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

Get the property management hire you can put in charge.

We reach people already doing the job, qualify them by phone and send you a short list worth interviewing.

No upfront fee. You pay only if you hire.

Send Us Your Open RoleCheck observed pay in the salary guide
A connected portfolio of residential and commercial buildings
Need someone now? Call 305-306-4829.

No postings. No stacks of resumes. No chasing. You interview a short list.

No upfront fee. You pay only if you hire.

Real Estate Headhunters recruits property managers and the teams around them, nationwide.

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

We recruit property managers, regional leaders, and leasing, maintenance and building teams.

Published BLS OEWS wage estimates, with no proprietary pay forecasts. Stored dataset: May 2025 reference period, released May 15, 2026. Source and methodology

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Property ManagersCommunity ManagersRegional Property ManagersLeasing ConsultantsMaintenance TechniciansCommunity Association ManagersConciergeCompliance ManagersBuilding EngineersProperty Accountants

What changes when we stop relying on applications?

Real Estate Headhunters helps property owners and management companies get to a qualified short list without running another posting campaign. Tell us the job and the operating problem behind it. We contact people doing relevant work, establish whether a move makes sense and check the evidence before you spend time interviewing.

A property manager might be handling renewals while the assistant carries collections. That does not make either person a fit for an asset where the owner expects the manager to defend budget variances and control delinquency. The brief needs to say where the decisions sit. We ask about reporting, spending authority and the condition of the property before treating a title as a match.

For an association, the buyer may be a board rather than an owner. A commercial building may need engineering coordination and lease administration more than apartment leasing experience. An affordable community may need accurate certification work before it needs another marketing idea. Those are different searches, even when the opening is described simply as a manager.

We recruit property managers first and the people around them. Leasing staff need an honest account of traffic and follow-up expectations. Maintenance staff need to know the systems, the tools and the on-call arrangement. Accounting staff need to know who reviews the close. A candidate can evaluate the move only when those details are clear.

Location is more than a pin on a map. A local candidate may have a workable commute but no reason to leave a stable community. A relocation candidate may have the background but need a reporting line that makes the move worth discussing. Traveling assignments are available on request; they are not a promise of next-morning coverage.

The first conversation should reduce uncertainty. If you are deciding between a permanent hire and a defined assignment, say so. If the role needs to remain confidential, tell us before introductions. If the pay budget and the responsibility do not agree, we can identify the conflict without pretending a broader BLS wage estimate is an exact price for your vacancy.

You remain responsible for choosing the hire. Our work is to make that choice better informed, not to bury you in applications. Use the positions index to identify the seat or send the brief as it stands. There is no need to invent a polished job description before telling us what is going wrong.

I need to hire a

Every role family and title is listed below.

The positions we recruit

Explore All Positions Tell Us What You Need

Recruiters who know your asset and your client

Property types

Client types

More industries

Hiring under pressure

01 / Who this is for

One seat is empty and the postings are not filling it.

A manager gave notice. A regional left. A new building needs a team. You can post the job and wait, or you can have someone call the people who already do this work well and ask if they would talk to you.

That is what we do. You tell us the role. We search, we screen by phone, and you meet the people worth your time.

02 / Why postings fall short

The person you want is busy running a property.

  1. 1

    They are employed

    Good operators have owners who value them. They are not scrolling job boards.

  2. 2

    A posting reaches the active few

    People who are looking are not always the people you would choose.

  3. 3

    A call reaches the rest

    We ask the employed ones a simple question: would you hear about this?

03 / Manager first

Property managers first. Then the whole team around them.

Most searches start with the property manager or regional manager, because that person shapes everything else. Once that seat is filled we help with the rest of the team: leasing, maintenance, front desk, grounds, accounting and new development sales.

The manager hires a team. We search for that too.

Leasing consultants, maintenance technicians, concierge and front desk, grounds, pool, accounting and office support, commercial building staff and new development sales. Same direct search, same no fee unless you hire.

Find your role, A to Z

  • Role in the field, not just the title
  • Search scoped to your portfolio
  • Written brief on each shortlisted person
  • No fee unless you hire

04 / Owner and site

Who the manager answers to

Every property manager serves two bosses. The owner or asset manager decides what the property is for: hold it, sell it, push rents or protect occupancy. The site team decides whether any of that happens on the ground. A manager who pleases one and ignores the other will not last.

When we take a search, we ask who holds authority over budget, hiring, vendors and rent decisions. In some companies the site manager signs for repairs up to a set amount. In others every invoice goes up the chain. A person used to full control will struggle in a tightly managed structure, and the reverse is also true. We write this down before we call anyone.

We also ask the owner what has gone wrong before. If the last manager lost the team, we look for someone who has held a team together. If the last one let collections slip, we look for someone with real numbers on delinquency.

05 / Takeovers

Taking over a property that someone else ran

A takeover is different from an ordinary opening. The books may be incomplete, the staff may be nervous, and residents or tenants may have stopped trusting the office. The person you want has usually done at least one takeover and can describe the first thirty days in detail: what they counted, whom they met and what they left alone.

When we speak with candidates for these roles we ask for specifics. How many units or how much square footage came over? Did the old team stay? Were there unpaid vendors or open code items? People who have lived through it answer without hesitation. People who have only read about it do not.

06 / On-call staffing

Who answers when something breaks at night

Maintenance supervisors, chief engineers and on-site managers are often on call. A burst pipe or a failed elevator does not wait for morning. Before we present anyone, we confirm that the person knows what the on-call schedule looks like, whether it is paid, and how often they would be called.

This matters because most people leave a job over the schedule, not the salary. If a candidate has never worked nights and weekends, you should hear that from us early. If an owner expects a manager to live on the property, we say so in the first call, so nobody is surprised at the offer.

07 / Boards and approvals

Working for a board or an approval chain

Community associations, cooperatives and condominiums add a board between the manager and the work. Board members are volunteers with opinions, and they meet on a calendar, not on demand. Spending, contracts and rule changes often need a vote.

We look for managers who have prepared a board packet, answered hard questions in an open meeting and followed a decision they disagreed with. We ask how they handled a board that split in two. Even outside associations, ownership groups and lenders can require approvals, and we ask how the person has worked inside those limits.

Seen enough of how we search? Tell us the seat.

Send Us Your Open Role

08 / Why people move

What makes an employed person take the call

People who do this work well are rarely unhappy for no reason. They move when the portfolio is sold and their job changes, when a larger property opens, when a boss leaves, when the commute grows, or when they stopped learning. Pay matters, but it is seldom the first reason.

So we start by asking what they would want in a next job. A manager with a long tenure at one company may care most about stability. A regional manager may want a bigger territory or a seat closer to ownership. We pass that along to you honestly, together with what they would need to say yes.

We keep contacting people respectfully until we get a real answer. A no is useful. A not now is useful too, because it tells us whom to call when your next role opens.

09 / Our process

The Six-Step Search

We have placed property management and real estate professionals with owners, operators and management companies. From the first calibration call to a signed offer, here is the work behind every shortlist.

  1. 01

    Search Calibration

    We agree the asset type, unit count or square footage, reporting line, spending authority, pay range and what the person must handle alone in the first year.

  2. 02

    Market Mapping

    We research the operators, owners and management companies running comparable properties in your market, and the people doing this work there now.

  3. 03

    Professional Contact Intelligence

    We find professional ways to reach those people directly, rather than waiting for them to see a posting.

  4. 04

    Persistent Personalized Outreach

    We contact people who are not looking with a message about your actual seat, and follow up respectfully until we get a clear yes or no.

  5. 05

    Live Candidate Qualification

    We speak with each person about scope, owners, budgets, systems, licenses, pay and their reason to move before anyone reaches you.

  6. 06

    Candidate Intelligence and Process Support

    You receive a written shortlist note on each person: scope, results as they describe them, pay expectations and what to probe. We then support interviews, references, offer and counteroffer conversations.

10 / The funnel

From the whole market to a shortlist

The market

Property ManagerAsset ManagerRegional ManagerLeasing DirectorCommunity ManagerMaintenance Supervisor

Comparable operators

Property ManagerAsset ManagerRegional ManagerLeasing DirectorCommunity Manager

Target companies

Property ManagerAsset ManagerRegional ManagerLeasing Director

Relevant professionals

Property ManagerRegional ManagerAsset Manager

Engaged candidates

Property ManagerRegional Manager
Your shortlist

11 / What you receive

A written brief on every person

A resume lists jobs. Our brief covers what you need to decide whom to meet. The card shows the format only.

Illustrative format. Not a real candidate.

Scope
Property type, units or square footage, team size and reporting line.
Results
Occupancy, retention, collections or budget results, as the person describes them.
Systems
Software and reporting the person has run.
Why move
What would make a change worth it to this person.
Pay
Current pay and what they expect.
Our read
Where the fit is strong and what to probe in the interview.

12 / How it works

Three steps for you

  1. 1

    Tell us the role

    Send the role, the location and what has made it hard to fill.

  2. 2

    We search directly

    We map the market, reach people who are working now and speak with them.

  3. 3

    You meet the shortlist

    You interview people we have briefed you on. You pay only if you hire.

13 / Beyond your city

Relocation roles

When the right person lives in another state, we talk with them about the move, the timing and what the family needs. Relocation terms are agreed between you and the candidate.

 

Traveling roles

Openings, turnarounds and recoveries sometimes need someone on the road. We look for people who have done that work and are ready to do it again.

Ways to work with us

One role or a whole team. Terms are set in the signed client recruiting agreement.

See how engagements work

14 / Terms

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.

15 / Questions

What do owners ask before they hire?

When do we pay a recruiting fee?

No upfront fee. You pay only if you hire. The fee, payment trigger and any exceptions are documented in the signed client recruiting agreement.

Do you work nationwide?

Yes. We recruit across the United States. Each search defines the role's work location, on-site expectations, travel and whether relocation is realistic.

Do you only recruit property management?

Property management is our core. We also recruit real estate facilities, asset management, development, acquisitions, leasing and accounting professionals.

Where do you find candidates?

We map relevant employers, research professional contact paths and approach people directly. We qualify interest and scope in live conversations before presenting a candidate brief.

What replacement protection do you offer?

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 should you decide before using Home?

A property manager might be handling renewals while the assistant carries collections. That does not make either person a fit for an asset where the owner expects the manager to defend budget variances and control delinquency. The brief needs to say where the decisions sit. We ask about reporting, spending authority and the condition of the property before treating a title as a match.

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

Tell us who you need

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

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?