Industry Insights

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.

As we step into 2026, the commercial real estate (CRE) landscape is unfolding with a mix of opportunity, optimism, and strategic clarity unlike anything we’ve seen in recent years. After navigating economic uncertainty, shifting asset dynamics, and evolving capital flows, the industry is poised for a meaningful reset — and that means this year will be the year intentional career decisions matter most.

That’s not just a feel-good statement — it’s grounded in how the market is shaping up from both a macro and talent perspective.

Industry forecasts are signaling better conditions across major CRE sectors. Capital markets are showing renewed activity, with transaction volumes expected to grow and institutional interest bouncing back after a cautious 2025. Office vacancy rates, while elevated, are forecast to improve as demand stabilizes and obsolete inventory gets repurposed or absorbed.

Why does that matter for careers? Because when the broader CRE market gains traction, hiring follows — but it follows strategically. We’re returning to a market where firms value specialized expertise and sustainable growth over short-term fixes.

A Stabilizing Industry Opens Doors — But Not for Everyone

CRE leaders have been clear: conditions in 2026 feel more predictable and grounded than the volatility of the last few years. Reports from major brokerages and advisory firms point to firmer fundamentals across asset classes — meaning investment, leasing, and development decisions are being made with greater confidence.

Yet this recovery isn’t uniform.

Some sectors like industrial, data centers, and select office markets are thriving, while multifamily and traditional office segments face headwinds that demand tactical business responses. For professionals, that means the opportunities unfolding in 2026 won’t be “one size fits all” — they’ll reward those who understand the nuance of where demand is strongest.

Hiring Dynamics: Quality Over Quantity

We’re out of the era of broad hiring freezes, and into one where employers are thoughtful about talent acquisition. Already in 2025, CRE firms were reported to be increasing headcounts and even boosting compensation to bring in the right skills.

In 2026, that trend will intensify — but with a twist:

• Companies aren’t just filling roles … they’re refining roles. Expertise in specific asset classes, capital markets, and digital fluency (including tech platforms and data insights) is now table stakes.
• Hiring managers are shifting from “do more with less” to “do the right work with the right people,” signaling a move toward specialized, high-impact positions.

From a recruiting standpoint, this is crucial. It means the conversations we’re having with both talent and clients right now aren’t just about getting someone into a seat — they’re about strategic alignment, cultural fit, and long-term contribution. In a market where employers have options again, candidates must articulate why they, specifically, are the right choice.

What This Means for You

If you’re thinking about your next move — whether you’re actively looking or quietly curious — this year is about purposeful positioning:

• For candidates: Understand how your experience intersects with where demand is strongest. Data centers, capital markets, industrial logistics, and adaptive reuse are examples where momentum is growing.
• For clients: Go beyond resumes that check boxes. Hiring leaders are prioritizing professionals who can help navigate the complexities of today’s market — not just fill headcount.

Ultimately, 2026 isn’t simply a recovery year — it’s a strategic year. It’s a year where talent decisions will influence not only individual careers, but the pace and trajectory of teams and portfolios across CRE.

And that’s exactly where we’re excited to be: helping talented professionals and ambitious CRE firms make those moves with confidence.

Here’s to a year of smart transitions and meaningful growth in commercial real estate.

In commercial real estate (CRE), we talk endlessly about markets — where to buy, where to build, and where capital is flowing next. But one topic that deserves equal attention is where to build your career.

Just like investments, your professional growth is influenced by location. The cities where you work can shape your exposure to deals, access to mentors, and long-term advancement opportunities. In other words, your market matters as much to your career as it does to your portfolio.

So, which cities are leading the way — and what makes one market better suited than another for long-term career success in CRE? This discussion highlights the best cities for commercial real estate careers and how your choice of market can directly shape your professional future.

1. The Big Hubs Still Offer Scale and Access

It’s no surprise that major markets like New York City, Los Angeles, and Chicago continue to anchor the industry. These are places where deal volume is high, institutional players are active, and career ladders are clearly defined.

If you’re early in your career and want exposure to large-scale transactions, global investors, or complex portfolios, these metros offer a front-row seat. You’ll learn fast, compete hard, and build a network that spans the country.

But with that opportunity often comes trade-offs — long hours, higher costs of living, and intense competition. The experience gained in these markets is invaluable, but not everyone wants to stay in that grind long-term. For those seeking access to some of the best cities for commercial real estate careers, these hubs remain unmatched training grounds.

2. The Rise of Growth Markets

Over the past decade, cities like Dallas–Fort Worth, Austin, Nashville, and Charlotte have emerged as new centers of gravity for CRE careers. These markets are seeing steady population growth, corporate relocations, and increased institutional investment — all of which create demand for development, acquisitions, and management talent.

For many professionals, these metros offer a strong balance: lower costs of living, expanding deal pipelines, and a sense of accessibility that’s sometimes missing in legacy markets. They also provide room for faster career growth — smaller teams, broader responsibilities, and closer exposure to leadership.

However, these rising markets can also be cyclical. They may lack the diversity and stability of larger coastal hubs when the market slows, meaning professionals there often need to be nimble and well-rounded. Still, their growing influence ensures they’ll remain among the best cities for commercial real estate careers for the foreseeable future.

3. West Coast Dynamics — A Hub of Innovation and Resilience

The West Coast continues to play a unique role in CRE. Cities like Seattle, San Francisco, Los Angeles, and San Diego blend traditional real estate expertise with innovation in sustainability, technology, and mixed-use design.

While San Francisco remains a major capital market, its high costs and post-pandemic adjustment have shifted some momentum south — and Southern California has quietly benefited.

In San Diego, for instance, the CRE ecosystem has evolved beyond its reputation as a lifestyle city. Life sciences, defense, and tech-adjacent industries are fueling steady demand for office, lab, and industrial space. The region also offers a high concentration of experienced professionals, sophisticated investors, and boutique firms where collaboration still feels personal.

For professionals who value both opportunity and quality of life, Southern California strikes a rare balance. You can work on institutional-quality deals, build deep client relationships, and still have access to a more sustainable pace and lifestyle — something many mid-career professionals now prioritize.

4. Balancing Career Growth with Quality of Life

The best “career market” is rarely just about deal flow or job titles. It’s about where you can grow and live well. Increasingly, CRE professionals are factoring in commute times, outdoor access, and community culture when choosing where to build their careers.

That’s one reason the Sun Belt and coastal California markets continue to attract top talent — they blend professional opportunity with personal fulfillment. And with the industry’s growing acceptance of hybrid work, it’s easier than ever to base yourself in one of the best cities for commercial real estate careers, allowing you to align your lifestyle and long-term success.

The Takeaway

Choosing a location for your CRE career isn’t just a lifestyle decision — it’s a strategic one. The city you work in determines your access to deals, mentorship, networks, and long-term opportunities.

Whether you’re in the fast lane of New York or Dallas, or the balanced, innovation-driven environment of Southern California, the key is to align your career path with both your professional ambitions and personal priorities.

Because in commercial real estate — just like in investing — location still matters.

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When most people hear “work-life balance,” they think of predictable schedules, remote flexibility, or protected weekends. In commercial real estate (CRE), balance looks a little different.

That’s because CRE is a broad, relationship-driven industry. Some professionals are on the deal side, where transactions move at unpredictable speeds. Others are in property management, asset management, or corporate functions, where schedules are steadier but client needs can shift unexpectedly. Across roles, balance doesn’t mean clocking out at five every day — it means adapting to the natural rhythms of the industry.

The Nature of Balance in CRE

Unlike industries with fixed project cycles, CRE often follows the pace of people, properties, and the market.

• Different Paces by Role: An acquisitions professional may have intense stretches during deal closings, while property managers may face spikes around tenant issues or budgeting cycles.
• Client-Driven Schedules: Responsiveness is part of the job — whether to tenants, investors, or partners. Balance requires factoring in other people’s timelines, not just your own.
• Market Cycles: External factors — interest rates, development timelines, or leasing velocity — can temporarily change workloads, then ease once projects stabilize.

A 2023 survey of CRE professionals found that nearly 40% work 46–55 hours per week, while another 30% reported closer to 36–45 hours — reflecting that some functions demand more flexibility than others.

Rethinking Balance in CRE

1. Focus on Flexibility, Not Rigidity
Balance in CRE rarely comes from a strict 9-to-5. Instead, it comes from adjusting your schedule to meet demands while still protecting personal priorities. For example: taking an evening investor call but starting your next day later, or attending a networking event midweek but blocking Friday afternoon for family.

2. Prioritize Quality of Time
Because hours can shift, the quality of personal time matters more than the quantity. Turning off notifications at dinner or reserving one uninterrupted weekend day can create more meaningful rest than simply clocking hours.

3. Use Industry Cycles to Your Advantage
Every CRE role has busy and quiet seasons — deal flow peaks, leasing cycles, or year-end reporting. Proactively use slower stretches to recharge, pursue professional development, or carve out extra personal time.

Practical Steps for Professionals

Set Thoughtful Boundaries
It’s unrealistic in CRE to say, “I’ll never answer after 6.” But it is realistic to block out certain non-negotiables — like mornings for a workout, Sunday mornings with family, or email-free dinners. Communicate these clearly and consistently.

Lean on Your Team
CRE is collaborative. Strong teams mean you don’t always have to be “on.” Agree on coverage during busy stretches so no single person burns out.

Invest in Well-Being Like You Would a Deal
You wouldn’t run a deal without a budget or a timeline. Treat your health the same way: schedule rest, exercise, or downtime as seriously as a client meeting. Many top performers block it directly on their calendars.

Reframe Flexibility as an Advantage
Unlike industries tied to a desk, CRE often offers variety — property tours, investor lunches, or client meetings outside the office. When viewed positively, this flexibility can be a perk, not a burden.

A New Definition of Balance

In CRE, balance isn’t about fewer hours or working remotely three days a week. It’s about adaptability — knowing when to push through high-demand cycles and when to pull back to recharge. It’s about focusing on quality of personal time, leveraging team support, and reframing flexibility as part of the reward of the career.

The bottom line: balance in CRE doesn’t look like it does in other industries — and that’s not a weakness. Done right, it’s a strength. Professionals who master this fluid approach often find themselves not only thriving in their careers, but also living fuller, more sustainable lives.