Retained search for the leadership that runs your portfolio. VPs, directors, and C-suite for real estate and property management firms in New York.
A bad executive hire does not just cost a salary. It costs momentum, it costs your team, and it costs the year it takes to notice and start over.
The best leaders are not scrolling job boards. They are running portfolios right now, and reaching them takes a real search, not a posting and a pile of inbound applications.
We start in your building to understand the role, the team, and what great looks like, before a single name goes on a list.
Every finalist is assessed for fit and leadership style, so you are choosing between people who can actually run the operation.
You see the market, the pipeline, and the progress every week. No black box, no disappearing for a month.
The best candidates I have seen in this entire search, including the last seven months of the other firm being retained.
A retained search closed in 33 days after the prior firm spent seven months and eight candidates with no hire. High touch, on-site, and built to close.
Retained executive search is typically a percentage of first-year compensation, and the number depends on the seniority and scope of the seat. We will put a clear figure in front of you for your specific search.
Directors and VPs of property management, heads of operations, regional leaders, and the senior people who run a portfolio like an owner would.
An executive search takes longer than a line-level hire because the pool is smaller and the stakes are higher. We move with urgency and keep you updated at every stage rather than going dark.
We have spent years in property management hiring specifically. We know the operators who can run your portfolio, and we vet for judgment and leadership, not just a title on a resume.
Retained search for the seats where a wrong hire costs a year: regional directors, VPs of operations, heads of property and asset management. Our evaluation is built around one idea: past storms predict future steadiness.
We probe the hard chapters on purpose: a failed REAC, a union negotiation, a lease-up that slipped, a conversion that got messy. Leaders who have taken a portfolio through trouble talk differently from leaders who inherited calm, and the difference is audible.
The right executive defends a budget to a board on Tuesday and walks a basement with a super on Wednesday. We test for range, because New York operations punish leaders who only work at one altitude.
Our reference work reaches the people who worked under the candidate, not just above them. How a leader's teams retain, grow, and speak about them two years later tells you more than any interview performance.
For the operational layer below the executive seat, see our director of operations search. For portfolio-wide staffing in the affordable sector, start with affordable housing recruiting.
Retained search is a partnership. Send us the role and we will walk you through how we run it and what to expect.