The hiring challenge
The client needed more than a traditional sales profile. The person had to understand the full commercialization cycle: market positioning, go-to-market, sales, customer and investor relationships, contracts and close coordination with project development.
After more than six months, the vacancy was still open. The active applicant market had not produced the combination of real-estate understanding, commercial ownership and leadership the client needed.
Our recruitment approach
mujobs rebuilt the search around evidence rather than job titles. We mapped relevant Swiss real-estate companies, identified people with end-to-end Vermarktung responsibility and approached them directly.
30 highly relevant profiles entered the focused market map. 22 replied, allowing the client to move quickly with a small, relevant pool instead of reviewing another large applicant funnel.
For employers hiring a Head of Real Estate Marketing / Leiter Vermarktung, MuJobs combines role-specific market mapping, active sourcing and direct candidate outreach. We clarify relevant experience, motivation and availability, then coordinate the next conversations around the hiring brief.
Of the 22 replies, 20 were positive; five first calls led to the final hire.
The outcome
The successful candidate was hired within 1.5 weeks of the focused search. The client moved from a six-month vacancy to a closed position — with additional relevant market knowledge left behind for future hiring.
Understanding the position
Commercialization leadership connects the property, the market and the people buying it. A useful brief distinguishes responsibility for positioning, pricing, launch planning, sales execution and team leadership. It also establishes how the person works with project development and where decisions sit between the owner, developer and sales organisation.
Questions that make the brief more precise
- Which parts of the Vermarktung cycle did the person own?
- How did they coordinate with development and manage buyer or investor relationships?
- What evidence separates leadership responsibility from individual sales performance?
Planning your next recruitment assignment
Start with the work the new person will own, the business context and the constraints that cannot change. Separate essential experience from preferences. That gives the market mapping a clear direction and makes it easier to explain why someone belongs on the shortlist.
A similar title is only a research starting point. In an initial conversation, we would clarify the project or team, the practical conditions and the evidence you need to make a decision. The scope of sourcing, candidate qualification and interview coordination can then be agreed around the actual requirement.
Real estate recruitment, built around the project.