Category: Articles

Christopher Frederick can offer insight gained from 30-plus years of executive recruitment for the real estate and construction industries. Authored by firm Principal Chris Hingle, the articles below seek to educate and inspire on topics that include hiring, career advancement and finding the leadership that moves companies forward.

What We Don’t Learn From Most Job Ads

What We Don’t Learn From Most Job Ads

Quick challenge: Try summarizing all of your professional responsibilities in 150 words. If you’re like most people with jobs that involve decision making and critical thinking, that would be tough to pull off in such a limited space. So why do we put so much stock in the similarly brief job descriptions of the advertising most companies use to recruit employees?

Despite advances in social networking and automation within large human resources departments, hiring for all but the most entry-level positions still remains more art than science. Looking back over three decades of recruiting, I know first-hand that employers and job seekers alike can benefit from a more thoughtful approach to hiring.

Employers: Don’t sell the job. Sell the company.

The pace of the recovery in housing, commercial property and the full breadth of real estate is finally picking up. Likewise, the competition for talent and the urgency in filling positions critical to growth continue to mount. Dangling a title, a compensation range and the boilerplate language from a years-old job description in front of a universe of potential candidates is no longer the most effective way to find qualified people. Companies must declare – transparently and with pride – what differentiates their organizations from their competitors. Too often, these are things hiring managers take for granted. Look at policies like leadership development programs, reimbursement for continuing education and similar benefits for high-potential employees. If something stands out compared to the rest of the industry, let candidates know it when advertising a position.

Also, don’t just recruit for the immediate opening. Look for people who can grow in their leadership over time, and make that potential for advancement clear when communicating with candidates. Driven people won’t just be interested in the current role, but also how it will lead to the next career challenge a few years down the road. Let potential employees know what that looks like. Additionally, give them a sense of the culture they’ll be growing within. Is the company young and changing fast, or established and expanding at a measured pace? How much risk are employees encouraged to take? Is the style of the company’s leaders one that drives hard for a unified vision or one focused on consensus and collaboration from the bottom up? Do people leave early on Friday afternoons when the weather is too good to resist, or are Saturdays a part of the workweek more often than not? These questions don’t have right or wrong answers. But there are right and wrong people to hire to fit the culture that each represents. Creating realistic expectations during recruitment also helps set the stage for beneficial relationships with new hires.

Job Seekers: Research pays off.

By the same token, job seekers shouldn’t assume that life at another company will be the same as it is at places where they’ve worked before. Even within identical market segments, professionals in various organizations interact differently, share different values and approach business in different ways. Generic ads for the same position at two companies might make their demands sound identical. Yet a workplace that touts its support for people with families will offer a different experience than a team that never skips the chance to trade war stories at the bar after a 12-hour workday. As such, job seekers should look beyond the traditional list of benefits and compensation and try to get a feel for what it’s really like to work there. Check what current employees say about their workplace online. Network with people at the company. Ask them, and those involved in the hiring process, to describe their work environment. Is it loud’ Silent’ Competitive’ Sociable’ What personality traits do people who get ahead typically share’ It’s important to gauge these things at companies you’re interested in working for, even if you’re currently employed. That way, if and when you need to, you can enter the job market with some of the most critical homework completed ahead of time.

After all, there’s more to any given job than will ever fit on a single sheet of paper. Employees make the best career decisions – and companies retain the best people – when they have a true understanding of both the role and the workplace.

Christopher Frederick has helped match the talents of executives with leading companies in real estate for three decades. We’ve also developed a better approach to recruiting that combines the power of a 300,000-strong professional network with the discretion and one-on-one touch of a professional recruiter. Want to see this unique process up close? Contact us for a free presentation and watch how we can create a powerful search customized to your unique needs.

New Skills for a New Year

New Skills for a New Year

The past year was a strong one for real estate, and that momentum seems likely to carry into 2015 and beyond. With business on the upswing, this is the time to bring your career strategy to life. An expanding business often provides avenues to gain new experience or advance into more challenging roles as competition builds for talent. At the same time, it’s important not to overlook the importance of education in making the most of career opportunities that emerge in the new year.

Always Ask

Even in favorable business conditions, it’s easy for employee development to go overlooked by executives managing more immediate concerns. Don’t assume someone else will find time to advance your professional priorities, even if it’s part of his or her job. At the same time, you also shouldn’t assume your superiors aren’t interested in building your knowledge just because they haven’t dropped an educational opportunity on your desk recently. Keep an eye out for classes, conferences and seminars relevant to your job and the position you want to earn down the line. As budgets improve, it becomes easier to ask for the time and money required to pursue additional education. Doing so shows initiative and can also offer a gentle reminder of where you’d like your career to move in the future.


Spend much time on airplanes? Commute by rail? Have a few spare hours in your week to commit to personal and professional improvement? It’s never been easier to access a staggering array of classes online. Massive open online courses have made many classrooms at the nation’s top universities available to anyone who wants to log in. While programming and other technology courses tend to draw the most attention, there’s also a surprising range of free courses in management, finance and other fields relevant to a career in real estate.

Want to know more about the basics of corporate finance, marketing or even architectural photography to fill a soft spot on your resume? You might just find an appropriate video course at a modest cost on Or, for more advanced learning, consider the career potential of online coursework or credentials from a relevant professional organization. A membership with the Project Management Institute, for example, costs less than $200 yearly and offers access to networking opportunities and educational resources that include dozens of webinars that can be used to help earn certifications.

Be the Person Who Knows the Software

Occasionally, picking from among well-qualified candidates comes down to which one can start the job familiar with that company’s systems. Likewise, team members who can troubleshoot a critical program or train others to use it can quickly become indispensable. While I’ve met few professionals in sales eager to spend a Saturday afternoon exploring their customer relationship management software, showing an interest in it can be an easy way to set yourself apart. If an employer isn’t footing the bill, remote training can be pricey for software like JD Edwards, Yardi or RealPage. But it’s worth considering whether the long-term earnings potential makes it worthwhile if knowledge of a specific system can make jobs available that were previously out of reach.

In the end, outlining educational priorities comes back to setting professional goals and putting in place concrete steps to make them happen. I’m optimistic that 2015 will see a continued recovery that buoys all of us in real estate. The professionals who benefit the most, though, will still be those willing to build their knowledge to match their ambition.

Over more than two decades, Christopher Frederick has helped match the talents of executives with leading companies in real estate. Visit our website at where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

Giving Thanks in a Standout Year – A Holiday Greeting from Chris Hingle

Giving Thanks in a Standout Year – A Holiday Greeting from Chris Hingle

Here’s to a year that exceeded expectations. With the real estate recovery in full swing, I’m thankful for the chance to have helped place so many exceptional executives with homebuilders, developers and CRE firms across the country in recent months. What’s more, I’ve also been privileged to watch our digital network grow to 290,000 real estate professionals in November, with more expected to join by year’s end. I’m grateful for each and every one of these colleagues as we explore the opportunities that lie ahead.

New home sales increased for the third consecutive month in October and saw an increase of 1.8 percent over the same month in 2014. Likewise, Commerce Department data show a 7.8 percent increase in October’s housing starts, year over year. The story in multi-family is even more encouraging: The pace of construction for buildings with five-plus units is more robust than at any time since 1989. Plus, the U.S. unemployment rate In September dipped below 6 percent for the first time since 2008, suggesting the strong demand for new housing will continue into next year.

I look forward to the challenges all that growth will bring. And as we take a moment during the holidays to pause and reflect on all we have, I’d like to thank all of you whom I’ve had the privilege of corresponding with over the last year. I sincerely hope this season finds you well and that the new year brings continued professional opportunity and prosperity for you and your family.

Happy Holidays,

Chris Hingle
Principal, Christopher Frederick Search Consultants

New Blood, New Potential: Welcoming the Next Generation of Real Estate Leaders

New Blood, New Potential: Welcoming the Next Generation of Real Estate Leaders

Members of the Millennial Generation, usually defined as those born between 1976 and 2001, now make up more than a third of the U.S. workforce, and the oldest are beginning to join the ranks of their companies’ executives. As the recovery in real estate continues, the search for executives in construction, development and CRE will increasingly rely on talent from this group. This makes it more important than ever to understand the challenges and mindset of the people who will be tomorrow’s leaders.

A Tough Start

It’s helpful to understand the broader context surrounding millennials’ careers, and for many it’s been pretty grim. In 2010, when unemployment was at its worst, only 54 percent of adults between 18 and 34 were employed. That’s the lowest percentage since 1948 when the U.S. government began collecting the data. What’s more, a Pew study found that nearly half those going to work each day did so in jobs outside their chosen careers just to pay the bills. As such, another survey in 2011 cited by Jessica Brack at the Kenan-Flagler Business School suggested that 70 percent of millennial workers planned to change jobs once the economy improved. Whether that sentiment from three years ago will actually translate into action as the economy gains strength today is anyone’s guess. But it reinforces the need to attract, retain and mentor potential leaders now, as the brutal business conditions that characterized the early years of millennials’ careers have left most with few qualms about leaving a company that doesn’t fulfill their needs.

Small Differences

When professionals talk about catering to millennial employees, much is made about their differing cultural norms, their use of technology and what’s often seen as a lack of humility compared to their older colleagues. These generational differences are real and can potentially create conflicts in the workplace, but research indicates that the most important career traits of millennials go much deeper than wanting to bring their own smartphones to the office. For starters, money is not the only yardstick. Additional research cited by Brack found that 30 percent of millennials valued meaningful work, while only 12 percent of managers felt the same way. Likewise, only 28 percent of millennials said high pay was important, versus half of managers. Many younger workers don’t just want to be rewarded. They want to be engaged and to have the chance to meet new challenges. Part of that often comes from a more prevalent desire for collaboration, rather than solitary work, than might be the case with other generations. Additionally, millennials seem to desire more coaching and feedback than their older co-workers. A survey by Price Waterhouse Coopers found that 51 percent of millennial employees valued frequent, in-the-moment feedback. Rather than a chore, savvy managers can use this feedback to challenge younger employees, encourage hard work and groom exceptional people for leadership. Their generation, after all, does not lack for ambition: 51 percent of millennial women surveyed by PwC and 61 percent of men believe they will be able to rise to the top of their organization.

The Basics Still Matter

When recruiting younger leaders, it’s also important to keep in mind that the most critical aspects of employees’ relationship with the company change little from one generation to the next. As other human resources professionals have pointed out, employees of all ages tend to desire a reasonable balance with obligations at home and a sense of job security. Additionally, millennial employees say they want a degree of respect, transparency and development potential in the workplace – things that tend to be valued by ambitious people across the workforce. As in the past, tomorrow’s leading real estate firms will be those that maintain an open mind and a dedication to professional development for their younger managers today.

Over more than two decades, Christopher Frederick has helped match the talents of executives with leading companies in real estate. Visit our website at where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

What to Say About Pay: Sharing Salary Information With Prospective Employers Makes More Sense Than You Might Think

What to Say About Pay: Sharing Salary Information With Prospective Employers Makes More Sense Than You Might Think

It’s a situation I’ve come across several times in my recruiting practice: A company will ask a promising candidate for his or her current salary, and that professional will decline to provide it, creating an awkward standoff before serious hiring discussions even begin. At first glance, this seems like a sound strategy for employees. After all, you don’t want to “anchor” potential salary negotiations with a figure that is lower than the company might otherwise offer. Nor do you want to scare off a promising opportunity if your paycheck outstrips the current budget for the position. Yet in practice, there are legitimate reasons why being coy about past pay doesn’t always serve job seekers’ best interests.

Good Companies Bargain in Good Faith

The biggest issue is trust. No matter how you chose to approach salary negotiations, they should take place with companies you’ve thoroughly researched and whose reputations you admire. If you don’t believe a company will bargain in good faith, it’s probably not an organization you want to entrust with your livelihood. Good companies realize that they owe their success to talented people. If a business is going to invest in bringing someone onboard, it makes no sense to risk that relationship from the very beginning by being manipulative during the hiring process. Yes, there is a degree of risk in telling a hiring manager exactly what your current boss thinks you’re worth. But in all likelihood, the person conducting the interviews has hired dozens of employees before and has a pretty good idea of what you make anyway. Additionally, he or she will usually be working with a budget influenced more by the demands of the position than by the work history of the current candidate pool.

Pay is One Part of the Package

It’s also important to keep in mind the profound impact a job change can have on your life. A 40-mile commute will steal the same amount of time out of your week whether you make $80,000 or $120,000. A promotion at an organization known for grueling hours or a highly politicized culture can easily make being a manager worse than being managed. It’s critical that candidates approach a job opportunity knowing exactly how the move will advance their specific career goals and put them in a position to thrive. Employers want to invest in people who can not only handle their new jobs, but grow into more advanced roles in the future. To that end, showing interest in a job’s challenges, leadership potential, skills development and other opportunities beyond the paycheck is a great way to distinguish yourself from other candidates. Being forthcoming about your current salary is one way to do that.

You Can Still Negotiate

The primary reason my clients will ask for current salaries is to keep from wasting everyone’s time if a candidate’s pay level and qualifications go significantly beyond those associated with an open position. It’s not an effort to begin salary negotiations, as there’s nothing to negotiate before a job offer is on the table. If you feel the size of your current paycheck could hurt your prospects for a lateral career move, use this initial inquiry as a chance to ask your own questions about the position’s salary range and make clear that you’re entering the process with an open mind. If the new position represents a significant salary increase, emphasize why the responsibilities of the job and your unique qualifications justify the raise. Particularly today, after many real estate careers took unexpected detours during the housing crisis, employers are willing to look at the breadth of your career rather than the details of your last pay stub. Keep in mind, too, that the hiring process is usually focused on finding the best candidate, not necessarily the cheapest. I’ve seen plenty of companies change a job’s title, responsibilities and compensation for the right person. Even after you’ve been forthcoming about your current pay, there is always a chance to negotiate for more once you’ve convinced the company you will excel in the position. When the time comes, both you and the hiring manager should enter those discussions focused on your future, rather than your past.

For more than 20 years, Christopher Frederick has helped match the talents of executives with leading companies in real estate. Visit our website at where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

Same Craft, Different Tools – How thinking digital transformed my business

Same Craft, Different Tools – How thinking digital transformed my business

When I began building a digital network of real estate professionals five years ago, I had no idea just how thoroughly it would transform my recruiting practice. That network is on track to reach 300,000 members at the end of 2014, and it’s allowed me to find and match some of the best people in the business with leading companies worthy of their talent. Along the way, I’ve taken note of a few themes in online recruitment that might prove useful to job seekers and hiring managers alike:

Reaching Far but Looking Close

There’s an old New Yorker cartoon with a picture of a golden retriever using a computer. It’s captioned, “On the Internet, no one knows you’re a dog.” On many online forums for job candidates, no one really knows if you’re a vice president or what that actually means. I frequently encounter professional profiles that list work experience aligning with the professional qualifications I’m searching for. Yet on closer inspection, the descriptions of job titles are too vague to offer any clues into the critical competencies and knowledge demanded by a given position. I’ve said it before, but it bears repeating: Be specific. Give examples. “Vice president” tells me a lot less than “vice president of sales and marketing for the Northeast region.” A closer look should reveal how many people you’ve managed, for how long, and the highlights of what that team achieved under your leadership. Even if 500 hiring managers view your profile, they won’t get in touch if they don’t find the information they need to make an informed hiring decision.

First Impressions Count

And this day and age, it’s impossible to know where that first impression might occur. It could be in person, on LinkedIn or even via the photos from a conference your company posted to its blog. At the very least, dress for the job you want in the picture you use for social networks like LinkedIn, Twitter and Google+. Likewise, be sure to proofread every public profile accessible to potential employers, and refrain from packing your email signature with dated logos and unnecessary text. Life isn’t a press conference, and no one expects job candidates to look 100 percent professional in every picture floating around on the Internet. But on career-specific websites, it’s important to devote as much attention to thoughtfulness and professionalism as you would meeting someone for the first time.

Success Story

Of course, none of this is to give the impression that digital tools haven’t revolutionized the process of connecting people to the companies where they can best reach their potential. Technology’s positive effects for job seekers are well-documented, but it’s also had tremendous benefits for the companies doing the hiring. At Christopher Frederick, I’ve been able to add seven people to my team in recent years as a direct result of my approach that combines one-on-one recruiting with the resources of our exclusive digital network. We’re often able to find qualified candidates in a matter of days, where a similar search would have taken weeks under our old approach. Most importantly, we’ve emerged from the recession filling more executive positions and satisfying more clients every year. Our experience proves that time invested in digital networking doesn’t just pay off for job seekers, it is also critical for companies competing for talent in today’s job market.

For more than 20 years, Christopher Frederick has helped match the skills of high-value executives with leading companies in real estate. Visit our website at where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

Should I Tweet the Boss? Business Communication in the Digital Age

Should I Tweet the Boss? Business Communication in the Digital Age

Hiring managers aren’t just looking for solid interpersonal aptitude and an error-free cover letter anymore. Today, the “communication skills” so valued by employers also extend to texting, social networking, email and any other way you might interact with a colleague or client. In fact, a recent survey by CareerBuilder found that 43 percent of HR professionals use social networking sites to vet candidates. Among these managers, about a third have tossed applicants out of the running specifically because their online presence demonstrated poor communication skills, i.e. writing. Etiquette and tradition have yet to catch up to the many ways we now reach each other, but a few guidelines can help employees stand out in the job search and at the office.

Build a Wall

Tricky as it may be, it’s worth keeping professional networks and social circles separate online. It’s often best, for example, to keep Facebook for true acquaintances and social contacts you trust. By locking down your security settings to make content accessible only to friends, you can ensure the boozy photos your nephew shared of his recent college adventures don’t show up on your page if an employer finds it through Google. Even when a co-worker, boss or client wants to connect directly on a social network you’ve designated as friends-only, you’ve got options. Entrepreneurs can direct people to a Facebook page or Twitter account opened in the name of a business, while public figures can direct them to a Facebook fan page. Another option is to ignore a Facebook request but to immediately invite the requestee to connect on LinkedIn or another professional platform instead to signal respect for his or her desire to keep in touch professionally. Even with carefully curated accounts, though, it’s also important to realize anything you post online has the potential to become public.

Find the Rules

When there was just the telephone, it was a safe bet that the boss wouldn’t want to be interrupted after 10 p.m. unless the building was on fire. With email, texting and messaging apps, though, there truly are no hard rules. After all, the person at the other end can control when he or she checks a message, and the sender doesn’t know whether that note will set the recipient’s phone abuzz during dinner. The frequency, format and expectations of text-based digital communication are a matter of personal preference and company culture. One study, for instance, suggested about half of smartphone users were annoyed when someone didn’t respond to a text within an hour. Some companies have realized productivity gains through policies restricting email after work. It’s now critical to make note, not just of what people say, but of how and when they say it so you can communicate with them accordingly. Likewise, it’s also useful to set expectations. For example, if you’re involved in an email exchange toward the end of the day, let the other person know if you don’t plan on checking your inbox after 6 p.m.

It’s Still Writing

Authors are keen to point out that it’s usually more difficult to write a short manuscript than a long one. Just because a message is limited to a few sentences or 140 characters doesn’t mean it shouldn’t be thoughtful. Reread what you’ve written at least once and fix any grammatical or spelling errors. Even on messaging platforms made for speed, sloppiness can hurt your reputation. Also, tailor the style of the message to the person or people receiving it. If someone favors short, two-word replies to your emails, it’s respectful to send the same. If another contact starts every message with a formal salutation and closes with a full name, assume that’s what that person expects from you, as well. There may be few hard-and-fast communication rules to rely on these days. But people still notice attention to detail and respect for the way others do business.

For more than 20 years, Christopher Frederick has helped match the skills of high-value executives with leading companies in real estate. Visit our website at where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

The Most Important Career Skills You Didn’t Study in College

The Most Important Career Skills You Didn’t Study in College

A recent study exposed a huge gap in the expectations of employers and entry-level job candidates when it comes to the characteristics they value in the workplace. An overwhelming 93 percent of surveyed employers weigh so-called soft skills like problem solving more heavily than academic credentials, while a mere 16 percent of entry-level candidates considered soft skills important. Looking back on the executive positions I’ve filled over the years, I’ve noticed the critical role these professional attributes play in the careers of managers, as well.

Critical Thinking

This is a classic example of an extremely valuable skill set that’s rarely reflected in resume bullet points or job titles. Yet the higher up the job ladder you climb, the more an employer expects you to make competent decisions that affect the company. Leading real estate firms don’t just look for executives who can hire employees and ensure things get done on time. They need people with the capacity to reason their way through unexpected problems and opportunities. This makes it even more crucial to point out specific decisions you’ve made and problems you’ve solved in past jobs when courting potential employers.


A great idea is useless if people can’t quite wrap their heads around what you’re talking about. Companies don’t expect their leaders to be English scholars with half-finished novels in their desk drawers. But they do need people who can get their ideas across in a way that doesn’t seed confusion and misunderstandings. Practices that demonstrate this skill set can be as simple as giving a second read to emails, memos and presentations to be sure your intentions are clear and the text is free of basic errors. Respect language and seek continuous improvement in how you use it. This might seem rudimentary, but just consider how many times you’ve seen “excellent communication skills” required in a job description. Keep in mind that effective communication now goes beyond traditional inter-office messages. The ability to convey ideas succinctly through texting and social media has also become invaluable. Twitter, Facebook, LinkedIn and the like may have changed the format of our communication in the last five years, but keep in mind that their effective use requires more writing than ever. Regardless of the medium, persuasive written communication will set you apart.


It’s not enough, though, to be a smooth talker. I don’t know how many construction-related positions I’ve filled where employers emphasized the ability to communicate well, not just with executives, but also with site foremen, subcontractors, tradesmen and municipal officials. Hiring managers know first hand that you can’t manage a large team unless you feel at ease with its members at all levels. That requires not just confidence, but a sense of humility as well.

For more than 20 years, Christopher Frederick has helped match the skills of high-value executives with leading companies in real estate. Visit our website at where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

Ambition’s Back: A Rebounding Market Calls for Career Confidence

Ambition’s Back: A Rebounding Market Calls for Career Confidence

It’s taken seven long years, but the shadow of the financial crisis has finally receded from American real estate. Residential property values have seen sustained increases across major markets. Commercial activity has picked up, and in many cities builders are scrambling to meet a significant under-supply of multifamily housing. For professionals in the industry, guarded optimism has given way to justified confidence about the future of their careers.

Good News for Builders

Recent job statistics from the Associated General Contractors of America back up the trend. April saw the construction workforce expand in 220 markets compared to the same month the year before. Employment remained stable in another 49 markets and declined in 70, partly because of reduced spending on government projects and the impact from Hurricane Sandy. Job gains ranged between 10 percent and 11 percent in the greater Los Angeles area and came in at 9 percent in Atlanta and Dallas. A handful of smaller markets experienced a small gold rush, with the construction workforce increasing by 42 percent in El Centro, Calif., 35 percent in the Steubenville, Ohio, region and 27 percent in both Pascagoula, Miss., and Springfield, Ill. These numbers don’t just represent tradesmen. In my recruiting practice, I continue to see consistent demand for construction professionals in purchasing, acquisition and development, regional/divisional leadership, investment management and other areas.

Make it yours

Confidence is empowering. It helps people work harder, take risks and broaden what they consider possible. An optimistic future for real estate should inspire those who work within it to seize the potential for advancement and professional growth that might have been delayed during the recession. Now is the time to redefine your goals for the next five years. How can you assert yourself in your current position to make them happen? Who in your professional network can help you? Is the organization you belong to the best place to grow? A rejuvenated market affords us the chance to explore these questions to an extent that wasn’t possible in the fairly recent past. As you do, remember: Mindset matters. I’ve found that success isn’t necessarily a product of one-off opportunities, but rather the result of decisions we make based on the circumstances at hand. In real estate, at least, today’s circumstances are as promising as they’ve been in a long time.

For more than 20 years, Christopher Frederick has helped executives and the companies they lead seize opportunities in real estate. Visit our website at where you can find exclusive job listings for real estate professionals and read more about our one-of-a-kind approach to executive recruitment.

More than Another Sheet of Paper – Your resume deserves a fresh approach

More than Another Sheet of Paper – Your resume deserves a fresh approach

Today’s executives seeking new talent can reach thousands of potential candidates online, run background checks in seconds and track down former colleagues anywhere in the world on social networks. Hiring has changed, and it’s time for the humble resume to catch up.

Whether you’re looking to stand out early in the hiring process for an advertised opening or are proactively networking for your next job, here are a few ideas to document your work history more effectively.

Set yourself apart

Perhaps you’ve seen the viral resume created by a Northwestern University junior who applied to ad agencies with customized kits of Legos challenging them to “build the perfect account service intern.” Even for professionals in a more subdued field like real estate, this provides a good example of how fresh thinking can give applicants an edge. When quantifying personal talents, responsibilities and accomplishments, bullet points don’t always cut it. But today you don’t have to be a graphic designer to visualize your career in new ways. Sites like, and now let anyone use graphics, charts and other visual formats to chronicle career highlights in ways that can prove more compelling than a simple sheet of paper.

Give real examples

Of course, regardless of the format, what matters most in any part of an application is the evidence it offers that a candidate can do the job at hand. Laszlo Bock, who hires about 100 people each week for Google, recently shared his best piece of advice for writing an effective resume: “Frame your strengths as: ‘I accomplished X, relative to Y, by doing Z.'”

That means being as specific as possible. Don’t just say you successfully managed a portfolio of properties for five years. How many units did that encompass, with how many people under your leadership? What sort of NOI growth did you achieve and how did that compare to your peers? What challenges did you face in that position, and, most importantly, what decisions did you make to overcome them? Take every opportunity you can when describing your work history to highlight concrete results achieved through your leadership and knowledge that managers can use to differentiate your experience from that of other applicants.

Give them what they want

Unlike an interview, the written application process offers the chance to research exactly what the company is looking for in advance. Rather than taking the same approach for every position, tailor your resume to the requirements listed in a given job description. If it mentions presentation skills, highlight the frequency and number of your in-person reports to upper management. If it mentions a specific type of property, emphasize your experience in that niche early in the resume, even if it means moving a more prestigious but less relevant job title down the list. Try to use the same terms and language as the employer to describe your work and why it’s relevant to the position. By thinking independently, focusing on pertinent examples in your work history and always keeping your audience in mind, you can change resume writing from a chore to a useful tool that shows why you are the best person for the job.

Job Happiness: How Smiles Can Get You Miles

Job Happiness: How Smiles Can Get You Miles

It’s no secret that an enthusiastic attitude, a positive outlook and a likeable disposition can bolster a career. Particularly for leadership positions, employers seek not only professionalism but an authentic passion for the job at hand.

What’s harder to divine from the advice of career coaches and business books is where all those positive feelings actually come from. Even people in a line of work they love face the same career risks, periodic setbacks and daily frustrations as everyone else. A positive outlook at work takes more than the right job title, a good salary or even a generally upbeat personality. What I’ve learned from the leaders I’ve placed at some of the country’s top real estate companies is that their success comes, in part, from a perspective that allows them to thrive within whatever environment they find themselves in.

I saw this spirit expressed in an unlikely place the other day. I love music, and when I watched the video for the song “Happy” by Pharrell Williams, I was struck by the sincerity of its underlying message. The soulful lyrics expound on the artist’s sense of joy despite any of the bad news or challenges around him. Meanwhile, a cast of diverse characters dances to the catchy hook: “Because I’m happy, Clap along if you feel like a room without a roof, because I’m happy, Clap along if you feel like happiness is the truth …” There are good dancers and terrible dancers. Old faces and young. Business leaders and famous athletes. Mothers and kids. But they all seem to get what he’s talking about. Despite their differences and whatever unique circumstances they face in their lives, they acknowledge and celebrate the things that make them thankful in life.

That’s also the type of outlook that can have a meaningful effect on work satisfaction. Instead of dwelling on the stresses of every day, it helps to be reminded of the satisfactions and rewards that drew you to a position in the first place. Whether that’s the rush of a high-stakes deal or simply the satisfaction of earning a living for your family, allowing yourself to be happy for what you have now and what might lie ahead can help give you the positive outlook employers and coworkers value so much.

For more than two decades, Christopher Frederick has helped recruit tomorrow’s leaders in real estate. Visit our website at where you can find exclusive job listings for real estate executives and read more about our one-of-a-kind approach to executive recruitment.

Hot Jobs – Especially in These Fields, Real Estate Pros Are In Demand

Hot Jobs – Especially in These Fields, Real Estate Pros Are In Demand

Things are moving again in real estate. Capital, consumers and employees have flowed back into the market over the last year. Companies are positioning themselves to meet the demand for housing and commercial space pent up over the last five years as the days of scarce financing and weak economic growth finally recede. Likewise, competition has once again heated up for leaders in highly skilled positions.

Hot Jobs

While it’s far from the only sector experiencing growth right now, construction has emerged as one of the most active areas of my recruiting practice in recent months. Professionals with land expertise are particularly in demand right now, with managers in purchasing coming in a close second. In commercial and multi-family real estate, I’ve seen consistent demand for acquisition professionals. Higher up the chain, I’ve also been filling positions for housing construction executives at the division level and regional property managers.

Now’s the Time

There’s wide demand for leadership across real estate specialties as companies rebuild their ranks to make the most of the ongoing recovery. For the professionals who dug in during the lean years, tackling new duties and widening their areas of expertise, 2014 is the year to think proactively about what’s next. Consider how you want to advance in the next five years while preparing yourself mentally to respond to unexpected job opportunities. Look to your former colleagues, peers and superiors. Are they jumping ship? Are they moving up or leveraging the demand for their skills to negotiate better compensation? Competition for talent will continue to ramp up in the foreseeable future, making this a great time to advance from a position if it no longer meets your professional needs.

Build Your Team

For hiring managers, this competition will make it essential to build a good team now, keeping in mind the potential for growth in the next five years. Widen your sphere of contacts, stay attuned to the professional development of longtime employees and keep an eye out for people who can fill positions requiring high-demand skills before those openings emerge.

Often, that process is frustrated by the deluge of off-the-mark applications generated by standard job advertising online. That’s why Christopher Frederick maintains a network of only real estate professionals and screens qualified applicants one-on-one for every position we recruit. We can quickly promote your critical openings by drawing from a database more than 200,000-strong, narrowed by specialty and location. To learn more about how we can save you time, money and work during your next executive search at no upfront cost, contact Chris Hingle at

For more than two decades, Christopher Frederick has helped place leaders with some of the largest companies in real estate. Visit our website at where you can find exclusive job listings for real estate executives and read more about our one-of-a-kind approach to executive recruitment.

Stress or Success? Outlook makes all the difference

Stress or Success? Outlook makes all the difference

Consider these two descriptions of real estate professionals in management: One relishes the responsibility of brokering deals with millions of dollars at stake. She untangles each snag in the process like a puzzle waiting to be solved. She’s sacrificed and worked hard for years to earn a position of trust, and she arrives at the office each morning ready to take on the challenges that brings. The other executive, meanwhile, has a tense meeting on the calendar with higher-ups who might disagree with her approach. She’s facing some tough calls that will affect real people she knows personally. Every day she’s aware that the risks involved in her decisions could derail not only a big deal, but the reputation she’s worked toward for years. As she watches the sun go down from her office window, she realizes she’s spent the last eight Saturdays at work.

It’s easy to consider the work experience of the first executive as the definition of success. Likewise, the second person comes off as struggling with a stress-filled position taking its toll. But really, these examples could describe the exact same person. In any career, and particularly in real estate, stress and success are two sides of the same coin.

Perspective counts a great deal in the development of a career and in how it affects your life. Leaders know that anything worth doing comes with a degree of uncertainty, setbacks and struggle. Becoming successful in the long run involves all of these things. The most satisfied professionals, though, use them as a source of motivation. Even when a given situation looks bad, it’s important to consider the circumstances in the broader context of your years-long effort to achieve career goals. It’s tough to remain confident all the time, but consciously managing pressure in the workplace has a significant impact on personal and professional growth.

Everyone does this differently, whether by surrounding themselves with people they trust, escaping into a hobby after hours, or volunteering to help people facing greater challenges. Regardless, successful professionals usually develop a healthy relationship with the demands of a high-stakes job and, above all, refuse to give up, even when the outlook is daunting. Most people in our industry have experienced this first hand in the last five years. As the market collapsed, staying in the game required commitment, faith in the industry, hard work and the right attitude over the long term. In my practice, for example, the challenges of this period led me to branch out into a new approach to executive recruitment as the demand for traditional headhunting dipped. With real estate finally in recovery, we’re now reaping the gains of that positive outlook and perseverance. And I’ve realized that one of the best ways to move forward is crossing the line mentally between feeling pressured at work and feeling successful when diving into the challenges at hand.

For more than two decades, Christopher Frederick has helped place leaders with some of the largest companies in real estate. To learn more about how we can enhance your next executive search, contact Chris Hingle at Or visit our website at where you can also find exclusive job listings for real estate executives.

New Thinking for the New Year – Upgrade Your Approach to Recruitment

New Thinking for the New Year – Upgrade Your Approach to Recruitment

After a brisk 2013, the new year has found employees in the real estate sector emboldened by improving job prospects. Construction, especially, is expected to be the third biggest job creator among U.S. industry sectors, with the Bureau of Labor Statistics recently predicting annual job growth of 2.6 percent. In the out years, the BLS in December predicted 50.6 million job openings across the economy between 2012 and 2022. Unemployment remains at 7 percent, but improving conditions mean employers and job seekers alike should position themselves for a new hiring landscape in 2014.

On the Move

Job openings nationwide climbed to nearly 4 million in October, reaching levels not seen since the first months of the recession in 2008. The Labor Department also noted that more workers – 2.39 million that month – left their jobs voluntarily than in any period since October of 2008. That indicates a confidence on the part of employees that they can find more fulfilling or lucrative work. Those hunkered down in positions that offered stability during the recession but no longer meet their professional goals should keep a close eye on the career moves of their peers and managers. Opportunities could emerge in the coming months in the form of lateral openings at different companies and vacancies caused by managers taking the jump to more advanced positions.

Network Now

Even in a rising market for property values and skilled personnel, it’s important to make use of resources that have evolved since the last time real estate companies found themselves in tight competition for talent. LinkedIn, for example, grew its membership 38 percent, year over year, in the third quarter of 2013. With 259 million members globally, it’s become critical to maintain a presence on that network. Even if you’re not actively using social media to find leads, potential employers are.

At Christopher Frederick, we’re also taking the hiring process to a new level. We’ve built the fastest-growing digital network of any traditional recruiting firm, while staying true to the level of personal service we’ve provided our clients for decades. Our proprietary network reaches nearly 200,000 leaders in real estate. Unlike automated online services, though, we use this as a tool to reach the most qualified candidates before a personal, one-to-one approach to screening job finalists, all at no upfront cost to our clients. Call us any time if you’d like to learn more about how this approach can enhance your search for the leaders who make your business excel. Whatever your goals for 2014, keep your head up, look for new opportunities, and develop a strategy now to make the most of a recovering job market.

At Christopher Frederick, we’ve spent more than two decades helping some of the biggest names in real estate hire the talent that keeps them growing. Contact Chris Hingle at Or visit our website at where you can find exclusive job listings for real estate executives.

Taking Stock and Giving Thanks – A Holiday Greeting from Chris Hingle

Taking Stock and Giving Thanks – A Holiday Greeting from Chris Hingle

As the holidays arrive and afford us the downtime to contemplate the last year, I’m struck by how much we have to be thankful for in the real estate industry. The economy remains fragile, yet we seem to have reached the end of the worst downturn the majority of us have ever experienced in our careers. We’ve worked long and hard to stay atop the housing market as it has rapidly evolved, and for many it’s finally paying off.

Just look at the numbers: October’s home sales were up 21.6 percent, year over year, despite rising interest rates. For the same month, the unemployment rate in the real estate sector fell below 6 percent. Unemployment in construction remains higher but continues to drop to levels not seen since 2008. All of this is driven by recovering home prices and double-digit increases in housing starts in markets across the country.

In my work as a recruiter, I’ve had the pleasure of working with both the industry’s existing leadership and its rising talent as homebuilders, commercial real estate firms and others restart their hiring. Engaging with these truly driven and knowledgeable professionals this year has left me absolutely confident they will capitalize on today’s growth and lead the industry to a sustainable, lucrative future. To all of you I’ve had the chance to correspond with this year, I wanted to say “thank you” for letting me be a part of your professional development.

Even as excited as I am about the prospects for 2014, the things I’m most grateful for this season are not professional but personal. This year, I’ve been privileged to watch my daughter enter college and to visit my own tight-knit classmates at The Citadel in South Carolina. I’ve had the chance to enjoy time with my family in Houston and New Orleans. I’ve also had the opportunity to deepen relationships with the outstanding professionals I’ve worked with over the years. The downturn drove home the fact that relationships are the most lasting, most important blessings that I’m thankful for each day. With better times on the horizon, that hasn’t changed.

I hope this finds you and your loved ones enjoying this season and looking forward to a prosperous 2014.

Happy Holidays,

Chris Hingle
Principal, Christopher Frederick Search Consultants

Motivation or Qualifications? How Passion is Often More Important Than Credentials

Motivation or Qualifications? How Passion is Often More Important Than Credentials

We’ve all worked with “that guy.” The one with the impressive degree. The one with a long list of respected companies in his past. The employee who looks fantastic on paper, yet underperforms the minute that sterling resume gets tucked into the drawer of his new desk. As seasoned recruiters and personnel departments can attest, credentials and motivation don’t always move in unison. Likewise, many job hunters who endured unexpected career shifts during the recession possess valuable knowledge and dedication in spades, but that might not be immediately evident in their job history.

Employers: Focus on commitment

When business was slow, hiring managers could simply skim the most experienced people from a consistent pool of available talent. A brutal job market all but ensured new hires would work hard, if only for fear of being replaced. Thankfully, business has improved. Highly skilled workers – for example, seasoned purchasing and residential land acquisition experts – are again in short supply, and firms must adapt to attract the best talent. That means committing to the employee. Recruitment efforts should demonstrate an eagerness to fill the position with the right person. Companies should be responsive to candidate inquiries whenever possible. They should also communicate their workplace culture and potential advancement opportunities to show they’re committed to hiring good people for the long haul. In the same vein, hiring managers need to look for motivation on the part of candidates to perform the job at hand. Beyond their qualifications, do they seem excited about the specific opportunities of the position? Are they hungry for a step up in their career? Did something draw them to your company over your competitors? Most of all, companies will need to adapt their thinking to the realities of the post-recession labor market. What did applicants do during the downturn to adapt and add value when business was tough across the board? Highly motivated, well-suited candidates may not necessarily have the traditional resume bullet points associated with the position.

Job Candidates: Show, Don’t Tell

It’s meaningless for a candidate to simply list traits like passion, commitment and drive in a cover letter. After all, anyone can say that. Instead, job seekers need to sell the specifics of their skill sets and experience to employers. Examples of past projects turned in before deadline and exceeding goals show passion. Past loyalty and the sacrifice of time and compensation during lean years show commitment. Consistent follow-ups and non-stop networking show drive. Highlight strengths that are as relevant to the day-to-day needs of the employer as possible. One particularly effective way to demonstrate motivation is learning as much as possible about a hiring company. For example, I recently placed a candidate who at first appeared over-qualified for the job. He did his homework, researching everything he could about the company, good and bad. He approached the interview with the attitude that he could make the job opening an even better opportunity for the employer. By sharing his accomplishments and skills gained during the recession, then making a detailed case for how he could improve his new employer’s business, they ended up creating a new opportunity even more attractive than the original job. Both sides demonstrated how motivated they were, and both came out winners.

At Christopher Frederick, we’ve spent more than two decades helping some of the biggest names in real estate hire motivated executives that lead their businesses to growth. To learn more about how we leverage our digital network with our extensive recruitment experience, contact Chris Hingle at Or visit our website at where you can find exclusive job listings for real estate executives.

Big Data or Big Mistake? How a Personal Approach to Recruiting Can Beat Out Automated Screening

Big Data or Big Mistake? How a Personal Approach to Recruiting Can Beat Out Automated Screening

When it comes to creating a pool of potential job candidates, some employers think bigger is better. Large companies will often make use of their electronic application systems to gather any and all resumes that come their way on a continual basis. The logic for doing so is sound, as personnel departments can then analyze the resultant data for insight into their hiring programs while building a seemingly endless bank of potential employees. In practice, though, such automation is only useful to a point and can actually hinder the very personal process of building a successful team.

To start with, resume-reading algorithms are not perfect, even when it comes to basic sorting. I once read of a job candidate who found he’d been marked as unqualified by a computer program despite a relevant degree from Stanford. The full name of that school is Leland Stanford Junior University, but the computer didn’t understand that Mr. Stanford shared a name with his father, assuming instead that the applicant had only been to junior college. It might be impossible to review hundreds of applications in a timely fashion without some form of automation. But a better solution is to create a smaller applicant pool by tailoring job solicitations to a specific group of the most qualified people. This approach is also more fair to those searching for jobs. Many have grown wary of online applications after submitting them by the dozens and hearing nothing in return, potentially because employers solicited applications on popular job boards as a way to gauge potential response, rather than to actually fill a position. In an environment where candidates feel they are casting their resumes into a lottery drawing, they are less likely to apply for the most appropriate positions or become motivated to pursue a particular employer. Be upfront about the position, its requirements and your hiring time frame. Serious candidates will see you are reaching out to them in good faith and will take extra steps to show that they have the most to offer.

For example, my executive recruitment firm approaches only candidates with demonstrated leadership in real estate, narrowing our target audience further by geographic area. Our digital network has nearly 200,000 members, but it’s our seasoned recruiting expertise that makes that network effective. While we make use of technology to help reach the best candidates, we then review responses individually, interacting with applicants and conducting the one-on-one work needed to find the right personalities and knowledge to fit our clients’ needs. It’s the second part of that process that computers cannot replace. Don’t make big mistakes when it comes to your big data while hiring. Digital technology provides today’s managers with an array of powerful tools, but using them well requires discretion and the ability to evaluate candidates as people whose potential value is not always obvious on a spreadsheet.

Over more than two decades, Christopher Frederick has helped some of the biggest names in real estate hire the people key to their success. To learn more about how we leverage our digital network with our extensive recruitment experience, contact Chris Hingle at Or visit our website at where you can find exclusive job listings for real estate executives.

Hot Housing – Make the Most of Career Opportunities in the Recovering Residential Market

Hot Housing – Make the Most of Career Opportunities in the Recovering Residential Market

Last year brought indisputable evidence of a recovery in housing, with the National Association of Homebuilders reporting a 28 percent year-over-year increase in housing starts in 2012. Even amid the volatility caused by rising interest rates this summer, the pace of construction remains robust, and expanding homebuilders are on the lookout for talent. Now is the time for professionals in the industry to assess their prospects and make the most of a rebounding market.

From my own work as a recruiter offering a unique digital approach to executive hiring, the high-demand positions I see at the moment are in purchasing and in land acquisition/development. If your career resides in these areas, think strategically and study the market carefully to find a position offering the most headroom and potential for expanded responsibility in your area of expertise. If your skills fall in a different area, fear not. The recovery is providing motivated professionals with a degree of flexibility as companies begin rebuilding their diminished ranks.

The housing downturn left many managers and their employees hesitant to leave their present positions, rightfully fearing that a move to advance their careers might leave them with no job at all if prospects worsened at a new company. Some of that caution persists, but today’s business environment should inspire confidence that careers can once again rise with the prospects of homebuilders. Career-focused individuals should also keep in mind that their years helping firms muddle through the downturn also have value in their own right in the eyes of employers looking for hard-working, innovative people.

Hiring managers, too, face a different landscape when recruiting executives. The decline in housing wasn’t gradual and neither is the recovery. The people who left the industry have not necessarily been replaced with younger talent in recent years, so many employers have become more flexible in the way they hire and develop their leaders. Companies must think deeper than job titles and years of experience. What leadership responsibilities and decision-making skills are revealed by a candidate’s work experience? How did he or she add value during the recession? Smart people are easy to train. Can you find the devotion and talent you’re looking for in someone from a different career track, or even from another industry? The talent is out there and hungry for a piece of the long-awaited growth in housing. Likewise, housing professionals should draw confidence from the work they’ve done in recent years – a confidence that inspires them to excel as things are finally looking up. The housing recovery will be yours to prosper from as well.

For more than 25 years, Christopher Frederick has helped match ambitious professionals with leadership positions at some of the most successful firms in real estate. To learn more about how we can enhance your next executive search using our extensive digital network, contact Chris Hingle at Or visit our website at where you can find exclusive job listings for real estate executives.

The Pay Play: Salary Negotiation in 2013

The Pay Play: Salary Negotiation in 2013

Salary negotiation is a high-class problem. By the time it becomes a concern, a job candidate has surpassed the most rigorous tests an employer put in place to find the best fit for a job. Yet discussions over pay and benefits can still derail what would otherwise amount to a win-win between an executive and a company that values his or her expertise. Today’s compensation negotiations for real estate professionals reflect legitimate changes in the market following a tough downturn. Some companies no longer have the resources to chase talent that comes to the table unwilling to budge on pay. Most hiring managers still care more about what that person can do for their organization than about wringing the biggest savings from a new hire. Nonetheless, it’s important to keep the company’s needs in mind while angling for the best possible deal.

The basics still apply:

Information remains the most valuable tool in any negotiation. Candidates are well-served to find out as much as they can about a company’s pay policies, either by hitting up professional contacts or by conducting research online through sites like If you know the salary range for a position, that provides the opportunity to “anchor” the negotiation at the top of that scale during preliminary discussions. Likewise, don’t shoot high above what you know a company has been willing to pay in the past, as this may turn hiring managers off completely.

Prior to formal discussions, it’s also important to know exactly what you want. Think through your minimum acceptable salary for the position, as well as which benefits and perks you consider most significant, whether they relate to bonus potential, flexible scheduling or retirement contributions. Just as important, prepare in your mind the relevant project experience, industry knowledge, contacts and other traits valued by the employer that you can use to justify the compensation you want.

Times are different:

If you’re in a position to discuss an executive pay package, you already know what to do at a negotiating table. The problem facing some companies and potential hires, though, is a misalignment of their expectations. A recovering market has renewed optimism about future business and personal prosperity, yet real estate companies remain cautious in the near term. Emboldened candidates realize that it’s no longer 2009, but companies know it’s not 2006 either. Too often, a promising negotiation can fall apart because a hard-bargaining candidate can’t meet the numbers needed by a company, sometimes when the difference amounts to a small fraction of the salary under discussion. Candidates should take an objective look at the company’s current business. Is it recovering? Is it thriving? It is somewhere in between? If the future offers greater potential than the next quarter, you and your potential employer may be well-served to steer negotiations to long-term incentives that hinge on the success of both you and the company. In any case, it’s more important than ever to enter salary negotiations with a clear picture of both your needs and those of your potential employer.

For more than two decades, Christopher Frederick has helped connect real estate talent to the companies and positions that match their potential. To learn more about our unique, digital approach to executive recruitment, contact Chris Hingle at Or visit our website at where you can find exclusive job listings for real estate executives.

Step Back to Move Forward – Taking Time to Think Strategically at the Beginning of a Recovery

Step Back to Move Forward – Taking Time to Think Strategically at the Beginning of a Recovery

Have you heard the news? May’s construction spending was up 5.4 percent in the trailing twelve months, driven by the strongest residential numbers in more than four years. Bidding wars on scarce properties have reemerged in once-stagnant markets. The Dow Jones U.S. Home Construction Index has jumped 75 percent in the last two years, and some builders are even having difficulty finding enough qualified tradesman to handle all of their projects.

Yet despite the headlines, caution remains the watchword for real estate companies expanding their professional ranks. The beginning of a recovery comes with as many risks as opportunities. Rebounding interest rates, for example, could dampen housing demand. Many effects of the deep federal budget cuts from sequestration won’t kick in until next year. The eurozone, which collectively represents America’s largest trading partner, reached a record-breaking 12.1 percent unemployment rate in May. To the east, concerns about China’s murky banking system and slowing growth offer another potential shock to U.S. markets, job growth and, ultimately, real estate. At the same time, those who fail to act at all risk missing another long climb for U.S. GDP growth and economic expansion. One thing is certain: The decisions of real estate professionals laying out their career plans now will affect their livelihoods for years to come.

Plan, Plan and Plan Some More

Even though we face unknowns in the economy, a well-thought-out career strategy is valuable no matter what direction the market takes. How long has it been since you considered what position you want to hold in five, ten or 15 years? What doors do you see opening as your skills advance, and what opportunities do you see expiring as you move further into a single specialty? Are there things you know you will regret missing if you don’t act, such as starting a business of your own? The simple act of thinking through questions like this, sharing them with your family and discussing them with your mentors can put you in a position to act with confidence when a new job or business opportunity emerges unexpectedly. Build your professional network accordingly. Once sales pick up, new positions will emerge quickly as firms position themselves to expand. Be ready.

Patience Pays

Optimism about the economy and confidence in your career should help you work harder to reach your goals. Just don’t let anticipation built over a long recession push you into rash decisions. Even if you’re dissatisfied with your current work, take a hard look at all the options available before you make overtures to your contacts about jumping ship. Even if an exciting new opportunity emerges, carefully study the company’s prospects and business plan to ensure the position has a high likelihood of getting you where you want to be. Finally, don’t settle. If a position with a moderately better paycheck comes along – even if it’s been a long time since you’ve had a job offer – go back to your long-term plan and ensure the move is worth the risk of missing a better opportunity next month. Those who plan with patience today will find themselves at the top tomorrow.

For more than two decades, Christopher Frederick has used its deep recruiting experience and digital network to help connect the leading people and companies in real estate. To learn more about how we can enhance your next executive search using our unique method of digital recruitment, contact Chris Hingle at Or visit our website at

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