One product runs the business — CRM, production, commissions, downline — and develops every agent with a real training game and analytics that show you exactly where they are stuck. The paperwork half and the training half, finally connected.
New agents don't quit because the work is hard. They quit because onboarding is a checklist, no one's actually developing them, and by the time anyone notices they're already gone. Every recruit who leaves before they produce is money spent on licensing and training you'll never get back — and the pipeline they never wrote.
In this business, keeping agents is the business. Most software helps you manage the ones who stay. We built the part that keeps them.
The operations-only incumbents have no training. The coaching-only tools have no operations. AgencyTier is the first to put a real training game and a first-class agency platform in the same product.
Heavy, static, dated — and agents leave.
Disconnected from the work agents actually do.
Run the shop. Develop every agent. Build the downline.
The pillars aren't three products stitched together. They're one system: the work your agents do in the game feeds the production you track, which rolls up the downline you're building.
CRM, production, commissions, and a recursive downline that actually reflects an IMO/MGA. The office work, done right.
AdvisorQuest turns onboarding into a guided journey — no leaderboards, no losers. A full training system ships on day one, and every task is yours to rewrite.
Recruiting, hierarchy, and the tools an agency-builder actually needs to scale a downline — not just manage a roster.
AgencyTier runs the office work your agency lives in every day — CRM, production, commissions, the owner dashboard, your team. Here's what those surfaces actually look like.
The agent's training journey: five worlds, a real path, milestone gates — progression, not a leaderboard.
The full policy lifecycle — 13 states, split policies, carrier statements — per agent and per downline leg.
A dual pipeline — Sales and Internal Consumption — with carriers, states, and appointments on every contact. Stage history, Top-25 prospects, and birthday, anniversary, and stale-touch email automations that actually run on their own.
The full 13-state policy lifecycle, including split policies. Carriers and statements tracked per agent and per downline leg, with policy requirements and status history baked in.
Nine ranks from Trainee Agent through EVP, six deal structures (solo, split, custom, override, and their combinations), and a six-generation bonus override. Forward-estimate any deal in seconds — the math that decides whether a recruit sticks.
Frozen client snapshots, retention touchpoints, and a clean handoff from prospect to client — so the book you build stays the book you keep, with the servicing and renewal trail attached.
The hierarchy models the thing you actually sell — a recursive downline. Production rolls up every leg automatically, the way you pay and the way you sell. Read-only upline visibility and invite-up consent built in.
Licenses, CFT, and the Road-to-Independence tracked per agent, with attendance for training meetings. The office work, organized — and audit-ready.
AdvisorQuest is a genuine training game: five worlds, a real path, milestone gates, and trainer–agent collaboration. No leaderboards. No losers. Agents actually level up — and stay.
Foundations
Recruit · Medieval
Licensing
Agent · Space
First Production
Producer · Ocean
Pipeline
Leader · Jungle
Mastery
Founder · Cyberpunk
Not badges. Real gates a trainer signs off on.
Not rankings. A private record of growth.
Not competition. Five tiers, Recruit → Founder.
Not isolation. Trainer and agent, on the same path.
Not a content library you have to police. A guided path the agent walks — with real gates, real progression, and a trainer who can see exactly where they are.
Recruit → Agent → Producer → Leader → Founder. Five themed worlds — Foundations, Licensing, First Production, Pipeline, and Mastery — form a single progression path, not a course catalog you have to police.
Levels, tasks, subtasks, and quizzes. XP, streaks, streak-freeze, and skill badges. No leaderboards. No losers. Agents level up against the path — not against each other. (Research says ~80% of leaderboard-style sales contests fail. So we removed them.)
Real gates a trainer signs off on — not participation badges. An agent doesn't advance until the work is actually done and reviewed. Teleport-swap and offline-approval replay keep it moving when life happens.
Real-time trainer-to-agent collaboration on the board. The trainer sees exactly where each agent is, approves milestones, and steps in; the agent always sees the path forward and what's next.
You are not handed an empty course builder. A complete training system ships with the platform: five worlds, levels, tasks, subtasks and quizzes, already sequenced. Then every task is yours — rewrite it, resequence it, split one that people keep failing, add the carrier training your agency actually uses.
The path does not end at producing. Leader and Founder are levels too, and the trainer side of the board is part of the same system — so the agent you developed becomes the person developing the next three. That is how a downline compounds instead of churning.
Every level has a completion funnel, task by task, with the drop-off between each step. The biggest stall gets called out as your onboarding bottleneck — so the conversation stops being “agents aren’t engaged” and starts being “eleven people died on task 4, go split it in two.” No operations-only tool can compute this, because it has never seen a training task.
The red bar is the biggest stall — your onboarding bottleneck. Here it is learning the words of the business, and it is costing twelve agents out of every hundred. That is a task to split in two, not a cohort to chase.
A completion funnel for every level, task by task, with the drop-off between each step. The biggest stall is called out as your onboarding bottleneck — so the answer stops being 'agents aren't engaged' and becomes 'eleven people died on task 4, go split it in two.'
Stage-by-stage conversion across the pipeline, so you can see which stage quietly loses the most business. Stage velocity shows where contacts sit longest, and stale contacts surface before anyone has to remember to check.
Placement rate by carrier, written premium by carrier and state, and the money still sitting in the pipe. When one carrier places worse than the rest, that is a question worth asking — underwriting, or how your agents are submitting?
Because the training path, the logins, and the daily activity all live in one system, a leader sees the signal a legacy tool can't: who's stalled on a certification, who's gone quiet, whose license is about to lapse — surfaced on the roster, ranked by risk of losing the agent, in time to step in. Leaders see the signal and the next action — progress, not surveillance.
Cole W.
No activity since signupDevon R.
Stalled 21 days on onboardingPriya R.
Waiting on you · 12 daysJae S.
License expires in 18 daysSignals and next actions — not surveillance.
Most agency software manages a roster. AgencyTier models the thing you actually sell: a recursive hierarchy. Production rolls up the legs. Recruiting is first-class. And when your downline contains whole agencies rather than individual agents, each one is its own isolated shop with its own book — rolling up to you without ever being readable sideways.
Answered here so the walkthrough can be about your agency instead of our FAQ.
Probably not for the operations half alone — if your current system files the paperwork, it files the paperwork. The reason to move is that your training and your production stop being separate systems. Right now you can see what an agent produced and, somewhere else, what they completed. You cannot see that the agent who stalled on their certification is the same one who has not written anything in three weeks. That connection is the product.
We do it with you, not to you. Your hierarchy gets mapped first, because that is the part generic tools get wrong — a downline is not a flat roster with a manager column. Then production history, then agents. We would rather tell you on the call that your setup is a bad fit than find out halfway through a migration.
You do. Your agency's data is yours, it stays isolated from every other agency on the platform, and you can take it with you. We would rather you stay because leaving is easy than because leaving is hard.
Adoption is the whole risk, and it is why the game exists rather than a course library. Agents open it because it tells them what to do next and shows them moving — not because a manager assigned it. There are no leaderboards and no losers, because ranking new agents against veterans is how you lose the new ones. We do not quote adoption percentages at people: the number that matters is yours, and the analytics show it to you task by task from the first month.
It comes across as a real hierarchy, not a spreadsheet of names. Production rolls up every leg automatically, and uplines see what they are entitled to see — read-only visibility, granted by consent from below, never a back door into another agency's book.
Most agencies are not, and that is a normal place to start. The walkthrough is thirty minutes and there is nothing to install. If the answer is that you should revisit this in six months, that is a fine outcome and we will say so.
Thirty minutes, no deck. Tell us how your agency is built and we walk the product against it — the way you recruit, train and write business.
Training and operations · one product · no leaderboards
