VP Investments

Engagement​

Prior to reaching out to us, the Director of Talent Acquisition had advertised the role and retained us to source a candidate who would have at least 10 years’ experience managing a portfolio of 5,000 units and preferably someone based in the D.C. area with strong connections.  

In understanding the scope of the role, we learnt that the client wanted to maintain the ‘VP, Investments’ job title even though the need of the hour would be for the candidate to focus on portfolio management with the opportunity after two years for the role to evolve into creating strategy, raising capital for a pipeline of projects and overseeing new acquisitions. We ensured to transparently communicate this to candidates at the outset.   

Liaising with the Senior VP of Investments, we aligned on scheduling weekly calls to keep the hiring process moving forward. 

Sourcing​

Knowing off the bat how tightly knit the real estate market was, we got connected with some strong candidates through multiple referrals received upon tapping into our D.C. area networks. We sent our first shortlist of CVs in 24 hours.  

Our client being a highly reputed name in the real estate industry, this was a desirable role, and we factored the company’s EVP (particularly the career growth opportunities) into our pitch to candidates.   

Assessment​

Candidates were assessed through a 6-stage interview process with the Senior VP of Investments and other key stakeholders: the CEO and VPs of Investments leading the company’s portfolio across other U.S. states. 

Cultural fit was very important. All the stakeholders had to be aligned about the candidate. This made the assessment stage lengthy and at times complex, with multiple strong candidates being rejected when even one of the decision-makers was not convinced. We had to stay on top of the job description too which kept evolving.  

But we are well-experienced in managing clients and candidates during a challenging hiring process. We broadened our search and advised our client to stay open to candidates outside the D.C. area. 

Apart from the technical experience, we were quick to factor in the feedback received from each of the hiring decision makers pertaining to the soft skills, so as to source additional profiles of candidates who checked all the boxes from a cultural fit perspective; these candidates were prepared to demonstrate their collaborative and self-driven style of working, their listening abilities and their overall strong work ethic. 

Delivery​

Given the complexities involved in recruiting for this role, the search and hiring process took around six months until the successful candidate was placed. We recruited an Atlanta-based working for a competitor in a similar role who was willing to relocate to Washington D.C.  

Our persistence, agility and targeted approach throughout the partnership led us to find the right candidate for our client and the right career opportunity for our candidate.