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

Day Porter, Commercial RecruitersAlso known as Building Custodian

Real Estate Headhunters: You face a constant struggle with public area upkeep while tenants and guests walk through your building. Your lobby, corridors, and exterior plazas accumulate trash and spills that wait for attention, creating an unprofessional environment. You need a person who monitors these areas continuously to ensure high standards are met without constant oversight. We help you define if this role requires a dedicated porter to manage high-traffic zones or if you need someone for broader grounds duties.

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

How to resolve the constant lobby maintenance and debris issues that degrade your property appearance during business hours.

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.
Building Custodian

01 / The decision

What does this hire really come down to?

You face a constant struggle with public area upkeep while tenants and guests walk through your building. Your lobby, corridors, and exterior plazas accumulate trash and spills that wait for attention, creating an unprofessional environment. You need a person who monitors these areas continuously to ensure high standards are met without constant oversight. We help you define if this role requires a dedicated porter to manage high-traffic zones or if you need someone for broader grounds duties.

Deciding to hire means you need to define the exact scope of site monitoring for your property. You must decide whether this person handles only basic debris removal or if they perform minor preventative repairs on door hardware and lighting. We ask you to identify the most problematic areas where tenant feedback is highest. By focusing on your specific site layout and equipment, we determine the level of experience needed to handle your maintenance tracking requirements effectively.

You need someone who acts as your eyes on the ground, identifying issues like graffiti or structural wear before they become expensive problems. We clarify your expectations regarding work order documentation and daily reporting to ensure you receive actionable data about your building condition. This allows you to make informed decisions about cleaning schedules or material upgrades. We confirm if you require experience with professional cleaning chemicals for specialty surfaces or basic waste management within your budget.

02 / Questions

What do we check before you see anyone?

  1. 01Experience managing high-traffic stone and wood flooring finishes without causing chemical damage.
  2. 02Proficiency with digital work order platforms for documenting common area maintenance requests.
  3. 03Ability to prioritize spill response and entrance safety while maintaining a professional presence.
  4. 04Skill in conducting daily site inspections of lighting, door hardware, and parking areas.
  5. 05Knowledge of safety standards for cleaning glass, metal, and public restroom fixtures daily.
  6. 06Capability to manage site inventory levels for custodial supplies to minimize monthly waste.

03 / Context

Where do we find people who are not applying?

  • Candidates for this role often work in large commercial office towers, regional shopping centers, or mixed-use urban developments. These individuals move between properties when they seek more stable management teams or better internal resources for their daily tasks. They may also leave positions where they lack the authority to report urgent repairs, as they prefer environments where their feedback on site conditions results in actual facility improvements and consistent maintenance support.
  • You will find suitable candidates currently employed at institutional-grade retail centers, industrial parks, or multi-tenant medical buildings. These professionals frequently transition to new assignments when their current property changes ownership or when the management firm alters its onsite staffing strategy. They look for roles that utilize their specific expertise in common area preservation and that offer clear, structured reporting requirements. Their goal is to maintain high-traffic spaces that reflect the quality of the commercial investment.

04 / Pitfalls

Which hiring mistakes should you avoid?

  • Hiring a general janitor without verifying experience with delicate architectural finishes and hardware.
  • Neglecting to integrate the role into your existing maintenance workflow or reporting requirements.
  • Failing to define clear protocols for handling safety hazards reported by the onsite staff.

Pay snapshot

$36,840

Day Porter, Commercial maps to Janitors and Cleaners, Except Maids and Housekeeping Cleaners (37-2011), 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.

Janitors and Cleaners, Except Maids and Housekeeping Cleaners, SOC 37-2011. 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 Daily Site Scope

    Identify the high-traffic zones that require constant monitoring. Choose which building systems you want this person to track during their daily rounds to satisfy your specific tenant service requirements.

  2. 2

    Set Reporting Standards

    Select a digital work order system that fits your current operational capacity. Require that all site conditions be logged before the end of every shift to provide you with verification.

  3. 3

    Hire for Site Needs

    Target candidates with specific experience in your property type. Assess their ability to follow chemical safety protocols and professional conduct standards required for your building environment during business hours.

06 / Questions

What do owners ask before they hire?

How soon can we start the candidate search?

We begin the search immediately after we confirm the specific property needs and the daily task scope. You receive updates as we qualify individuals against your site-specific requirements.

What happens if a candidate receives a counteroffer?

We focus on finding people who leave because their current role no longer allows them to effectively manage site conditions. This ensures they are seeking a better operational fit rather than just a salary increase.

How does the fee structure work for this search?

This porter search operates on a permanent contingency basis. You pay no fees until a candidate is hired, with all payment details defined in the signed client agreement for your firm.

Does this role include major structural repairs?

This role handles routine maintenance and immediate debris response to protect asset value. Technical engineering tasks remain the responsibility of your licensed or specialized maintenance team.

Do you help with candidate relocation?

We prioritize candidates who already work and live near your property. Relocation is usually not necessary for this role unless the property is in a remote area.

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

Looking for a job instead? Go to the candidate page.

Step 2 of 2: your details

By sending, you agree that Royalty Talent LLC may contact you about this request. Privacy

What happens next

Keep looking

More on this search

All Grounds, Porter and Housekeeping 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?