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

Doorman RecruitersAlso known as Door Attendant / Doorperson

Real Estate Headhunters: Many owners treat the front desk as a passive station for package storage and door opening. This mistake ignores the liability you hold when unverified visitors gain entry to private hallways. A mediocre staff member creates a false sense of security while letting unauthorized people walk past without a second glance. You need someone who distinguishes between a frequent visitor and a threat.

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

Your property lobby requires more than a uniform; it needs a guard against unvetted visitor access and delivery chaos.

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.
Door AttendantDoorperson

01 / The decision

What does this hire really come down to?

Many owners treat the front desk as a passive station for package storage and door opening. This mistake ignores the liability you hold when unverified visitors gain entry to private hallways. A mediocre staff member creates a false sense of security while letting unauthorized people walk past without a second glance. You need someone who distinguishes between a frequent visitor and a threat.

Your building requires a professional who manages the physical security of your lobby during their entire shift. Residents demand privacy, and the doorman acts as the primary filter for that expectation. If your current staff ignores visitor logs or abandons their post for long periods, you are inviting preventable incidents. Reliable personnel know that physical presence matters as much as the observation of entry points.

A true professional maintains order while handling the daily volume of logistics, including food delivery and courier drop-offs. They must process these items without cluttering the entrance or creating hazards for residents. Hiring based on a friendly smile often misses the lack of attention to detail required for logbook accuracy and building access protocols. You want a worker who treats every delivery as a potential security touchpoint rather than a chore.

02 / Questions

What do we check before you see anyone?

  1. 01Confirm their experience with standard building logbook procedures to ensure they track every delivery and non-resident arrival accurately.
  2. 02Verify their knowledge of union rules if your property operates under a collective bargaining agreement like 32BJ to avoid potential labor disputes.
  3. 03Ask how they handle an aggressive or intoxicated visitor trying to gain entry; look for calm verbal de-escalation over physical confrontation.
  4. 04Check their ability to manage complex package delivery systems and notify residents without leaving the desk unattended.
  5. 05Check their comfort level with basic security technology, including CCTV monitoring and emergency call protocols for fire or medical incidents.
  6. 06Check their verbal communication skills for addressing residents while keeping an eye on the door and monitoring the lobby flow.

03 / Context

Where do we find people who are not applying?

  • We identify candidates primarily from urban residential properties where lobby protocols are strictly enforced. These people understand the cycle of shift work and the constant demand for alertness in high-traffic lobbies. We also vet staff from hotel environments who have worked in high-volume bell departments and understand the mechanics of guest processing and luggage handling.
  • Good candidates move when they find a building that offers more predictable scheduling or a better management structure for their responsibilities. They often leave environments where security protocols are ignored or management fails to back their enforcement of house rules. We look for those who seek stable, long-term assignments where they can build rapport with residents while staying disciplined regarding security procedures.

04 / Pitfalls

Which hiring mistakes should you avoid?

  • Assuming that personality replaces tactical awareness often leads to staff who are liked by residents but fail to stop unauthorized guests from entering the building.
  • Hiring staff from properties without union or high-security standards creates a mismatch; those workers may struggle to adapt to the careful documentation required in your facility.
  • Failing to discuss specific lobby incidents during the interview allows candidates to hide poor judgment behind generic answers about customer service.

Pay snapshot

$37,080

The work of Doorman fits SOC 39-6011, Baggage Porters and Bellhops. BLS includes workers across industries and employers, not just real estate.

Baggage Porters and Bellhops, SOC 39-6011. 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 Your Protocol Requirements

    We start by auditing the specific security and service standards unique to your lobby layout and resident base. We distinguish between properties that require rigid visitor sign-in logs versus those needing a more discreet concierge approach. By establishing these ground rules, we ensure the candidates we source understand the difference between being a friendly face and being the primary building gatekeeper.

  2. 2

    Evaluate Tactical Incident Response

    We present candidates with realistic scenarios common to your property, such as a resident demanding entry for an unannounced contractor or a delivery driver refusing to use the loading dock. We listen for how they prioritize building policy over immediate convenience. We look for workers who document every deviation from the rules and report potential threats rather than avoiding conflict to please the visitor.

  3. 3

    Verify Alignment With Operational Standards

    We handle the final screening to ensure the candidate meets your specific scheduling needs and understands their role within the property management chain of command. If the engagement involves a contingency fee arrangement, we finalize the agreement and ensure all paperwork is signed. We confirm their past behavior matches your building's expectations for attendance, log maintenance, and professional conduct before they report for their first shift.

06 / Questions

What do owners ask before they hire?

How long will it take to fill this position?

The timeline depends on the complexity of your security requirements and the current availability of candidates who meet our strict criteria. We prioritize finding the correct person over filling the seat immediately, as a bad hire in your lobby introduces significant security risks.

What happens if a candidate receives a counteroffer?

We advise you on how to strengthen your initial offer to remain competitive without entering a bidding war. If they decline, we move immediately to the next vetted candidate who meets our standards to maintain your building's operational continuity.

Do you handle relocation for these roles?

We typically source locally to ensure the candidate is familiar with the neighborhood and the logistical demands of your city's residential market. Relocation is rarely a factor for these positions as local proximity often indicates better reliability for shift coverage.

How do you ensure they are a good fit for my building culture?

We check their history of working in environments similar to yours and verify their ability to follow established house rules. We verify they have the right temperament to balance high-security enforcement with professional, courteous service toward your residents.

What is the fee structure for this service?

Our fees are outlined in a standard signed contingency agreement that we provide upon request. You only incur a cost once the candidate is hired, ensuring our interests stay aligned with yours during the entire search process.

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

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What happens next

Keep looking

More on this search

All Concierge, Front Desk and Resident Services roles

Hiring guides and interview questions

Property and client types
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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?