Tell us who you need.
Share the role, location and operating context. We will clarify the search with you before approaching the market.
No upfront fee. You pay only if you hire.
What happens next
The work behind the shortlist
The Six-Step Search
Executive-search discipline belongs on every assignment, from a leasing consultant to a regional leader. Real Estate Headhunters has placed property management and real estate professionals with owners, operators and management companies. The work is understanding the responsibility, finding relevant people and giving you a reasoned basis for an interview, not just obtaining a list and sending messages.
- 01
Search Calibration
We settle the operating problem and what the hire must own. Owner reporting or board reporting? A single site or a portfolio? We clarify takeover condition, available support, spending authority, systems and on-call expectations before approaching anyone.
- 02
Market Mapping
We research employers running relevant properties and the people with comparable responsibilities. A familiar title is not enough: overseeing site managers is different from running a community yourself. Your brief determines which backgrounds belong in the search.
- 03
Professional Contact Intelligence and Direct Outreach
We identify appropriate professional contact routes and approach people with a clear, respectful explanation of the assignment. We explain the work and follow up without pressuring someone to move. A contact list alone does not tell you who fits or who is interested.
- 04
Live Candidate Qualification
We talk through decisions the person actually made, what needed approval and what support they had. We ask about difficult situations, their judgment and why they would leave a stable position. Location, pay expectations and on-call responsibilities are part of practical fit.
- 05
Written Shortlist Insight
You receive a candidate brief explaining relevant responsibility, motivation and practical fit alongside the resume. We distinguish what the person tells us from what remains unresolved. Gaps and questions belong in the brief, not as surprises in your interview.
- 06
Interview, Feedback and Offer Support
We help coordinate interviews, gather feedback and keep open questions moving toward a decision. We discuss candidate concerns, counteroffers and offer terms with both sides. You make the hiring decision; we stay involved through the offer conversation and agreed next steps.
What helps us calibrate the search
Tell us the asset type, portfolio or property scope, reporting line and the problem this hire needs to solve. A short explanation of the mandate is more useful than a long list of preferred qualifications.
We review the work location, travel, relocation, compensation structure, team support and decision process. Where the brief is unclear, we work through the trade-offs before the search begins.
After you submit
Your inquiry is saved before delivery is attempted. Ivan or a senior team member will reach out soon. You can also book a 15-minute call using the link on this page.
The agreement controls
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.
Before we start
No upfront fee. You pay only if you hire.
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.
Next step
Send Us Your Open Role
Tell us the role, your name, company and work email. Phone is optional. You do not need a finished job description.
We review the operating need, clarify responsibilities with you and agree the search scope before approaching candidates.
No upfront fee. You pay only if you hire.
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.
If you need to clarify the market or the job description first:
What happens next
What else should you ask before starting this search?
When do we pay a recruiting fee?
No upfront fee. You pay only if you hire. The fee, payment trigger and any exceptions are documented in the signed client recruiting agreement.
Do you work nationwide?
Yes. We recruit across the United States. Each search defines the role's work location, on-site expectations, travel and whether relocation is realistic.
Do you only recruit property management?
Property management is our core. We also recruit real estate facilities, asset management, development, acquisitions, leasing and accounting professionals.
Where do you find candidates?
We map relevant employers, research professional contact paths and approach people directly. We qualify interest and scope in live conversations before presenting a candidate brief.
What replacement protection do you offer?
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.
Do we need a finished job description before submitting?
No. A few sentences about the property, the reporting line and the problem the hire must solve are enough to begin. We can help shape the description afterward if you want one.
Can someone other than the owner submit the request?
Yes. An asset manager, regional or human resources lead can send it. We will ask who makes the final hiring decision so the search reflects that person priorities.
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.