More than a résumé: a useful candidate brief.
Real Estate Headhunters: A brief turns an introduction into a head start. It should explain the scope the person carries now, results with their context, why a move might make sense, practical conditions like location or notice, and the questions still open. Owners can then spend the first interview testing judgment instead of reconstructing a résumé.
This is what we do all day: recruit property management and real estate professionals.
A written introduction should explain relevance and make the next interview better.
No upfront fee. You pay only if you hire.
Scope before adjectives
A résumé may list assets, titles and dates without explaining authority. The brief should identify the portfolio, team, reporting line and decisions the person actually owned.
Terms such as experienced or strategic are less useful than a concrete account of responsibility. The client should be able to compare that scope with its own opening.
Context behind results
A favorable market, a supportive team or a company-wide initiative may affect reported results. The brief should separate the candidate's contribution from the environment around them.
Do not ask for confidential employer documents to make that distinction. A live explanation of the situation, decision and follow-through can provide useful context.
Practical conditions
Interest is not the same as readiness to accept. Location, travel, notice period and the motivation for a move deserve clarification before a client spends time interviewing.
A brief should describe what is known and what remains to be confirmed. It should not present assumptions as completed checks.
Open questions are useful
A shortlist is not a guarantee. Identify the questions the employer should test, including support requirements, gaps in comparable experience and conditions that could affect a move.
The aim is a more informed hiring conversation. Reference checks and the employer's own diligence still matter.
What should you ask before choosing a recruiting firm?
Should the brief include compensation expectations?
Where the candidate has shared them, yes, along with any conditions that affect a move. It helps you decide early whether an offer is realistic.
Does a brief replace references?
No. It prepares the interview. References and your own assessment remain part of the decision.
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.