The hiring challenge
The brief crossed functions that are often separated. The client wanted someone who could identify and assess opportunities, negotiate the acquisition, understand the commercial and development potential, and stay close enough to the asset to support the path through to sales.
Most people in the market were specialised in only one part of the lifecycle. The strongest potential candidates were employed and not actively looking for a new role.
Our recruitment approach
mujobs mapped passive candidates around acquisition, transactions, development and sales rather than searching one exact title. We prioritised people who had already carried responsibility across several stages of the property lifecycle and approached them with a role-specific message.
45 passive candidates were brought into the target market and 37 replied, creating a concentrated pool of people the client would not have reached through applications alone.
For employers hiring a Real Estate Acquisition Manager, 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 role was closed with a successful hire in two weeks. The search also left a qualified passive-candidate pool around acquisition and end-to-end real-estate commercial roles for future use.
Understanding the position
An acquisition title can describe origination, underwriting, negotiation or transaction support. For a role that extends into development and sales, the brief needs to show how those stages connect. The search should distinguish people who have identified opportunities from those who have carried commercial responsibility through the investment decision and beyond.
Questions that make the brief more precise
- Where did opportunities originate and what was the person’s contribution?
- Which financial and development assumptions did they assess?
- How far did their responsibility extend after the acquisition?
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.