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Director of Sales, New Development RecruitersAlso known as VP Sales / New Development

Real Estate Headhunters: A project launch often stalls when the sales strategy remains static against shifting market inventory. You need a leader who distinguishes between volume-driven lead generation and the granular execution required to close high-end inventory. Most candidates bring a history of selling single family homes, which creates a dangerous gap when transitioning to vertical development where amenity staging and construction delays dictate the narrative.

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

Your new development needs a Director of Sales who can price units for velocity without cratering total project revenue.

No upfront fee. You pay only if you hire.

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VP SalesNew Development

01 / The decision

What does this hire really come down to?

A project launch often stalls when the sales strategy remains static against shifting market inventory. You need a leader who distinguishes between volume-driven lead generation and the granular execution required to close high-end inventory. Most candidates bring a history of selling single family homes, which creates a dangerous gap when transitioning to vertical development where amenity staging and construction delays dictate the narrative.

Effective leaders prioritize the developer-broker relationship before the site even opens. They identify early-stage feedback from local agents to refine the pricing model. Without this, your sales office creates an echo chamber where only the most obvious units move while the complex inventory stays stagnant. You need someone who forces the team to explain why a unit remains unreserved, rather than blaming the market.

Success hinges on the friction between marketing spend and lead conversion metrics. A Director of Sales should manage the agency partners not by checking boxes, but by forcing accountability for lead source quality. If your current sales lead cannot identify exactly why a lead failed to tour, they are merely acting as a receptionist for your marketing department. You need a operator who understands how to manage the release of inventory to create artificial urgency.

02 / Questions

What do we check before you see anyone?

  1. 01Ask how they adjusted pricing during the final phases of their last project when inventory remained high but interest waned.
  2. 02Ask for their specific framework for checking broker outreach performance beyond simple volume of incoming calls.
  3. 03Demand a breakdown of how they handle staging requirements in units that have been standing for over six months.
  4. 04Request a detailed explanation of their process for reporting project pacing to ownership groups that demand daily updates.
  5. 05Check their methodology for training sales agents on handling buyer objections related to construction completion timelines.
  6. 06Check their approach to coordinating sales collateral updates between the agency and the in-house project team.

03 / Context

Where do we find people who are not applying?

  • We find high-performing Directors of Sales within competing new development projects that are reaching the end of their sell-through cycle. These leaders are motivated by the prospect of taking a project from early-stage design through to completion, rather than just handling the finish line. Their expertise is battle-tested in environments where unit delivery dates shift frequently.
  • Another source includes sales leaders at national homebuilder divisions who are looking to move into urban vertical development. These people understand the rigors of production-based sales systems and possess the discipline to implement structured CRM tracking. They move when the developer structure in their current firm limits their ability to influence pricing and marketing strategy.

04 / Pitfalls

Which hiring mistakes should you avoid?

  • Hiring based on a long list of successful projects without verifying if the candidate actually led the pricing release strategy.
  • Prioritizing candidates who rely heavily on internal agency support rather than those who challenge the agency to perform better.
  • Ignoring the inability to translate complex construction delays into a compelling sales pitch that keeps buyers interested despite waiting for their units.

Pay snapshot

$148,270

Director of Sales, New Development maps to Sales Managers (11-2022), 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.

Sales Managers, SOC 11-2022. 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

    Strategy Alignment Audit

    We begin by analyzing your project's specific absorption requirements and the current performance of your sales office. We meet with your leadership team to define the exact constraints of your inventory release and where the current sales process fails to capture interest. This ensures we are not seeking a generic sales manager, but an operator who thrives under your specific financial goals.

  2. 2

    Targeted Market Outreach

    We identify and screen candidates who manage current, active new development projects. We focus on people who have navigated recent inventory surpluses and maintained pricing integrity. During our initial discussions, we test their technical knowledge of CRM data use and their history of managing broker outreach programs that actually deliver contract-ready buyers rather than passive lookers.

  3. 3

    Evidence-Based Validation

    We conduct deep-dive interviews where we force the candidate to reconstruct a difficult sales situation from their past. We focus on the exact moment they realized a pricing model was incorrect and the specific actions they took to adjust it without damaging brand equity. We then present to you a shortlist of leaders who showed clear decision-making capacity and measurable influence on revenue.

06 / Questions

What do owners ask before they hire?

How fast can you deliver a final hire?

We prioritize finding the right fit, so we deliver a vetted shortlist. A rushed search often results in a leader who cannot handle the complexities of your specific asset, leading to more turnover.

How should I handle counteroffers from their current employer?

Counteroffers are common when you find a high-performing lead. We advise focusing the conversation on the long-term project vision rather than just base compensation, as money rarely solves the reason they were willing to talk to us.

How do you handle candidates relocating for the role?

We screen for the candidate's understanding of your specific market's buyer behavior and their willingness to integrate into the local broker network immediately. We avoid candidates who lack a concrete plan to build local industry relationships upon arrival.

How do you assess if they are a cultural fit for our development firm?

We look at how they interact with stakeholders like developers and construction teams during high-pressure phases of a project. We look for people who can translate construction reality into sales narratives without being confrontational.

What are your fee structures for this search?

We operate on a standard contingency basis where fees are defined in a signed agreement once we begin the search. We provide other engagement models if you require a dedicated, exclusive partnership for multiple hires.

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
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How soon? optional

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Step 2 of 2: your details

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What happens next

Keep looking

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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.

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