How does the offer checker place an offer against published wages?
Enter the offer and pay basis, and the checker compares it with the published 10th, 25th, median, 75th and 90th percentile wages for the mapped occupation and area. It reports which band the offer falls in, the gap to the median and how far it is from the next published percentile.
The comparison uses the same basis you choose. If the occupation is published only hourly or only annually, the tool says so rather than converting. Where BLS top-codes high wages, the result reports that the offer is at or above the highest published value instead of inventing a precise figure.
Owners use the result as a reality check before an offer, not as a final answer. The benchmark covers the occupation across all employers, so a property with a large team, demanding owner reporting or a hard commute may need to sit higher than the median for the same title.
Remember what the survey excludes. Overtime, on-call pay and discretionary bonuses are not in the wage figure. Keep those terms separate in the offer so the candidate can compare like with like.
How should an owner act on an offer that lands below the median?
Check whether the role is smaller or simpler than the occupation as a whole, whether other parts of the package compensate, and whether the candidate current pay is known. If none of those explain the gap, consider raising the base offer or adjusting scope before presenting it to the candidate.
The gap figures help frame that conversation internally. Showing that an offer sits below the median, and by how much, is often more persuasive to an approver than a general sense that it feels low.
Offers above the 75th percentile deserve a check too. Make sure the role scope justifies the figure, so internal pay stays consistent.
There is also a mode for candidates who received an offer, but owners will get most from the employer mode. It asks for the offer amount and, optionally, current pay. Enter base pay plus guaranteed or production-based incentive pay, and leave out overtime, discretionary bonus, benefits, per diem and relocation. Keeping those items out of the figure is what makes the percentile comparison honest, because the published wages exclude them as well.
Offer competitiveness checker
This is what we do all day: recruit property management and real estate professionals.
Official BLS figures, released 2026-05-15. Public results. Request the PDF or saved report below.
NAA CAM means Certified Apartment Manager. Florida CAM is the community association manager license, an example of state licensing where required. In accounting titles, CAM means common area maintenance. These are not interchangeable.
Offer competitiveness checker
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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
Search Calibration
A brief that settles the operating problem, reporting line, location, compensation and who can approve the hire.
- 2
Market Mapping
A view of relevant working backgrounds, asset types and experience rather than a search based only on titles.
- 3
Professional Contact Intelligence
Direct ways to approach relevant people respectfully, without relying on applications or exposing a confidential vacancy.
- 4
Persistent Personalized Outreach
A conversation about your actual role, with follow-up that establishes whether a move is worth discussing.
- 5
Live Candidate Qualification
Evidence about responsibilities, relevant results, systems and the practical reasons someone would accept the move.
- 6
Candidate Intelligence and Process Support
A short list with context for interviews, objections and decisions, not a stack of unexplained resumes.
What else should you ask before starting this search?
Why does the checker refuse to convert hourly to annual pay?
Where BLS publishes only one basis, converting would rely on assumed hours. The tool reports the published basis instead.
Is an offer above the median always competitive?
Not always. Scope, commute and the candidate current package matter. The checker shows market position, not acceptance.
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.
Salary methodology. Official data retrieved 2026-10-07.
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.