What Hiring Managers Are Seeking in CRE Talent

Galy: “Most folks look for mentors more senior to them, and I highly recommend reverse mentors. If you are a Baby Boomer, pick a Millennial or Next-Gen mentor for things like technology or new trends.”

IRVINE, CA—Due to new technologies driving fundamental changes in the industry, the list of qualifications for CRE positions is shifting. GlobeSt.com spoke exclusively with Ten-X ‘s new chief people officer Chris Galy about how the hiring scene is changing and what it takes to be a leader in today’s commercial real estate industry. GlobeSt.com: What do today’s CRE companies look for in new talent they’re hiring?  Galy: The CRE industry is undergoing some fundamental changes, largely driven by new technologies , and that’s changing what companies are looking for in terms of both skill sets and personality types. We look for highly intelligent and passionate people who share our values (service, fun, accountability, teamwork and excellence) with a desire to be part of and make an impact on something big. We are constantly looking for subject-matter experts in the commercial and residential real estate industries, technology and just about every other function you’d find at a real estate and tech company. Since we are on the forefront of this convergence, we know that things are evolving rapidly, so team members need to be flexible, willing to do anything needed to help the bigger team win. We are also building a culture around our people and our customers, so if you want to join a company on the rise and have a huge impact on who we will grow up to be, Ten-X would be a great place.  If you like predictable and steady, you might not enjoy it here. GlobeSt.com: What do you feel it takes to be a leader in today’s CRE industry?  Galy: The CRE industry is not for the faint of heart; most leaders in the industry are strong-willed, driven Type-A personalities. So, all the traditional things that have made people leaders in the CRE market still matter, such as hard work, strong networking, high integrity, passion, continuous learning, business acumen, etc. What makes things different today is that the impact of technology causes more rapid change, and brings a more dynamic—rather than static—state to many companies and market sectors. Ten-X is a great example of that because of the changes our online and mobile technology are driving. We feel strongly that real estate transactions can be 10 times better for everyone involved because of our technology … true leaders are always big dreamers. GlobeSt.com: Where should new professionals look for mentors in this industry? Galy: Online (Linkedin, industry blogs, school alumni web pages, etc.) and offline (industry conferences and meetups, professional certification networks— CCIM , for example). They should look inside their own company and externally. The big key is making the ask. But when you do, don’t make an open-ended ask, thereby putting the onus on the mentor to figure things out. Make the ask specific to something important to you and let them know why. Lastly, most folks look for mentors more senior to them, and I highly recommend reverse mentors. If you are a Baby Boomer , pick a Millennial or Next-Gen mentor for things like technology or new trends. GlobeSt.com: What else should our readers know about new professionals finding a place in the CRE industry?  Galy: Have a career-search strategy, weekly goals and realistic expectations. And, if you find a place you really want to be, don’t stop at “no.” If you stop, you probably do need to look at other jobs in other industries.