path is to confirm each role against the federal duties and salary tests rather than assume. This is general information, not legal advice.
Commission counts toward overtime pay
Leasing commissions and bonuses are extremely common in this field, and for a non-exempt employee they change overtime math. Under federal rules, leasing commission counts as part of the regular rate of pay, so overtime must be calculated on the base plus commission rather than the hourly base alone. Industry guidance from apartment associations is explicit on this point. For a smaller property management company running payroll without dedicated help, this is easy to miss and can create back-pay exposure. Decide the classification first, and for non-exempt leasing staff, build the commission-inclusive overtime calculation into payroll from the first paycheck. This is general information, not legal advice.
Licensing varies by state
Whether a leasing agent needs a real estate license depends on the state. In most states, an on-site employee who works for the property owner or the owner's broker in a leasing capacity is exempt from licensing: Florida statute 475.011(4), California Business and Professions Code 10131.01, and Texas through TREC all exempt salaried on-site leasing employees. Illinois is the notable exception, requiring a separate Residential Leasing Agent License with an exam and a sponsoring managing broker, with a 120-day student permit that allows leasing while licensing is in progress. Paying commission beyond salary can also trigger a licensing requirement in some states. Check your state's rule before hiring and store any required license in the employee's file. This is general information, not legal advice.
Fair Housing Training Is the Differentiator
The industry standard, per the Fair Housing framework enforced by HUD, is two to four hours of training within the first 30 days for everyone in regular prospect or resident contact, repeated at least every two years. The training covers protected classes, reasonable accommodations, steering, and advertising. Document it: if a complaint is investigated, the absence of training records works against the employer. This is general information, not legal advice.
Leasing roles rest on sales ability, customer service, and Fair Housing knowledge, with supervision and experience scaling up by level. Tailor the bar to the role so you reach the right candidates.
Requirement
What to look for
Experience
None to 1 year (agent) up to 4+ (senior manager) in leasing
Sales and service
Ability to tour, follow up, and convert prospects
Fair Housing
Knowledge of, or willingness to train on, Fair Housing rules
Software
Comfort with property management and leasing software
Licensing
State real estate or leasing license where required
Classification
Front-line agents non-exempt; managers may be exempt
Keep the posting neutral and inclusive, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Leasing Manager and Agent Pay
Pay varies sharply by level. A front-line agent is hourly plus commission; a leasing manager is salaried, often with a leasing bonus. Benchmark by level and local market, and state the pay and commission clearly.
Manager Median Near $66,700; Agents Lower (BLS and Market Data)
The closest federal occupation, property, real estate, and community association managers, had a median wage of $66,700 a year as of May 2024, with a mean of $83,710 and the top 10 percent above $141,040. Front-line leasing agents and consultants run lower: market data places typical pay in the $35,000 to $55,000 range, usually hourly plus commission.
Because the occupation pools managers with property and HOA managers, treat the federal figure as a manager-level ceiling and benchmark front-line agents to the lower hourly-plus-commission band. Publish a pay range where required by law, and state the commission structure for agent roles.
Hiring for a Small Property Company
A large national operator runs leasing through a structured team with compliance support. A boutique or family-owned property management company does not. The owner or a property manager writes the posting, screens applicants, and onboards the new hire, often while managing the properties at the same time.
Front-Line First, Compliance From Day One
Smaller property companies almost always hire the front-line leasing agent or consultant role first, usually hourly plus commission. The two things most often overlooked at this scale are documented Fair Housing training and correct FLSA classification with commission included in overtime. Both are simple to set up once with a structured onboarding process, and both protect the company if a complaint is ever investigated. That is where FirstHR fits: offer-letter e-signature, a Fair Housing training module with a documented acknowledgment, onboarding workflows, and document management for license verification and certificates. FirstHR is an onboarding and HR platform, not a property management or leasing system, and it does not run payroll, so pair it with those tools. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and a leasing-specific onboarding. Because leasing staff interact with applicants under Fair Housing rules and handle resident data, getting training and verification done before the first day matters.
Send the offer
Confirm the role, pay, commission, and classification in writing, with an offer letter the new hire can e-sign before the first day.
Train on Fair Housing first
Two to four hours of Fair Housing training in the first 30 days, with a signed, dated acknowledgment kept on file.
Verify license and background
Confirm any state-required leasing license and complete background checks, since leasing staff access resident data and funds.
Store the records
Keep the signed offer, Fair Housing acknowledgment, and license verification organized for each leasing employee.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, the Fair Housing training acknowledgment, license verification, and onboarding workflow in one place so a small property management company can manage the full process from one system. FirstHR is an onboarding and HR platform, not a property management or leasing tool, and it does not run payroll, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
Leasing roles range from the front-line agent or consultant (non-exempt, hourly plus commission) up to the leasing manager who supervises the team.
Leasing agent and leasing consultant are the same role under interchangeable titles; it is the role most small property companies hire first.
Fair Housing training is the biggest gap generic templates skip: two to four hours in the first 30 days, documented, repeated at least every two years.
Front-line leasing is usually non-exempt, and leasing commission counts toward the regular rate when calculating overtime.
Most states exempt on-site leasing staff from real estate licensing, but Illinois requires a separate Residential Leasing Agent License.
The closest federal occupation reports a manager-level median near $66,700; front-line agents typically earn in the $35,000 to $55,000 range.
Frequently Asked Questions
What does a leasing manager do?
A leasing manager leads a property's leasing team and drives occupancy. The role oversees the leasing process from the first inquiry through a signed lease, supervises leasing agents, reviews and approves applications, sets leasing targets, and makes sure every interaction follows Fair Housing rules. At a larger community, a leasing manager focuses on supervision, strategy, and reporting. At a smaller company, the same person often leases units directly and manages the process end to end. The role sits above the front-line leasing agent or consultant and below the property or regional manager. Strong leasing managers combine sales ability with people management and a solid working knowledge of Fair Housing and the leasing compliance that applies in their state. This is general information, not legal advice.
What is the difference between a leasing manager, agent, and consultant?
They are different levels of the same leasing function. A leasing agent and a leasing consultant are the same front-line role under two interchangeable titles: they tour units, process applications, and convert prospects into residents, usually paid hourly plus commission and classified as non-exempt. A leasing manager supervises those agents, owns occupancy goals, and oversees the leasing process, and may be exempt if the role meets the duties and salary tests. An assistant leasing manager sits between the two, leasing units while helping lead the team. A leasing director is a senior, higher-paid role that this set does not cover. For a job description, decide which level you are hiring first, because it changes the duties, the pay, and the FLSA classification. This is general information, not legal advice.
Is a leasing agent exempt or non-exempt under the FLSA?
A front-line leasing agent or consultant is usually non-exempt. The role is typically paid hourly plus leasing commission and does not meet the duties tests for the white-collar exemptions, so it is entitled to overtime at one and a half times the regular rate for hours over 40 in a workweek. A leasing manager who genuinely supervises a team and meets both the duties and salary tests may qualify as exempt, but the title alone does not determine it. A common and costly mistake is treating a working leasing agent as exempt simply because they earn commission. Classify each role by its actual duties, and when in doubt for a front-line role, treat it as non-exempt. Confirm your specific classification against the federal duties and salary tests. This is general information, not legal advice.
How does commission affect overtime for leasing staff?
For a non-exempt leasing employee, commission changes how overtime is calculated. Leasing commissions and bonuses are common in this field, and under federal rules they count as part of the regular rate of pay. That means overtime must be calculated on the base plus commission, not on the hourly base alone. Apartment industry guidance is explicit that leasing commissions belong in the regular rate. For a smaller property management company running payroll without dedicated help, this is easy to overlook and can create back-pay liability. The practical step is to decide classification first, and for non-exempt leasing staff, build the commission-inclusive overtime calculation into payroll from the first paycheck rather than discovering the gap later. This is general information, not legal advice.
Does a leasing agent need a real estate license?
It depends on the state. In most states, an on-site employee who works for the property owner or the owner's broker in a leasing capacity is exempt from real estate licensing. Florida statute 475.011, California Business and Professions Code 10131.01, and Texas through its real estate commission all exempt salaried on-site leasing employees. Illinois is the main exception, requiring a separate Residential Leasing Agent License with an exam and a sponsoring managing broker, though a 120-day student permit allows leasing while the license is in progress. In some states, paying commission beyond salary can trigger a licensing requirement even for on-site staff. Always confirm your specific state's rule before hiring, and store any required license in the employee's file. This is general information, not legal advice.
What Fair Housing training do leasing employees need?
Everyone who regularly interacts with applicants and residents should be trained on Fair Housing, and soon after hire. There is no single federal rule setting a number of hours, but the industry standard, per the Fair Housing Institute, is two to four hours of training within the first 30 days for anyone in regular prospect or resident contact, repeated at least every two years, with many companies moving to annual. The training covers protected classes, reasonable accommodations, avoiding steering, and non-discriminatory advertising. Some states add their own requirements, such as California's annual training rules. The practical reason to document it is that if a complaint is investigated, your training records are reviewed, and the absence of documented training works against the employer. Build it into onboarding with a signed acknowledgment. This is general information, not legal advice.
Can a small property management company hire a leasing agent?
Yes, and many do. Front-line leasing agents and consultants are exactly the kind of role that small and family-owned property management companies hire first, often before they have any standalone HR function. At this scale, the leasing person frequently wears many hats: leasing units, communicating with residents and owners, and helping build the leasing process as the company grows. The compensation typically runs hourly plus commission, in a band well below senior management pay, which keeps it accessible for a smaller operator. The two things a small company most often overlooks are documented Fair Housing training and correct FLSA classification with commission included in overtime. Get those right from the first hire and the role is straightforward to bring on. This is general information, not legal advice.
What should a leasing job description include?
Start by deciding the level, whether leasing agent or consultant, assistant leasing manager, leasing manager, or senior. Include a short company summary that notes the property and team size, a job summary that makes the leasing and occupancy focus clear, and responsibilities grouped into leasing and occupancy, team and supervision where relevant, Fair Housing and compliance, and records and reporting. State the experience and software skills, and note any state licensing requirement. Be explicit about pay and, for front-line roles, the commission structure and non-exempt classification. The additions that generic templates skip are the compliance expectations: Fair Housing training, the FLSA classification, commission in the overtime rate, and licensing by state. Close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
