WELCOME TO RECRUITERMIXER

155,000 Real Estate professionals listed in our database.

We currently have over 155,000 Real Estate professionals listed in our database. Our Candidate pool have been interviewed and pre-screened, confirming their background and experience in the following sectors: Market Rate, LIHTC Housing, Military Housing, Senior Living, Student Housing, Public Housing, Rental of Single Family Homes, HOA Management, Condo Management, Commercial, Office, Retail, Malls, Industrial, Airports, Corporate Housing, Hospitality and Resort Hotels.

Placement Results

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C-Level

Successful Placements

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Senior Management

Successful Placements

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Regional Management

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On-Site Management

Successful Placements

We’re Here To Help Your Business

Through Diligence, Integrity & Persistence

SPEAK TO A RECRUITER!

Core Hiring Principles

A well-defined strategy. The foundation of any recruiting effort is a clearly defined and communicated strategy that illustrates the brand message, target candidates, primary sources, and most-effective closing approaches (the who, what, when, and how). Poorly defined or communicated strategy elements results in wasted resources and weak hires. In addition, the best strategies have the capability of “shifting” as the economy and the demand for candidates change.

Target employed “non-lookers.”

The best recruiting processes are designed to identify and successfully hire currently employed top performers. This means that the process needs the capability of identifying and convincing employed individuals who work at your competitors and may not be actively looking for a position.

The best recruiting processes are designed to identify and successfully hire currently employed top performers. This means that the process needs the capability of identifying and convincing employed individuals who work at your competitors and may not be actively looking for a position.

Sourcing is critical

If you don’t utilize sources that attract a high percentage of top performers, it is unlikely you will make a quality hire. After employment branding, effective sourcing is the most critical element of the recruiting process. Generally, the most effective source is employee referrals.

If you don’t utilize sources that attract a high percentage of top performers, it is unlikely you will make a quality hire. After employment branding, effective sourcing is the most critical element of the recruiting process. Generally, the most effective source is employee referrals. Other effective but under-used sources include recruiting at professional events and contests. Using ineffective sources means that you must spend inordinate amounts of time and money on candidate screening in order to avoid a weak hire. The source that is used must be shift, depending on the type of candidate required for that position.

A candidate-centric approach

Focus the process on the candidate’s needs, their job selection criteria, and the candidate experience. A significant part of recruiting is “selling” the candidate on applying for and accepting the job. At least in part, recruiting must follow the customer relationship management (CRM) and the sales and marketing models.

Focus the process on the candidate’s needs, their job selection criteria, and the candidate experience. A significant part of recruiting is “selling” the candidate on applying for and accepting the job. At least in part, recruiting must follow the customer relationship management (CRM) and the sales and marketing models. Often, the number-one reason why candidates reject job offers is the way that they were treated during the hiring process. It’s also important to note that candidates may be current or future customers, so treating them poorly can directly impact future revenue.

Our Core Values

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  • People Over Profits

  • Professionalism

  • Integrity

  • Trust

  • Passion

  • Fun

  • Accountability

  • Boldness

  • Commitment to customers

  • Perseverance

Values