Real Estate & Property Management Recruiters

Your industry-specific recruiter can navigate the search process for you, saving you time and effort while finding opportunities that align with your skills, experience, and interests. Job seekers can gain access to unlisted job opportunities, niche industry knowledge, and personalized search support. 

Here are some additional ways AllSearch’s commercial real estate recruiting firm helps job seekers:

1. Access to hidden job opportunities: Access a hidden job market. Our recruiters have access to job openings that may not be advertised publicly — and in some cases, are only filled through referrals or connections. A recruiter can help increase your chances of finding a great position by tapping into this hidden market.
2. Access to expertise and industry knowledge: The commercial real estate, and all of the disciplines that make up the industry, are your recruiter’s specialty. They deeply understand the trends, challenges, and hiring practices. They can provide you with valuable guidance on your job search and position your skills and experience to fit the needs of employers.
3. Effort and time savings: Today’s job search is time-consuming and stressful. Let an industry-focused recruiter manage some of that load to streamline the process. They can handle administrative tasks like resume screening, interview scheduling, and job offer negotiations. 
4. Personalized job search support: Personalized support can improve your chances of landing a job. At AllSearch, our recruiters are happy to offer help refining your resume and cover letter, preparing for interviews, and providing feedback to make you a stronger candidate. 
5. Access to a strong network of industry connections: A strong network goes a long way in today’s hiring market. Our agency has an expansive list of industry connections, from employers and hiring managers, to notable associations and industry talent. They can leverage these connections to help find you job opportunities that match your skills and experience.
6. Salary negotiation support: Our recruiters will make sure your pay accurately reflects your skills and experience. They’ll provide support and guidance during the salary negotiation process to ensure your compensation package is fair.

Our real estate and property management recruiting company understands that the best way to land talent in this highly competitive employee landscape is to use a variety of sourcing avenues. Our client base uses many recruiting techniques to find, land, and retain the best possible talent. Here are some of the top ways we’ve found success:

• Networking with existing peers in the industry
• Building a long-standing relationship with the right real estate and property management recruiters
• Leveraging commercial real estate trade association memberships and sponsorships
• Employee referral programs
• Industry-specific and general resume boards (If you have the time to properly search, vet, contact, and follow through with candidates who are also being contacted by dozens of other companies)
• Job postings (With the same caveat as above)
• Internship programs (A heavy on your time investment upfront, but can be a great way to land talent early in their path)

The role of a recruiter is to connect employers with qualified candidates who can help them achieve their staffing needs and goals. Our recruiters will provide valuable insights and expertise to job seekers and employers, helping to streamline the hiring process and ensure that the right people are in the right positions.

We use a variety of platforms to find talented commercial real estate specialists in your area of focus. The search starts within our unique internal database of talent that has been grown and carefully curated over the last 20+ years. 

We’re subscribed to premium versions of every single modern job board, tool, website, and medium you can think of. If you work with us, you will “have access” to that power.

A good recruiter will post your jobs online, but a great recruiter will make sure your job posting is found. Your AllSearch recruiting partner will research your open position and work to ensure your job description is found near the top of every search by the right people. 

When the right talent seems to be located, your recruiter will properly vet the candidates by screening their resumes, conducting phone or video interviews, verifying references, and more. They will only build relationships with talent with the proper experience, technical skills, and values that align with the employer’s culture. 

At the same time, your recruiter is there to help you see through the abstract, and genuinely understand your candidate’s capabilities, how they compare to peers, and if they are really the right match for you. 

On the job search side, AllSearch can provide guidance and support throughout the hiring process with interview preparation, job offer negotiations, and connections to the top companies in the industry. 

A good recruiter will conduct thorough research, screenings, and comparative analysis before introducing any candidates to you. The goal during those conversations is to get to know the candidate — ensuring that their skillset is a match, determining exactly why they are looking for a new opportunity, confirming salary expectations, and often most importantly, determining if they’d be a culture fit.

Our real estate and property management recruiters use a combination of these methods to thoroughly evaluate candidates and ensure we are selecting the most qualified candidates for the job. Here are some of the common ways we screen candidates for our partners:

• Resume reviews: to assess their education, work experience, and skills to determine if they are a good match for the job.
• Phone interviews: to further assess a candidate’s experience, skills, and qualifications for the job.
• In-person interviews: to assess their personality, communication skills, and cultural fit with the organization.
• Reference checks: to verify their work history, skills, and character.
• Background checks: to ensure that the candidate has no criminal history or negative references.
• Skills testing: to measure the candidate’s abilities in specific areas such as property & casualty, account management, claims, life & health, auto, and other niche topics relevant to insurance.
• Online presence: to assess their reputation, experience, and qualifications.

We know what to ask, what to look for, and what the red flags are because this is what we do all day, every day.  We’ll only send candidates for consideration if they check most or all of the boxes.

We typically allow at least 7-10 business days for the recruiter to get the message about your hiring needs into the market. During the process, your recruiter will provide weekly check-ins to provide timely market feedback based on what we’re seeing and any challenges we’re facing. 

In some cases, we may need to adjust the parameters of a search to open up the candidate pool and increase your chances of finding talent. We will be upfront and transparent if we can’t identify any candidates for your role.

The typical hiring timeline to place a candidate depends on several variables, but our average is usually 6 weeks. That breakdown includes:

• Two weeks of sourcing candidates
• Two weeks of interviewing
• Two weeks for the candidate to submit their two weeks’ notice at their current employer

We know that your team’s success depends on finding, landing, and bringing your new hire up to speed as quickly as possible, so our recruiters will keep you well-informed throughout the process.