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Executive Vice President, Operations Recruiters

Real Estate Headhunters: Your portfolio has grown to the point where your current management structure no longer provides the clarity you need to track site performance. You need an executive who translates your investment goals into day-to-day property operations. We help you find a leader who establishes the specific protocols your regional directors must follow. This person ensures that your property management software produces reports that actually allow you to make informed decisions about your assets instead of just reviewing disconnected data points.

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

You are struggling to maintain consistent portfolio performance across disparate geographic markets and need an executive who can standardize operational output.

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.

01 / The decision

What does this hire really come down to?

Your portfolio has grown to the point where your current management structure no longer provides the clarity you need to track site performance. You need an executive who translates your investment goals into day-to-day property operations. We help you find a leader who establishes the specific protocols your regional directors must follow. This person ensures that your property management software produces reports that actually allow you to make informed decisions about your assets instead of just reviewing disconnected data points.

When you expand into new markets, your overhead often climbs without a proportional increase in net operating income. You need a leader who defines the exact workflows for leasing velocity and expense containment that work for your specific asset class. We look for individuals who have built these structures for owners like you. We ask them to explain how they handle vendor procurement and capital improvement cycles so that you stop losing money on redundant maintenance and deferred site repairs.

The risk of non-compliance with state and local regulations keeps you up at night because a single oversight can impact your entire portfolio. You need an executive who knows how to build the oversight layers required to protect your equity. We identify candidates who have successfully managed the transition from decentralized, site-specific management to a centralized operational model. We evaluate whether they can effectively hold your regional directors accountable to the financial targets you set during annual budgeting.

02 / Questions

What do we check before you see anyone?

  1. 01Can the candidate provide a specific example of how they standardized reporting across five or more regions without adding excessive administrative headcount?
  2. 02Does the person have a history of moving a portfolio from a decentralized system to a centralized software platform while maintaining income?
  3. 03How does the individual manage the capital improvement cycle to ensure that you get the maximum remaining economic life from your assets?
  4. 04Can the candidate explain their process for auditing regional directors when their reported budget variances consistently exceed your firm's internal tolerance thresholds?
  5. 05Does the individual possess a current understanding of HUD or relevant state statutes that directly apply to your specific residential portfolio?
  6. 06Can the candidate describe how they determine the appropriate number of regional staff needed to oversee a portfolio of your exact size?

03 / Context

Where do we find people who are not applying?

  • Candidates for this seat typically work within national third-party management firms or for large-scale, vertically integrated REITs. These professionals move when their current employer creates too many layers of bureaucracy, preventing them from applying the operational changes they know work. They seek environments where an owner wants a direct line of sight into property performance. We look for those who have outgrown their current role because they are ready to own the entire operational stack for a private owner.
  • Professionals often move from private equity-backed firms when the ownership shifts focus toward rapid disposition rather than long-term asset value preservation. They possess expertise in managing large portfolios under institutional reporting requirements. These candidates are currently managing assets that require high levels of compliance and financial reporting rigor. They seek a move to an owner-operator environment where they can build a culture of accountability and implement consistent technology standards across the entire regional management hierarchy of the company.

04 / Pitfalls

Which hiring mistakes should you avoid?

  • Hiring a candidate who only understands how to oversee one specific asset class when your portfolio requires a broader, multi-sector operational perspective.
  • Choosing a leader based on their ability to talk about management theory rather than their practical experience in fixing underperforming property budgets.
  • Ignoring the candidate's actual history with the specific property management software you utilize, which leads to prolonged integration and reporting delays.

Pay snapshot

$105,770

Executive Vice President, Operations maps to General and Operations Managers (11-1021), 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.

General and Operations Managers, SOC 11-1021. 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 Operational Scope

    We identify whether you need a strategist who builds corporate infrastructure or a fixer who stabilizes your current regional management layer. We determine the exact financial metrics you use to measure site-level success.

  2. 2

    Analyze System Proficiency

    We interview candidates on their specific history with your management software. We require proof that they can extract data for variance analysis and implement new workflows without disrupting your ongoing operations.

  3. 3

    Evaluate Leadership Structure

    We test how the executive creates regional reporting lines and sets performance standards. We confirm they know how to demand accountability from regional directors and department heads when targets are missed.

06 / Questions

What do owners ask before they hire?

What is the typical timeframe for hiring an EVP?

The search process depends on the specific complexity of your portfolio and regional requirements. You receive weekly updates on our outreach progress until we present finalists.

What is your fee structure?

This position follows a permanent contingency model. You only pay for the service after you successfully hire a candidate, with all billing and payment terms defined in our signed client agreement.

How do you handle counteroffers?

We focus on candidates who seek a move because their current firm cannot offer the operational autonomy they need. We address their specific motivation for leaving before we start the interview process.

Do you provide a replacement if the hire does not work out?

We work with you to identify a replacement if the executive departs within the specified timeframe. We prioritize finding a successor who addresses the original operational gap.

Can you handle a portfolio with mixed asset types?

We screen candidates based on their specific experience with the asset types you own. We confirm they understand the different regulatory environments for conventional or affordable housing.

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

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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.

Which related pages help with this opening?