About Real Estate Headhunters
Real Estate Headhunters is a specialist recruiting firm for real estate and property management. We are based in Miami and recruit nationwide in all 50 states for local, relocation and traveling roles. Permanent placement on contingency is our default: no upfront fee, you pay only if you hire.
This is what we do all day: recruit property management and real estate professionals.
A specialist recruiting firm for real estate and property management. Based in Miami. Recruiting nationwide.
01 / About
Who we are
Real Estate Headhunters is a specialist recruiting firm for real estate and property management. We are based in Miami and recruit nationwide in all 50 states for local, relocation and traveling roles. Permanent placement on contingency is our default: no upfront fee, you pay only if you hire.
Our work starts with the seat you need to fill, not a pile of resumes. A community with overdue work orders needs a different maintenance hire from a new building still working through construction handoffs. A regional manager who answers to several owners faces different decisions from one running a single owner's portfolio. Those differences belong in the search brief before anyone is contacted.
We ask what this person will own, where they can make decisions and what is getting left undone while the seat is open. We also ask about the people they will report to and the tools they will use. That gives us a reason to approach someone who is already doing comparable work, rather than hoping a familiar title means a good fit.
You should not have to explain basic property operations each time you speak with a recruiting firm. You should be able to discuss the problem behind the vacancy and get useful questions back. That is the standard we work toward on each search.
02 / About
Part of a family of specialist firms
We belong to a group of recruiting brands run from Miami. Each brand is built around one industry so the recruiter working your search already knows the jobs, the titles, the licenses and where the good people work. Real Estate Headhunters is the real estate and property management part of that group.
That focus matters when a title means different things at different employers. An association portfolio manager serves boards and manages a book of communities. An investment portfolio manager works on business plans and capital decisions. Sending one into the other's interview wastes your time. The same care applies to affordable housing compliance, commercial lease administration and building engineering.
Specialization also changes the questions we ask about an assignment. Licensing depends on the duties and the state. Holding a license does not prove that someone can handle your board meetings or owner reporting. Software experience is useful only when the person can explain the work they actually completed in that system.
Our group structure does not change the agreement you make with us. Read How We Work for engagement options and search terms. How We Compare explains when specialist contingency search, retained search, staffing or a job board may fit your hiring situation.
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How we work
Search Calibration settles the job and the decisions it owns; Market Mapping identifies relevant working backgrounds. Professional Contact Intelligence helps us find appropriate ways to reach people, and Persistent Personalized Outreach gives them a clear reason to consider the assignment. Live Candidate Qualification tests their experience against your brief, while Candidate Intelligence and Process Support gives you context for interviews and helps keep the hiring conversation moving.
04 / About
What we recruit
We mainly recruit property managers, and the whole team around them: leasing, maintenance, concierge, association staff, accounting, engineering and security. Community managers and regional managers lead our coverage because they carry the daily operating decisions that owners depend on. We also recruit across development and the owner-side functions that support a real estate business. The positions index shows the titles we cover, with separate pages where the work calls for a different search.
Property type is part of that brief. Affordable housing brings certification and file-review responsibilities that cannot be treated as ordinary leasing administration. Student housing brings a turn calendar that affects maintenance staffing and leasing handoffs. A commercial office assignment needs clarity about tenant service and engineering responsibilities. We ask which of those conditions the hire will actually face.
Seniority needs the same care. A lead technician may guide the day's work without owning the maintenance budget. A supervisor may need to assign that work, check its quality and explain spending to the manager. Promoting a strong individual contributor is not the same decision as hiring someone who has already led a service team.
If your title is not obvious in the index, tell us the duties instead. We can discuss where the assignment fits and whether it is a search we can take on. We would rather settle that at the beginning than stretch a label to imply experience that has not been established.
05 / About
What we promise
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
The hiring conversation should be clear about responsibilities on both sides. You decide whether to hire. We work from the agreed brief and explain the experience behind the people we introduce. If an important requirement changes, tell us so we can revisit the search rather than keep presenting people against an outdated job description.
We do not promise a fixed shortlist date or a particular candidate accepting an offer. Location, reporting authority and the employer's interview decisions can affect what happens next. We discuss those constraints instead of treating them as details to sort out after an introduction.
Ivan or a senior team member will reach out soon.
Call 305-306-4829. Our hours are Monday to Friday, 8:00 AM to 8:00 PM Eastern. Use the form below to tell us the role, your work email and phone number. Add company and job details if you have them ready; you do not need a finished job description to begin the conversation.
Start a conversation
Tell us who you need.
No upfront fee. You pay only if you hire.
Our process
What do you get from The Six-Step Search?
Real Estate Headhunters begins with the decisions behind your vacancy, not an advert. You get a clear brief, a mapped candidate pool and evidence from direct conversations. We help you distinguish an interested person from a qualified fit, then support interviews and the decision without promising a completion date.
- 1
Search Calibration
A brief that settles the operating problem, reporting line, location, compensation and who can approve the hire.
- 2
Market Mapping
A view of relevant working backgrounds, asset types and experience rather than a search based only on titles.
- 3
Professional Contact Intelligence
Direct ways to approach relevant people respectfully, without relying on applications or exposing a confidential vacancy.
- 4
Persistent Personalized Outreach
A conversation about your actual role, with follow-up that establishes whether a move is worth discussing.
- 5
Live Candidate Qualification
Evidence about responsibilities, relevant results, systems and the practical reasons someone would accept the move.
- 6
Candidate Intelligence and Process Support
A short list with context for interviews, objections and decisions, not a stack of unexplained resumes.
What else should you ask before starting this search?
Is Real Estate Headhunters a local-only recruiting firm?
No. We are based in Miami and recruit nationwide for local, relocation and traveling roles. The location of the office does not restrict the search to Florida.
Why are the recruiting brands industry-specific?
The role, license and operating background matter when identifying a fit. Keeping a brand focused on an industry makes those distinctions visible instead of treating every search as an executive title.
When do we pay the recruiting fee?
No upfront fee. You pay only if you hire under the standard contingency agreement. The signed agreement sets the terms; read the fee page before authorizing the search.
How long does it take to see a short list?
The scope of the job, candidate availability and your interview decisions affect the search. We explain the market response and agree next steps rather than promise a numeric deadline.
What if our chosen candidate gets a counteroffer?
We ask about the reasons for a move before an introduction. You still need a clear offer and an honest account of the job; an increase in pay alone may not resolve why someone considered leaving.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting or send an unqualified resume stack. Standard permanent search is not hourly consulting or a retained assignment. Different engagements require agreed terms.
CAM has different meanings. NAA CAM is the Certified Apartment Manager credential. The Florida community association manager license is a separate license, cited here as an example of state licensing. In commercial budgets, CAM means common area maintenance. We check the credential or license relevant to the opening, where the state requires it.