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New Development and Real Estate Sales Recruiters

Real Estate Headhunters: A sales consultant in a new development performs differently than a general brokerage agent. They represent the builder and the specific product line rather than the buyer. You need someone who converts walk-in traffic from a sign-up sheet into a binding contract.

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

Your new home sales team determines if a project launches or lingers in inventory.

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.
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01 / The decision

What does this hire really come down to?

A sales consultant in a new development performs differently than a general brokerage agent. They represent the builder and the specific product line rather than the buyer. You need someone who converts walk-in traffic from a sign-up sheet into a binding contract.

Your project relies on the ability to handle objections about future amenities that do not exist yet. An effective sales person stays focused on the contract conversion rather than just providing tours. They must manage the expectations of people waiting for their homes to be built.

Sales leadership in development requires constant tracking of traffic and follow-up metrics. You should not be the one chasing agents to update your CRM after hours. A high-performing consultant owns their lead pipeline without needing daily reminders from the sales office manager.

02 / Questions

What do we check before you see anyone?

  1. 01Ask how they handled a situation where the buyer requested structural changes that were not possible. The right answer focuses on redirection to a standard upgrade that satisfies the buyer's need for customization without disrupting your construction workflow.
  2. 02Verify their experience with specific CRM software used in new construction. You want someone who logs every interaction immediately, as late data entry causes mismanaged follow-up tasks and missed conversion opportunities.
  3. 03Test their understanding of the contract process. They must explain why they use your specific builder contracts rather than standard state forms. This shows they understand the legal protections you have built for your development.
  4. 04Ask about their approach to broker outreach. A professional does not just wait for walk-ins; they maintain a list of local brokers and reach out when inventory or incentives change. This keeps your project top of mind for other agents.
  5. 05Discuss how they manage the design studio transition. They must explain how they help buyers select finishes that stay within their budget while increasing your margins on non-structural upgrades.
  6. 06Review how they approach a cancellation. A strong consultant asks why the buyer changed their mind and attempts to salvage the deal through a different lot or home plan rather than just accepting the loss.

03 / Context

Where do we find people who are not applying?

  • The best candidates for these roles often come from existing master-planned communities where they have navigated long-term build-outs. These professionals are used to the grind of high-volume traffic and the technical nuances of construction change orders. We also look at high-performing luxury leasing consultants who have moved into commission-based sales environments.
  • People often move into these positions because they seek the higher earning potential tied to closed contracts rather than a flat salary. We identify those who have reached a ceiling in general real estate but prefer the steady stream of leads provided by a new build project.

04 / Pitfalls

Which hiring mistakes should you avoid?

  • Hiring a general real estate agent who expects you to handle all the administrative contract tasks. You need a specialist who understands the entire builder process, including the coordination with mortgage lenders and construction project managers.
  • Ignoring the need for weekend availability. If your primary sales person cannot commit to the busiest hours of the market, you will fail to capture the buyers who are actually out looking at homes.
  • Prioritizing personality over process adherence. A charming sales person who refuses to track their traffic or follow your sales script will eventually lose you money. You need a discipline-oriented person who happens to be good with people.

05 / Next steps

Your search in 3 steps

  1. 1

    Define the Sales Center Requirements

    We analyze your project's price point and the complexity of your floor plans to identify the specific sales skills required. We determine if your project needs a high-volume closer or someone with a more consultative approach for high-end custom homes.

  2. 2

    Evaluate Candidates Through Scenario Testing

    We present candidates with realistic challenges, such as construction delays, supply chain shortages, or difficult client demands regarding structural finishes. We check how they manage the builder-buyer relationship while protecting your margins.

  3. 3

    Validate CRM and Contract Discipline

    We verify the candidate's history of maintaining data accuracy in complex CRM systems. We confirm they understand the importance of timely contract processing to ensure your project financing remains secure.

06 / Questions

What do owners ask before they hire?

How long will this search take?

The time to fill depends on your specific project requirements. We work at a measured pace to verify experience rather than rushing to provide unqualified candidates.

How do you handle counteroffers?

When a candidate receives a counteroffer, we handle a transparent discussion about your offer structure. We focus on long-term project stability rather than bidding wars that compromise your compensation plan.

What about relocation needs?

We prioritize local talent who already understand your region's market trends. We confirm the candidate has a strong, legitimate reason to relocate permanently.

How do you ensure candidate fit?

We use scenario-based questions to observe how candidates handle the specific pressures of new development sales. This filters for those who can perform the actual work of your site.

How is your fee handled?

We operate under a contingency-based arrangement with fees outlined in a formal agreement. We do not charge upfront fees or retainers unless requested for special engagements.

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 New Development and Real Estate Sales roles

Positions we recruit in New Development and Real Estate Sales

  • New Home Sales Consultant

    Assists prospective home buyers by explaining floor plans and pricing to drive new home construction sales and contracts.

  • New Home Sales Assistant

    Supports the onsite sales team with administrative tasks and appointment scheduling for new home residential construction sales offices.

  • Online Sales Counselor

    Manages initial sales leads and qualifies potential home buyers through digital outreach to schedule tours with onsite staff.

  • Pre-Construction Condominium Sales Associate

    Markets and sells new residential units prior to building completion by communicating project timelines and unit features effectively.

  • On-Site Sales Manager, New Development

    Directs on site sales teams and manages lead pipelines to meet sales goals for new residential housing development projects.

  • Director of Sales, New Development

    Leads the entire sales division for new development projects to manage strategy and staff performance for property closings.

  • Sales Administrator, New Development

    Assists with administrative functions of sales centers for residential housing projects including customer files and documentation.

  • Design Studio Consultant

    Helps homebuyers select interior finishes and upgrades during the residential purchase and design planning phase.

  • Broker Outreach Manager

    Builds relationships with external real estate brokers to drive traffic and increase interest in new developments.

  • Manufactured Home Sales Consultant

    Promotes home ownership options to prospective buyers within manufactured housing community or residential projects.

All positions A to Z

Hiring guides and interview questions

Property and client types
Related roles
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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

What has the empty seat already cost you?

How long did your last search take? How much did the empty seat cost while you waited?

Use your own cover costs and lost value to work it out. The calculator shows the arithmetic and subtracts salary you are not paying if you choose that option. It does not insert a market benchmark or turn a vacancy into an invented sales claim.

Calculate the cost of your vacancy

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?