The hiring challenge
The client needed someone who could think like both an architect and a developer: understand design and planning, but also feasibility, approvals, economics, stakeholder management and the commercial logic behind a development.
The project environment ranged from roughly CHF 20 million to CHF 200 million across Switzerland and Germany. The role had already been open for more than six months without the right combination of experience.
Our recruitment approach
mujobs widened the search beyond one title and mapped senior architects who had moved into development, developer-side project leaders and real-estate professionals with strong architectural foundations.
More than 100 high-relevance profiles were mapped and qualified around project scale, development responsibility, approvals, economics and the ability to operate across the Swiss/German market.
For employers hiring a Project Developer, 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.
The outcome
The position was successfully closed in three weeks. The client moved from a six-month vacancy to a hire and retained a deep specialist pipeline for future development roles.
Understanding the position
Real estate project development brings together planning, feasibility and commercial decisions. The relevant profile depends on the phase of the project and the ownership model. Architectural experience can be valuable, but it needs to be connected to the responsibilities the employer is hiring for: development concepts, approvals, economics and stakeholder coordination.
Questions that make the brief more precise
- Which project stages and investment sizes are directly comparable?
- Did the person advise on, coordinate or own commercial decisions?
- How did they manage planning, approvals and competing stakeholder requirements?
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.