Our Search Process

We

… conduct a conference call to discuss the position, selection criteria, compensation range, and interviewing process.

… recruit using the latest social media platforms, our proprietary database, as well as the tried-and-true method of cold-outreach to candidates in recruitment.

… filter the best-fit candidates looking at skill set as well as ‘stand out traits,’ cultural fit, and motive.

… coordinate the interviewing process via phone / video interviews and physical interviews.

… assist with the final candidate selection, reference checking, offer, and closing.

Many recruiters rely on today’s various recruitment tools to find talent. The problem with this approach is that it’s very easy to rely on tools too much and use them as a “shortcut” for putting in the necessary effort, which can lead to finding and hiring talent that isn’t always the best match for a role.

Cold-outreach candidates may not be as popular in the recruitment world as it once was, but that isn’t the case for us. We firmly believe that there’s often no substitute for rolling up our sleeves and putting in the work associated with cold-outreach to candidates.

Cold-outreach is our “secret sauce.” While others have abandoned this recruiting technique for modern technologies, it remains a key component in achieving a successful recruiting outcome. This technique maintains the human element and relationship component associated with talent sourcing, which are key to allowing the recruiter to learn about a candidate’s motives, soft skills, and personality. This analysis helps us to determine culture fit in a new company.

We do not rely solely on electronic communication to conduct the task of recruiting. We are a real voice that clients and candidates alike appreciate.

Today’s real-time total number of candidates in our real estate recruiting database exceeds 254,000. We track the careers of real estate professionals and maintain accurate contact information for each individual. This is an organic list of professionals gathered from previous searches as well as those who have reached out to us because of our strong presence in the industry.

Our first step in every search is to dig deep into our database. We check it to identify known candidates who are a good match for your open requisition(s). It is rich with talent and identifies those whom we call first for interest and/or referrals.

At the start of each search, we ask a simple but critical question: “Do you prefer local-only candidates, or are you open to regional / national options?”

This enables us to develop a search strategy that aligns with your actual needs—not a one-size-fits-all approach.

We proactively search—direct outreach, industry relationships, and a national network built over decades. We don’t rely on posting jobs and waiting for responses.

The result: candidates you don’t know exist, but absolutely need.

We have experience across:

• Primary markets
• Secondary markets
• Tertiary markets that most firms don’t touch

While we work across all 50 states, our search strategy mirrors ripples in water:

• Local talent first
• Regional expansion next
• National outreach when required

This all comes together because of:

• A decades-deep database
• Real-time research
• Direct outreach
• Industry expertise across all of the disciplines found in income-producing real estate.

A Strategy Focused on Solving Problems, Not Selling Services