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Leasing Coordinator, Commercial RecruitersAlso known as Leasing Administrator

Real Estate Headhunters: A commercial leasing coordinator occupies a position at the center of your property operations. They manage the flow of data between your brokers, your legal counsel, and the prospective tenants who occupy your buildings. When this work is done poorly, you face delayed possession dates and missing revenue. It is not enough to simply track dates on a spreadsheet.

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

You need a coordinator who tracks lease velocity and document routing accurately to protect your asset value.

No upfront fee. You pay only if you hire.

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Leasing Administrator

01 / The decision

What does this hire really come down to?

A commercial leasing coordinator occupies a position at the center of your property operations. They manage the flow of data between your brokers, your legal counsel, and the prospective tenants who occupy your buildings. When this work is done poorly, you face delayed possession dates and missing revenue. It is not enough to simply track dates on a spreadsheet.

Your coordinator must distinguish between a completed deal and a document ready for execution. They catch errors in the Letter of Intent before the lease gets drafted, saving you weeks of revisions. They understand the urgency of commercial real estate and keep all parties accountable to the transaction timeline. This role requires constant attention to detail that goes beyond simple filing tasks.

When hiring for this seat, you must avoid candidates who only process paperwork. You need a professional who understands the financial implications of every lease clause. They should verify that insurance requirements are met before allowing tenant access. They prevent the common drift that occurs when multiple parties pass drafts back and forth without clear ownership.

02 / Questions

What do we check before you see anyone?

  1. 01Ask if they review the lease against the final LOI to ensure terms like rent abatements and tenant improvements match exactly. A good coordinator spots discrepancies here that would otherwise cause a financial loss later.
  2. 02Verify their technical skill with platforms like VTS or MRI. You need someone who does not just enter data but understands how to generate reports for your owners that show actual leasing velocity versus projections.
  3. 03Determine how they handle document routing when a tenant’s legal counsel pushes back on standard forms. They should know when to escalate a request to your counsel and when to stand firm on your landlord requirements.
  4. 04Test their ability to manage complex tenant insurance certificates. An expired COI can expose your property to liability if an accident occurs during a build-out or move-in process.
  5. 05Review their process for tracking pending deals that stall. A skilled coordinator flags these deals for you and the broker before they die on the vine due to administrative neglect.
  6. 06Check their communication style with brokers. They must be able to push a broker for missing items without compromising the relationship or the deal status.

03 / Context

Where do we find people who are not applying?

  • We identify talent primarily from established commercial brokerage support teams and property management departments. These people spend their days processing complex transactions for diverse portfolios. They move when they desire more exposure to the owner side of the house or when they have outgrown the volume of their current brokerage desk.
  • We also look at real estate paralegals who seek a transition into operational asset management. These candidates bring a heightened level of rigor regarding legal document integrity. They are often ready to move because they want to participate in the commercial lifecycle rather than just handling the backend closing paperwork.

04 / Pitfalls

Which hiring mistakes should you avoid?

  • Over-hiring based on years of experience without checking specific software skill. You might hire a veteran who cannot actually use your tracking platform, leaving you to do their data entry for months.
  • Neglecting to test their ability to prioritize tasks under pressure. When three different brokers need a lease out by the end of the day, a coordinator who lacks a system for triage will fail to meet your targets.
  • Failing to confirm they understand the difference between a standard lease and a sublease agreement. They must grasp the technical aspects of your specific lease documents to protect your interest during negotiations.

Pay snapshot

$47,540

Leasing Coordinator, Commercial 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 Your Transaction Flow

    We begin by mapping out how a deal moves from the LOI stage to a fully executed lease in your specific firm. We define the checkpoints where the coordinator must intervene to catch errors. This ensures we find a person who fits into your existing architecture rather than forcing you to change your workflow to accommodate them.

  2. 2

    Technical Audit of Candidates

    We verify the candidate has actually used the specific tools required for your daily work. We ask them to explain how they organize a queue of pending deals when the volume hits a peak. We look for someone who has maintained accuracy across multiple concurrent transactions for at least one fiscal year.

  3. 3

    Pressure Testing Communication

    We simulate scenarios where a broker is aggressive and a tenant is slow. We observe how the candidate manages the tension while keeping the document flow moving. We look for a tone that is firm, professional, and entirely focused on getting the deal executed correctly according to your standards.

06 / Questions

What do owners ask before they hire?

How long will this search take?

The time to completion depends on the current market and your specific requirements. We focus on identifying high-quality matches rather than providing a rapid succession of unqualified applicants.

How do we handle counteroffers?

Counteroffers occur in most active searches. We prepare you to address the candidate’s motivations early so that a sudden resignation offer does not derail the transition.

Do you assist with relocation candidates?

We vet candidates based on their desire to work at your location. If they are relocating, we confirm they have a clear plan for the move that will not impact their start date.

What is the assessment for cultural fit?

Fit is defined by how they manage your specific workflow and ownership reporting style. We focus on their past performance in environments that mirror your operational speed.

How is your fee structured?

We operate on a contingency basis with clear terms laid out in a signed agreement. We do not charge until the candidate is successfully hired.

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 Commercial Leasing, Lease Abstraction and Tenant Services roles

Hiring guides and interview questions

Property and client types
Related pages

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?