Real Estate Headhunters Call 305-306-4829Send Us Your Open Role

Broker Outreach Manager RecruitersAlso known as Broker Relations Manager / Co-Broke Coordinator

Real Estate Headhunters: You face a common challenge when your new development stalls because local agents are unaware of your project or do not understand why their clients should move there. You need someone who can leave the office, visit brokerages, and force these agents to see the value in your specific inventory. This person is not a leasing agent sitting behind a desk waiting for walk-ins. They are your external field representative who forces traffic to your door every single week.

This is what we do all day: recruit property management and real estate professionals.

Stop waiting for external brokers to notice your asset and start building a direct referral pipeline.

No upfront fee. You pay only if you hire.

Send Us Your Open RoleBook a callCall 305-306-4829
Need someone now? Call 305-306-4829.
Broker Relations ManagerCo-Broke Coordinator

01 / The decision

What does this hire really come down to?

You face a common challenge when your new development stalls because local agents are unaware of your project or do not understand why their clients should move there. You need someone who can leave the office, visit brokerages, and force these agents to see the value in your specific inventory. This person is not a leasing agent sitting behind a desk waiting for walk-ins. They are your external field representative who forces traffic to your door every single week.

Your goal is to shift your leasing strategy from passive marketing to active, relationship-based solicitation. You need to ask yourself if you have the internal data to tell an agent exactly how your rent or sales price compares to the units they sold last month. If you cannot provide that data, you will lose the broker's interest. We help you find someone who knows how to treat brokerage relationships as a database-driven sales process instead of social calls.

Before we look for anyone, we need to know exactly which agents control the buyers or tenants you want. We need you to identify the specific price points and amenities that make your asset look better than the competition. Once you define these variables, we look for individuals who have walked these streets and already talk to the brokerages you need. We filter for people who can handle rejection and keep knocking on doors until the occupancy levels move.

02 / Questions

What do we check before you see anyone?

  1. 01Verify the candidate possesses a current, active state real estate license to ensure they are legally permitted to discuss your project with agents.
  2. 02Confirm the candidate has a track record of physically visiting local brokerage firms rather than only sending emails from behind a computer screen.
  3. 03Ensure they know how to track broker traffic in a CRM to prove which agents are actually delivering leads and which are not.
  4. 04Check their ability to explain specific financial incentives and commission structures to external agents without creating confusion or violating your firm's internal rules.
  5. 05Validate that the candidate can handle difficult conversations with brokers when site availability changes or construction delays force you to cancel tours.
  6. 06Assess their knowledge of the local residential or commercial market to see if they understand which agents specialize in your target demographic.

03 / Context

Where do we find people who are not applying?

  • Individuals with this background currently work in independent commercial and residential brokerage firms where they spend their time chasing listings and soliciting buyer representation. These people often look to move into this specific outreach role when they grow tired of the 100 percent commission model and want the stability of a direct property-level assignment. They have already built the contact lists and personal credibility with local real estate brokers that you need to get your property noticed by external agents.
  • Candidates also come from the marketing and business development departments of rival development firms that own multiple assets in your immediate geography. These people move when they feel their current project is nearing full occupancy and they seek a new challenge where they can apply their existing network to a fresh lease-up or sales campaign. They understand the mechanics of broker incentives and know exactly how to get a busy agent to prioritize your site over a dozen other local options.

04 / Pitfalls

Which hiring mistakes should you avoid?

  • Expecting this person to handle daily maintenance complaints or resident issues, which distracts them from their primary goal of bringing new traffic inside.
  • Hiring someone who refuses to visit brokerages in person, as this role requires face-to-face interaction to secure real referrals from busy professionals.
  • Failing to provide a clear commission structure that the person can present to agents, which leaves them with no bargaining power during sales calls.

Pay snapshot

$47,540

Broker Outreach Manager maps to Secretaries and Administrative Assistants, Except Legal, Medical, and Executive (43-6014), a broader occupation. BLS does not publish this exact real estate title separately. The property's scope, equipment, supervision and required credentials can differ from the occupation as a whole.

Secretaries and Administrative Assistants, Except Legal, Medical, and Executive, SOC 43-6014. https://www.bls.gov/news.release/archives/ocwage_05152026.htm, May 2025 BLS Occupational Employment and Wage Statistics (May 15, 2026).

See the full salary guide

05 / Next steps

Your search in 3 steps

  1. 1

    Define Market Targets

    Identify the top twenty local firms that represent your target buyer or tenant base. We research which agents in these firms are currently active in your immediate territory.

  2. 2

    Structure Referral Incentives

    Formalize the commission payments and site-tour incentives your firm will offer. You must decide if these are paid upon move-in or contract, and who handles the disbursement.

  3. 3

    Manage Ongoing Relations

    Establish a rigid reporting rhythm where you review the agent database. You decide how often you change the incentive structure based on the current occupancy gap.

06 / Questions

What do owners ask before they hire?

How long does it take to find this person?

Timing depends on how many people in your specific market already have both the required license and recent broker relationship experience. We provide you with candidate updates as soon as we confirm they are interested in your specific project scope.

What happens if a broker tries to counteroffer my candidate?

This role is designed for someone who wants to leave the broker world for a project-focused assignment. We assess whether they are truly seeking a change of pace or if they are just using your offer to get a raise.

Do I need to hire them if they live outside the area?

This position requires immediate, physical presence at local broker offices and your site. Relocation is only feasible if the candidate has deep existing local contacts that you cannot find locally.

What is the exact scope of their work?

They focus exclusively on external broker outreach and site tours to drive traffic. They do not handle internal property management, maintenance, or unit operations once the prospect is signed.

When are the search fees due?

Broker Outreach Manager searches occur on a contingency basis with no upfront costs. You pay the fee only after hiring, according to the terms in your signed client recruiting agreement.

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.

Next step

Send Us Your Open Role

Role, work email and phone is all we need to start. Details about your company and the job are optional.

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.

Who do you need?

No job post. Tell us the role and we come back with a short, qualified shortlist. No upfront fee.

Step 1 of 2: the role
Role family pick the closest
How soon? optional

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Step 2 of 2: your details

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What happens next

Keep looking

More on this search

All New Development and Real Estate Sales roles

Hiring guides and interview questions

Property and client types
Related pages
Hiring situations

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. 1

    Search Calibration

    A brief that settles the operating problem, reporting line, location, compensation and who can approve the hire.

  2. 2

    Market Mapping

    A view of relevant working backgrounds, asset types and experience rather than a search based only on titles.

  3. 3

    Professional Contact Intelligence

    Direct ways to approach relevant people respectfully, without relying on applications or exposing a confidential vacancy.

  4. 4

    Persistent Personalized Outreach

    A conversation about your actual role, with follow-up that establishes whether a move is worth discussing.

  5. 5

    Live Candidate Qualification

    Evidence about responsibilities, relevant results, systems and the practical reasons someone would accept the move.

  6. 6

    Candidate Intelligence and Process Support

    A short list with context for interviews, objections and decisions, not a stack of unexplained resumes.

Send Us Your Open Role

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.

Which related pages help with this opening?