[ALTA Webinar] Ready for the Next Generation? What the Next Gen Want in a Career

Are You Ready for the Next Generation? What Younger Title Pros Actually Want in a Career

The title industry is at a pivotal moment. With a significant portion of the workforce nearing retirement, the question on every leader's mind is: how do we attract, retain, and empower the next generation of talent?

It’s no secret that younger professionals have different expectations for their careers. But what does that mean for your title company? How can you adapt your culture, tools, and processes to become a magnet for ambitious, young talent?

To get real answers, we brought together a panel of the industry’s rising stars for our latest ALTA Insights webinar, "What the Next Generation Wants in a Career." Moderated by our own Brooke Volkert, Customer Success Manager at CloseSimple, the discussion featured Marissa Deml, COO of TitleSmart, alongside video insights from other young leaders across the country. (Recorded June 12th, 2025)

The conversation was packed with candid advice and actionable strategies. Here are the essential takeaways for building a modern workforce that will shape the future of the title industry.

1. Find Talent Everywhere (and Don't Underestimate a Good Mentor)

How does a young person with an English degree become the COO of a thriving title company before her 10-year work anniversary? For Marissa Deml, it started with a friend's recommendation and a company that offered internal growth.

“I think what really made a difference for me is that TitleSmart really was a place that offered growth internally," Marissa shared. "I started as a closing assistant... and thankfully, that really caught the attention of our leadership team."

Her story, and others shared during the webinar, reveal a crucial lesson: the next generation of title leaders can come from anywhere. They might be a recent graduate with a non-traditional degree, a real estate agent seeking more stability, or even the sharp, organized first-time homebuyer sitting across from you at the closing table.

Key Action Items:

• Look Beyond the Resume: Skills like critical thinking, writing, and communication are invaluable. As Marissa noted, her English degree's reading and writing skills have been essential for interpreting regulations and crafting company-wide communications.
• Invest in Mentorship: Both Marissa and Brooke credited their success to having incredible mentors. A great mentor doesn’t just teach the "how," they explain the "why." As Marissa advised, leaders should be "warm and patient... having the willingness to answer a question and maybe even take the extra step of explaining why you gave the answer that you gave."
• Create Clear Paths for Growth: Show new hires a roadmap. Talk to them about their ambitions and provide opportunities for cross-training, especially during slower months. Letting a closing assistant help with recording satisfactions or a front-desk staffer assist with a project can uncover hidden talents and passions.

2. It’s All About the Culture: Values, Recognition, and Purpose

Once you've hired promising talent, how do you convince them to stay? The answer lies in your company culture.

Rider Kaleck , co-owner of Alpha Abstract Agency, emphasized that core values are not just "fluff to put on an office wall." They are the foundation of trust and empowerment.

"My mentor once told me that eventually you're going to grow and you're going to hire people, and in order to trust them, you're going to have to make sure that they care about the same things that you cared about when you did that job," Rider explained. "And that's what core values are."

Key Action Items:

• Define and Live Your Core Values: Ryder’s company operates on three core values: Extreme Ownership, Positive Outlook, and Customer Satisfaction. They hire on them, fire on them, and recognize employees for embodying them. This ensures that as the company grows, the team is aligned on what matters most.
• Celebrate Wins (Big and Small): Amanda Mitchem, VP of Business Operations for Capital Title, shared a powerful insight: "Appreciation and recognition span across generations." Her company sends gifts not just for somber occasions, but for exciting life moments like a new baby or a marriage. Simple "happy birthday" messages from leadership and public shout-outs for great work go a long way.
• Connect the Work to a Purpose: The next generation craves purpose-driven work. Don't just talk about protecting property rights; talk about protecting people from fraud during the biggest financial decision of their lives.

3. Modernize the Workplace: Flexibility and Technology are Non-Negotiable

To compete for talent today, your workplace must offer modern solutions. This goes beyond just having up-to-date computers.

"Especially with younger people, we've become a little bit spoiled where we expect everything to be smooth and sleek and easy," Amanda Mitchem noted. "How can you look at your processes and your standards and bring those up to where the modern world expects them to be?"

Key Action Items:

• Embrace True Flexibility: Flexible work is no longer a fringe benefit. Consider hybrid/remote options and flexible hours, like a sliding start and end time. This shows you trust your employees and recognize they have lives outside of work, whether they're caring for children or aging parents.
• Invest in Enabling Technology: Modern work requires modern tools. Marissa highlighted TitleSmart's move to VoIP phones, which allows employees to take work calls from their laptops or cell phones without giving out personal numbers. Use the reporting and tasking features in your title production software to understand productivity, not to micromanage.
• Improve the User Experience: Look at your internal software and processes. Are they intuitive? Or are they clunky and outdated? A seamless internal experience translates to a better external customer experience and a happier, more efficient team.

4. Overcome Imposter Syndrome with Hard Work and Authenticity

Many young professionals, especially those in leadership roles, battle imposter syndrome. Ryder Kick admitted it was a challenge being 30 years younger than most other title company owners.

His solution? "Just working hard and showing them that I actually do know what I'm talking about... there's really no shortcut there."

Lauren Parks, an attorney with Northwest Title, took a complementary approach, focusing on building relationships. "I took it upon myself to build meaningful connections with my team, to learn and understand their way of communicating," she said.

For leaders, the key is to build confidence in your team. Give them the tools to succeed and the grace to learn. Provide positive feedback they can draw on when self-doubt creeps in.

Watch the Full Webinar to Learn More

This is just a snapshot of the incredible insights shared during the webinar. To hear all the detailed stories, practical tips, and powerful advice from Brooke, Marissa, and our other next-generation leaders, watch the full recording on-demand.

Building a workforce for the future is the most important investment you can make. By understanding what motivates the next generation, you can create a dynamic, resilient, and successful title company for years to come.