How does the pay range builder help with a job posting?
It copies the published middle-half band, the 25th to 75th percentile wages, together with the median for the mapped occupation and area. Each figure comes with its source line and mapping note, so the range you post rests on an official benchmark you can cite if a candidate asks.
Owners still decide where the posted range should sit within or around that band. A role carrying a larger portfolio or a hard-to-staff schedule may justify a range nearer the upper published values. An entry role with strong training may sit lower. The tool shows the numbers; judgment about the property stays with you.
The wage figures follow the survey definition: base pay, guaranteed pay and production bonuses are included, while overtime, on-call pay and discretionary bonuses are not. If the role carries on-call duty or a vehicle allowance, describe those separately in the posting.
A clear range tends to draw more relevant applicants and fewer mismatched ones. Pair it with an honest description of the work, and the job description review can check the rest of the text.
How should a published range be explained to candidates?
State the range plainly, explain what it covers and what sits outside it, and be ready to say where in the range a strong candidate would land. Candidates trust a range with a clear basis, and owners avoid awkward negotiations later when expectations were set on firm ground from the start.
If the range rests on the published middle-half band, saying so can help. It shows the figure is grounded in an official source rather than a guess.
Revisit the range when a new release is published or the role scope changes, so postings stay accurate over time.
The range appears without an email, and the optional emailed report keeps the figures together with the release label, mapping note and source line. That record is useful when a posting is questioned months later or when a new release arrives and you want to see what moved. If the mapped occupation is only a proxy for your title, mention the scope of the job beside the range so readers understand why your figures may differ from the published band.
Build a pay range for a job posting
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.
Build a pay range for a job posting
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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?
Should the posted range match the published median exactly?
Not necessarily. The median describes the whole occupation. Your property scope and schedule may justify a different position.
Does the range include housing or rent discounts?
No. BLS excludes discounts, so state any housing benefit separately in the posting.
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.