IN A RECENT ALTA INSIGHTS WEBINAR, a poll revealed a telling statistic: Among attendees, 77% reported an average staff age of over 40. While this may not surprise many in the title industry, it should raise an important question—how do we ensure a future for an industry where most professionals are nearing retirement?
Fortunately, the conversation is starting to shift. In June, ALTA brought together a panel of rising stars under 30 to hear directly from the source. What do young professionals want from a career in title? What keeps them engaged? And how can industry leaders foster a culture that attracts and retains the next generation?
Brooke Volkert, customer success manager at CloseSimple, and Marissa Deml, chief operating officer at TitleSmart, led the discussion with authenticity and insight. They were joined by video contributions from Lauren Parks, an attorney at Northwest Title; Ryder Kalick, co-owner of Alpha Abstract Agency; and Amanda Mitchum, vice president of business operations at Capital Title. Their stories provided a road map for how the title industry can modernize without losing the trust and tradition it was built on.
Accidental Beginnings, Intentional Growth
Like many others, neither Volkert nor Deml set out to work in the title industry. Deml began her career as a closing assistant at TitleSmart nearly a decade ago after hearing about the role from a friend. “I was living out of state, and my friend told me TitleSmart was hiring,” she said. “I had an English degree, no title experience, but I thought I’d give it a try.”
Deml quickly moved from the front desk to the operations team—and today, she’s the company’s COO. “What really made a difference for me was the culture of internal growth,” she said. “I had mentors, especially senior closers and examiners, who were always willing to answer my questions. That made me feel like I could grow here.”
Volkert’s journey began in a similarly roundabout way. While working at a salon, she met a client who would later become her boss. “It wasn’t a job posting. It was a relationship,” she said. “That’s the thing—we’re all looking for someone who believes in us, especially early on.”
Parks entered the industry after buying her first home. The experience at the closing table showed her the importance of title insurance. “In my small town, there weren’t many people helping buyers navigate real estate,” she said. “I saw a need and realized I could fill it.”
Mentorship Makes the Difference
Both women agree that mentorship is foundational to retaining young employees. It’s not just about teaching them how to review a Closing Disclosure or chase down a payoff. It’s about investing in who they are.
“I try to tell every new hire, ‘You can ask me anything,’” Deml said. “Even if I don’t know the answer, I know who does. That kind of access builds confidence.”
Volkert added, “My first boss was a phenomenal mentor. She treated people with respect, gave clear feedback and celebrated the wins—big and small. I wanted to lead like her.”
This emphasis on mentorship was echoed throughout the webinar. When asked how to retain talent, Deml pointed to creating a culture where asking questions isn’t just allowed—it’s encouraged.
“Being able to ask a real, live human is invaluable,” she said. “We had a ‘Title Bible,’ a massive internal manual. But what really helped was having someone explain the ‘why’ behind things. That’s what sticks.”