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In today’s commercial real estate hiring market, companies can afford to be selective. But there’s a difference between being selective and searching for someone who may not actually exist.

We’re seeing increasingly specific wish lists: the right asset class, exact years of experience, experience at a certain type of firm, the right software, local market knowledge, leadership experience—and ideally, someone who has essentially already done the exact job being hired for.

On paper, it makes sense. Hiring is expensive. Teams are lean. No one wants to make the wrong decision.

But in the pursuit of the “perfect candidate,” companies may be overlooking some of the best people in the market.

The 100% Match Is Rare

Every hiring manager has non-negotiables, and they should. Certain positions require specific technical expertise, relationships, or experience that simply can’t be learned overnight.

The challenge comes when everything becomes a non-negotiable.

Maybe an asset management candidate has managed the right portfolio size and complexity but comes from a different asset class. Maybe a development professional has handled projects from entitlement through completion but hasn’t worked in that exact geography. Or perhaps a candidate has nine of the ten things you’re looking for—but their title doesn’t quite match.

Those differences don’t necessarily make someone less qualified. In some cases, they may make the person more valuable.

Hire for What’s Hard to Teach

One of the most important questions we encourage clients to ask is:

Which parts of this job can be taught—and which can’t?

A strong candidate can learn a new software platform. They can become familiar with a new market. Someone with solid fundamentals can often transition between asset classes.

What is much harder to teach is judgment, curiosity, work ethic, communication, leadership presence, adaptability, and the ability to build relationships.

That aligns with something we’ve discussed before: technical experience may get someone into the conversation, but how they operate often determines whether they’ll ultimately succeed.

The Best Hire May Be an 85% Match

Some of the strongest hires aren’t necessarily the candidates who check every box on day one. They’re the people who meet the most important requirements and have the capacity to grow into the rest.

There’s also something to be said for hiring someone who still has room to stretch.

A candidate who views the opportunity as a meaningful next step may bring more energy, curiosity, and long-term commitment than someone who has essentially been doing the same job somewhere else for years.

The question shifts from:

“Has this person done every part of this exact job before?”

to:

“Does this person have the foundation and ability to be exceptional at this job?”

That’s a very different hiring conversation.

Know Where You’re Willing to Flex

This doesn’t mean lowering the bar. It means getting clearer about where the bar actually needs to be.

Before beginning a search, separate your requirements into three categories: what the candidate must have, what you would strongly prefer, and what would simply be nice to have.

Then be disciplined about maintaining those distinctions throughout the interview process.

If every preference slowly becomes a requirement, you can end up spending months searching for a unicorn—while strong candidates accept opportunities elsewhere.

Great Hiring Requires Some Vision

The best hiring decisions aren’t just about evaluating who a candidate is today. They’re also about recognizing who that person could become within your organization.

Commercial real estate has always valued experience, and rightly so. But in a market where teams are lean and every hire matters, companies also need people who can adapt, solve problems, build relationships, and grow with the business.

So yes, hold a high bar.

Just make sure you’re holding it for the things that will actually determine success.

Because your perfect candidate might not check every box.

And your best hire probably won’t either.

Over the past few years, the commercial real estate industry has faced no shortage of challenges. Rising interest rates, shifting capital markets, changing workplace trends, and economic uncertainty have all influenced hiring decisions across the industry.

Yet despite these headwinds, we’re continuing to see strong demand for talented professionals throughout Southern California.

At Building Careers, we work closely with commercial real estate owners, operators, investors, and developers across San Diego, Orange County, and Los Angeles. While hiring may be more selective than it was during the peak years of the market cycle, firms are still actively investing in key talent that can help drive performance and create value.

So which roles are currently most in demand?

1. Asset Management Professionals

Asset management remains one of the strongest areas of demand across Southern California.

As owners focus on maximizing portfolio performance, executing business plans, overseeing capital projects, and navigating market uncertainty, experienced asset managers have become increasingly valuable. These professionals sit at the center of many organizations, partnering with leasing, property management, accounting, and investment teams to drive results.

We’re seeing continued demand for professionals who can combine strong financial analysis with strategic thinking, communication skills, and the ability to influence outcomes across multiple stakeholders.

For those looking to future-proof their careers, asset management continues to offer tremendous long-term growth opportunities.

2. Property Management Leaders

Property management is often one of the most underappreciated career paths in commercial real estate, yet it remains one of the most critical.

Today’s property managers are responsible for far more than building operations. They play a direct role in tenant satisfaction, retention, budgeting, vendor management, capital projects, and overall asset performance.

As owners focus on improving NOI and protecting asset value, strong operational leadership has become increasingly important. We’re seeing demand for professionals who can lead teams, solve problems proactively, and deliver exceptional service while managing complex properties and portfolios.

For professionals seeking long-term career growth, property management offers a clear path into senior leadership and asset management roles.

3. Acquisitions and Investment Professionals

While transaction activity has slowed compared to previous years, acquisitions and investment talent remains highly sought after.

Many firms are actively evaluating opportunities, preparing capital for future deployment, and positioning themselves for the next phase of the market cycle. As a result, professionals with strong underwriting, financial modeling, market research, and investment analysis skills continue to be in demand.

The most successful candidates often bring more than technical expertise. Employers increasingly value professionals who can communicate investment recommendations, think strategically, and build relationships with brokers, lenders, and operating partners.

When markets become more challenging, strong investment talent becomes even more valuable.

4. Accounting and Finance Talent

Accounting and finance professionals continue to play a critical role across the commercial real estate industry.

From fund accounting and portfolio reporting to budgeting, forecasting, and financial analysis, these professionals provide the financial foundation that supports investment and operational decision-making.

We’re seeing steady demand for candidates who understand both accounting principles and real estate operations. Individuals who can move beyond reporting and provide meaningful business insights are particularly valuable in today’s environment.

As firms continue to focus on efficiency and performance, strong accounting and finance professionals remain essential members of the team.

What Employers Are Looking For

One trend has become increasingly clear across all disciplines: technical skills alone are no longer enough.

The professionals who consistently stand out possess strong communication skills, emotional intelligence, adaptability, and leadership potential. Whether you’re an asset manager, property manager, acquisitions professional, or accountant, your ability to collaborate and build relationships can be just as important as your technical expertise.

Commercial real estate remains a relationship-driven industry, and employers are placing greater emphasis on culture fit and interpersonal skills than ever before.

Looking Ahead

While the market continues to evolve, opportunity remains strong for professionals who are willing to adapt, continue learning, and invest in their long-term development.

For employers, attracting top talent requires more than offering competitive compensation. Clear career paths, strong leadership, and a compelling culture are increasingly important factors in hiring success.

For professionals, understanding where demand exists can help guide career decisions and position you for future growth.

The market may change, but one thing remains constant: great talent will always be in demand.