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

Vice President of Facilities, Residential Recruiters

Real Estate Headhunters: You face a critical decision when your residential portfolio grows beyond your ability to oversee individual site maintenance personally. You need someone who can translate your financial goals into physical reality by managing capital projects and regional technical standards. We help you define exactly what decisions this person must control versus which ones you retain. You require a clear view of your buildings, not just reports on work orders, to ensure your physical assets gain long term value.

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

You are struggling to control capital expenditure and site maintenance quality across your residential portfolio.

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?

You face a critical decision when your residential portfolio grows beyond your ability to oversee individual site maintenance personally. You need someone who can translate your financial goals into physical reality by managing capital projects and regional technical standards. We help you define exactly what decisions this person must control versus which ones you retain. You require a clear view of your buildings, not just reports on work orders, to ensure your physical assets gain long term value.

Deciding who should lead your facilities effort depends on whether you need a strategist for long term planning or a troubleshooter for current systemic failures. You must determine if you expect this person to negotiate major vendor contracts or if you prefer to set those terms yourself. We ask you to identify the specific building systems currently causing you the most financial strain. You need a leader who prioritizes your property valuations above temporary fixes on maintenance issues.

Your hiring process must identify if a candidate understands how to balance your desire for resident retention with the realities of aging building components. You need to know if they can audit sites to see what your maintenance team misses during daily walkthroughs. We guide you through evaluating their logic on repair versus replacement trade-offs. You require a partner who makes difficult, data-driven decisions that protect your cash flow and keep your physical assets operating in compliance.

02 / Questions

What do we check before you see anyone?

  1. 01We verify their ability to audit site life safety records for compliance with state and local fire department standards for your specific property types.
  2. 02We confirm they can interpret financial reports to differentiate between routine operational maintenance and capital expenditure projects during your annual budget forecasting process.
  3. 03We check their history of managing exterior envelope projects like roofing and siding to ensure they minimize resident disruption during major site improvements.
  4. 04We evaluate their experience in building preventative maintenance schedules for high usage areas like swimming pools and fitness centers to limit your liability.
  5. 05We test their logic when responding to recurring site maintenance patterns that require root cause analysis rather than repeated, costly, and temporary plumbing patches.
  6. 06We assess their proficiency with facility management software to ensure they can provide you with clear data for long term asset investment planning.

03 / Context

Where do we find people who are not applying?

  • Professionals often move from third-party management companies to owner-operator firms when they seek more direct authority over capital decisions. We find people working in established REITs who might be looking for more agility in how they execute facility programs. They frequently consider new roles when their current employer creates rigid budget constraints that prevent them from addressing deferred maintenance. You might find talent in firms that recently finished large portfolio acquisitions where they were tasked with stabilizing older assets.
  • Some qualified individuals come from the construction management sector, specifically those focusing on existing asset renovation rather than ground-up building. They often look to transition into portfolio-level ownership roles to gain a broader view of the full building lifecycle. When a project concludes or market conditions shift, these experts search for positions where they can apply their technical knowledge to your long-term operations. We talk to people who have reached the limit of their influence within specialized renovation firms.

04 / Pitfalls

Which hiring mistakes should you avoid?

  • You mistake technical knowledge for operational leadership, which causes the new hire to fix toilets rather than building the strategy you need for the portfolio.
  • You hire based on a list of software certifications instead of checking if they can actually manage the vendor relationships needed for your specific property class.
  • You allow the hiring process to focus on academic definitions of maintenance instead of discussing the actual physical problems currently causing you financial losses every month.

Pay snapshot

$106,660

Vice President of Facilities, Residential maps to Facilities Managers (11-3013), 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.

Facilities Managers, SOC 11-3013. 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 Authority

    We sit with you to outline which capital expenditure decisions you approve and where you grant autonomy to this person. You must clarify if they hold the final word on regional vendor contracts.

  2. 2

    Scope Technical Needs

    We review your current portfolio to see if you need more expertise in mechanical systems or life safety compliance. We identify the specific physical failures you need them to solve first.

  3. 3

    Qualify Operational Logic

    We force a conversation on how they handle emergency versus preventative work. You evaluate their reasoning to ensure they protect your asset value instead of just lowering current expenses.

06 / Questions

What do owners ask before they hire?

How long will the search take?

Timing depends on your requirements for specific property types and local market availability. We provide regular updates on our progress and the active interest we generate.

What if they receive a counteroffer?

We address this by understanding why they want to leave their current role before we ever present them to you. A firm offer from you usually succeeds when the professional seeks the authority you provide.

Can you handle relocation?

We assess if they are willing to move based on their current family situation and interest in your specific portfolio. You decide if you will offer assistance for the move.

Does the fee apply to all roles?

We provide permanent contingency services where you pay only when you hire a candidate. Other engagement types, such as special projects, are available upon request under their own terms.

How do we define the scope?

You define the scope based on the number of sites and the technical complexity of your assets. We refine this description to ensure we only target people with relevant experience.

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

By sending, you agree that Royalty Talent LLC may contact you about this request. Privacy

What happens next

Keep looking

More on this search

All Maintenance, Facilities and Building Engineering roles

Hiring guides and interview questions

Property and client types
Related pages
Hiring situations

Hiring their team too?

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?