Hiring in Real Estate

• Development

  Ground-up and value-add development.

  Development managers · Senior development managers · Development directors · Heads of development

• Property management

  Multi-family, commercial and mixed-use PM.

  Property managers · Regional property managers · Portfolio property directors

• Asset management

  Portfolio-level performance and strategy.

  Asset managers · Senior asset managers · Heads of asset management

• Brokerage

  Investment sales, leasing and capital markets.

  Investment sales brokers · Leasing brokers · Capital markets brokers · Tenant reps

• Facilities

  Facilities and workplace operations.

  Facilities managers · Workplace experience managers · Building engineers

• Commercial real estate finance

  CRE debt, underwriting and analytics.

  CRE underwriters · Debt originators · Real-estate analysts · REIT portfolio analysts

• Asset-class precision

  Office, industrial, multifamily, retail and specialty each need distinct signal. The rubric captures the asset classes actually worked on and portfolio scale.

• Lifecycle-stage fit

  Acquisitions, development, operations and dispositions reward different skills. Lifecycle stage is captured in intake so shortlists reflect it.

• Market and geography

  Real estate is local. Market coverage is captured as a first-class filter rather than a free-text note.

• Commercial vs residential

  CRE and residential have different underwriting, leasing and management conventions — never merged in scoring.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For real estate, these are the signals that carry weight:

• Asset-class rubric per requisition
• Lifecycle stage captured in intake
• Market coverage as a first-class filter

• CCIM
• MAI
• CFA (for capital markets)
• RICS
• LEED AP
• BOMA-certified property manager

• Brokerage licensing captured verbatim from the CV — never asserted by us
• REIT compliance exposure where relevant
• Property-specific safety and licensure captured

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.