Real Estate

Real Estate Recruitment Agency: Hire Property Professionals from the Balkans

Real estate is one of the world’s most diverse industries, combining sales, investment, property management, facilities operations, finance, construction, development, valuation, leasing, asset management, technology and customer service.

A residential brokerage may need property consultants and leasing agents. A commercial property company may require chartered surveyors, valuers and asset managers. A residential portfolio owner needs property managers and tenant-relations personnel. A shopping centre requires leasing, facilities, operations and marketing teams. A real estate developer may need development managers, financial analysts, project managers, quantity surveyors and technical specialists.

For employers, this creates a recruitment market ranging from entry-level property administration to highly specialised investment and development positions.

Balkans Recruitment is a leading international recruitment agency helping employers recruit real estate professionals, property specialists, commercial personnel, technical experts, managers and support staff from Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia, Serbia and other Balkan countries.

We support employers recruiting for opportunities across the European Union, Norway, Qatar, Saudi Arabia, the United Arab Emirates and the United Kingdom, subject to applicable immigration, licensing, professional-qualification and employment requirements.

Whether your company needs several leasing consultants, an experienced property manager, a facilities team or senior real estate investment professionals, international recruitment can expand your available candidate market.

What Is the Real Estate Industry?

Real estate includes the buying, selling, leasing, development, management, operation, valuation and investment of land and buildings.

The industry’s main property classes include residential, commercial offices, retail property, industrial and logistics assets, hotels, student accommodation, healthcare property, mixed-use developments, data centres and specialised real estate.

The latest detailed Eurostat sector profile reports that EU real estate activities comprised approximately 1.6 million enterprises and employed 2.7 million people, generating approximately €275.1 billion of value added in 2022. Real estate represented around 4.8% of EU business-economy enterprises and 1.7% of employment.

The employment footprint becomes substantially larger when related activities such as construction, architecture, engineering, facilities management, financial services and property technology are included.

For employers, this means real estate recruitment should rarely be treated as one occupational category.

A property developer requires different expertise from an estate agency. An institutional investment manager requires a different candidate profile from a residential property-management business. A shopping-centre operator needs a mixture of commercial and technical employees.

What Real Estate Employers Should Know About Recruitment

Real estate is fundamentally a local industry operating within an increasingly international investment environment.

Properties are fixed in one location, but capital, investors, developers, technology providers and employees can be international.

This creates several recruitment challenges.

Employers need professionals who understand local property markets while sometimes working with international investors. Sales and leasing personnel frequently require strong language and relationship-building skills. Property managers must balance tenant requirements, landlord expectations, budgets and building operations. Asset managers need strong financial understanding. Facilities managers require operational and technical knowledge. Valuers may need professional accreditation or statutory recognition.

Real estate is also increasingly data-driven.

Property companies now use sophisticated software for leasing, valuation, tenant management, portfolio analysis, facilities management, customer relationship management and investment modelling.

Employers therefore increasingly look for candidates who combine property experience with technology, analytical and commercial skills.

Real Estate Jobs Employers Can Recruit

Real estate recruitment covers a broad occupational spectrum.

This comprehensive role map also demonstrates why employers should avoid advertising simply for a “real estate professional.”

An investment analyst, residential agent and facilities manager work within the same industry but require completely different expertise.

Hire Real Estate Professionals From the Balkan Countries

Balkans Recruitment enables employers to expand candidate sourcing across multiple Balkan labour markets.

Candidates can be sourced from:

Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia, Serbia and other Balkan countries.

Potential candidate backgrounds include residential property agencies, commercial property businesses, developers, construction companies, investment businesses, shopping centres, hotels, facilities-management companies, architectural practices, engineering businesses and corporate real estate departments.

Recruitment can cover operational, commercial, administrative, professional, technical and management vacancies.

International sourcing may be particularly useful when employers need combinations of skills such as:

multilingual sales capability, property-management experience, international investor exposure, construction knowledge, financial modelling skills or professional surveying qualifications.

Real Estate Sales and Brokerage Recruitment

Real estate agents and property consultants remain among the industry’s most visible professionals.

Depending on the market, responsibilities can include property prospecting, lead generation, client qualification, property viewings, negotiation, sales progression, landlord acquisition and transaction coordination.

Employers commonly assess candidates according to:

previous transaction volume, property type, average property value, local market knowledge, CRM experience, lead-conversion performance, negotiation capability and languages.

Compensation also needs careful explanation.

Real estate brokerage is one of the industries where commission can represent a substantial proportion of employee earnings.

A position may involve:

fixed salary plus commission, recoverable draw plus commission, performance bonus or predominantly commission-based compensation.

For international recruitment, employers should clearly explain guaranteed salary separately from potential commission.

A hypothetical maximum commission figure should never be presented as guaranteed take-home pay.

Residential Real Estate Recruitment

Residential real estate employers may need personnel across sales, leasing, property management and administration.

Typical recruitment requirements include:

Real Estate Agents, Sales Negotiators, Leasing Consultants, Property Administrators, Residential Property Managers, Tenant Relations Officers, Community Managers and Branch Managers.

Candidates working with residential property may need experience with:

viewings, tenant onboarding, rental agreements, tenancy renewals, inspections, rent collection, maintenance coordination and landlord reporting.

For property managers, portfolio size matters.

Managing 30 premium apartments is different from managing 500 residential units.

Employers should therefore specify the number and type of properties the employee will be responsible for.

Commercial Real Estate Recruitment

Commercial property requires stronger financial and lease-analysis skills in many positions.

Employers may recruit for:

office, retail, industrial, logistics, hospitality and mixed-use properties.

Relevant roles include:

Commercial Property Manager, Commercial Surveyor, Leasing Manager, Asset Manager, Investment Analyst, Investment Manager, Capital Markets Specialist and Commercial Real Estate Broker.

Candidates may need knowledge of:

lease structures, rent reviews, service charges, yields, capitalisation rates, discounted cash flow, occupancy, tenant covenants and property valuation.

Commercial roles increasingly combine real estate experience with advanced financial modelling.

Property Management Recruitment

Property managers sit between property owners, occupants, suppliers and service providers.

Responsibilities can include:

tenant relations, lease administration, rent monitoring, maintenance coordination, budgeting, contractor management, inspections, service charges and property reporting.

Employers should identify whether the role covers:

residential, commercial, retail, industrial or mixed-use property.

The IREM Certified Property Manager designation is one internationally recognised property-management qualification. IREM describes CPM as its highest-level professional certification for experienced property and asset managers.

IREM also provides Accredited Residential Manager and Accredited Commercial Manager credentials for specialised property-management careers.

These are professional certifications, not substitutes for local legal requirements.

Facilities Management Recruitment

Large property portfolios depend heavily on facilities management.

Facilities personnel maintain the physical environment and coordinate contractors, maintenance, health and safety, building services and workplace operations.

Typical positions include:

Facilities Coordinator, Facilities Supervisor, Facilities Manager, Technical Facilities Manager, Building Manager, Estate Manager and Head of Facilities.

Candidates may oversee:

HVAC, electrical systems, plumbing, elevators, fire systems, security, cleaning, landscaping, waste management, energy consumption and preventative maintenance.

Professional qualifications frequently mentioned by employers include IWFM qualifications and IFMA’s Certified Facility Manager credential.

IWFM provides internationally recognised qualifications across Levels 2–7 covering facilities and workplace management from entry through strategic levels.

IFMA describes its CFM as an internationally recognised credential assessing the core facility-management body of knowledge.

Real Estate Asset Management Recruitment

Property management and asset management should not be treated as interchangeable.

Property managers generally focus more heavily on operational performance.

Asset managers focus on the investment performance and strategic value of properties.

Their work may include:

business plans, rent growth, capital expenditure, refinancing, leasing strategy, redevelopment, operating income, valuation, hold/sell analysis and investor reporting.

Employers may seek experience across:

office assets, shopping centres, logistics facilities, residential portfolios, hotels or alternative real estate.

Asset-management candidates may require strong knowledge of:

Excel modelling, discounted cash flow, IRR, NPV, capitalisation rates, NOI, debt structures and portfolio strategy.

Real Estate Investment Recruitment

Institutional real estate investors require financially sophisticated candidates.

Potential employers include:

investment funds, private equity firms, family offices, pension funds, sovereign wealth investors, insurance companies, REITs and property developers.

Common positions include:

Real Estate Investment Analyst, Investment Associate, Investment Manager, Acquisitions Manager, Portfolio Manager and Investment Director.

Interview assessments may include:

financial modelling, valuation exercises, market analysis, investment memoranda and investment-committee presentations.

Employers should specify whether they require experience in:

acquisitions, asset management, development investment, debt, private equity or capital markets.

Real Estate Development Recruitment

Developers require teams that can take a property from land acquisition through planning, construction, leasing and completion.

Roles may include:

Development Analyst, Development Manager, Senior Development Manager, Project Manager, Land Manager, Planning Manager, Commercial Manager and Development Director.

Candidates may need to coordinate:

architects, engineers, contractors, local authorities, investors, banks, consultants and leasing teams.

Development managers may therefore combine:

commercial, financial, technical and project-management skills.

Professional credentials such as PMP may be preferred for some project-focused vacancies. PMI describes the PMP as a globally recognised certification demonstrating project leadership across people, processes and business priorities.

Property Valuation and Surveying Recruitment

Valuation is a specialised component of real estate.

Employers may recruit:

Valuation Surveyors, Chartered Surveyors, Registered Valuers, Property Valuers and Valuation Analysts.

The RICS Red Book is internationally recognised as a major framework for professional property valuation. RICS states that its valuation standards cover ethics, objectivity, competence, transparency and valuation reporting and are widely used by financial institutions and professional valuers.

Chartered surveyor status is another qualification employers frequently request.

RICS provides several pathways toward chartered status, including its Assessment of Professional Competence.

However, valuation regulation varies by country.

Employers should confirm whether an overseas qualification is recognised for the particular valuation work the employee will perform.

Shopping Centre and Retail Property Recruitment

Shopping centres combine real estate, retail and facilities operations.

A large mall can employ or contract specialists across:

leasing, property management, facilities, marketing, events, security, tenant coordination, customer service and finance.

Typical positions include:

Shopping Centre Manager, Mall Manager, Retail Leasing Manager, Tenant Relations Manager, Facilities Manager, Asset Manager and Marketing Manager.

Leasing teams may analyse:

tenant mix, occupancy, rent per square metre, turnover rents, lease expiries and vacancy.

This requires very different experience from residential brokerage.

Industrial and Logistics Real Estate Recruitment

Warehouses and logistics property have become an increasingly specialised real estate segment.

Recruitment can include:

Industrial Property Managers, Warehouse Asset Managers, Logistics Leasing Managers, Development Managers and Investment Analysts.

Employers may value candidates with knowledge of:

distribution centres, warehouses, last-mile facilities, loading specifications, clear heights, yard requirements, transport access and industrial lease structures.

These positions can overlap with construction, logistics and infrastructure experience.

PropTech and Real Estate Technology Recruitment

Real estate technology has changed how properties are marketed, valued, leased and managed.

PropTech employers and larger property groups may recruit:

PropTech Product Managers, Property Systems Analysts, CRM Administrators, Data Analysts, Business Intelligence Specialists and implementation consultants.

Technology is also changing traditional real estate occupations.

Property managers may work extensively in property-management platforms. Investment professionals use valuation software and analytics systems. Brokers increasingly depend on CRM and digital lead-management tools.

A modern real estate recruitment campaign should therefore identify software competence alongside property experience.

Real Estate Software and Tools Employers Commonly Mention

Yardi currently positions Voyager and Breeze as property-management platforms covering accounting and operational workflows across residential and commercial portfolios.

ARGUS Enterprise remains especially relevant to commercial real estate investment and valuation. Altus Group describes the software as supporting property-level cash-flow modelling, valuation, forecasting, budgeting and asset management.

For recruitment purposes, software requirements should be divided into mandatory expertise and transferable experience.

An experienced property manager who has used MRI may be able to learn Yardi quickly.

By contrast, a senior commercial investment analyst may be expected to demonstrate advanced ARGUS modelling capability before hiring.

Real Estate Certifications and Professional Qualifications Employers Mention

The CCIM designation is targeted specifically toward commercial real estate professionals and covers areas such as financial analysis, market analysis and investment analysis.

For sustainable property portfolios, LEED AP credentials are relevant to professionals working with LEED-certified buildings, while BREEAM distinguishes between Advisory Professionals and licensed Assessors.

Employers should never assume that a professional certificate automatically authorises a candidate to carry out regulated activity.

Real Estate Licensing: What International Employers Must Check

Real estate regulation differs significantly between countries and even between cities.

This is especially important when recruiting sales agents, brokers and valuers internationally.

United Arab Emirates

Dubai operates a professional practice-card system covering activities including:

real estate brokerage, real estate project marketing, mortgage brokerage, property management, real estate consultancy and valuation.

Dubai Land Department’s current service requires professionals undertaking relevant regulated activities to obtain the appropriate real-estate professional practice card.

Employers recruiting candidates internationally for Dubai should therefore establish which professional card or qualification applies before deployment.

Saudi Arabia

Saudi Arabia regulates brokerage through the Real Estate General Authority’s FAL system.

The authority’s current individual brokerage licensing process requires applicants to complete designated qualification programmes, including brokerage and marketing training.

Employers should confirm the exact licensing route and candidate eligibility for each role.

Qatar

Qatar requires particular caution.

The Ministry of Justice states that a natural person applying for an individual real estate brokerage licence must currently be a Qatari national and must pass relevant training and testing requirements.

That restriction applies specifically to licensed real estate brokerage activity and does not mean every job within a Qatar property business must be held by a Qatari national.

International recruitment can still be relevant for many positions including property management, facilities, development, finance and technical functions where applicable.

Employers should define the employee’s legal activities before recruiting an international candidate as a “real estate broker.”

United Kingdom

Real estate regulation is also evolving in the UK.

A July 2026 House of Commons Library briefing stated that estate agents in England and Wales were not then legally required to hold a licence or professional qualification, although estate agency businesses operate within statutory consumer-protection and redress requirements.

On 29 September 2026, the UK government announced plans for further regulation of property agents, including licensing requirements. Implementation details and timing therefore need to be checked as reforms develop.

For employers, the practical rule is straightforward: verify current local licensing requirements immediately before employing an international candidate in a regulated client-facing real estate role.

International Recruitment and Immigration Eligibility

Professional suitability and immigration eligibility are separate questions.

A candidate may be an excellent property manager or real estate agent but still require an appropriate work-authorisation route.

European Union

Citizens of Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia and Serbia generally require appropriate work authorisation to take employment within EU member states unless they hold another status providing work rights.

The rules must be checked for the specific destination country.

United Kingdom

Current UK occupation classifications list Property, Housing and Estate Managers under SOC 1251 and Estate Agents and Auctioneers under SOC 3555 as Medium Skilled occupations.

That classification alone does not mean every vacancy qualifies for new Skilled Worker sponsorship.

Eligibility depends on current route rules, salary, the applicable immigration lists, sponsorship status and the candidate’s circumstances.

Employers should confirm eligibility before beginning overseas sourcing.

Norway

Non-EU/EEA candidates require an appropriate Norwegian work/residence route.

Professional or skilled positions should therefore be checked against Norway’s immigration rules and any regulated-profession requirements before recruitment begins.

Real Estate Salaries in 2026

Real estate compensation varies more than in many industries because remuneration can include:

base salary, commission, leasing incentives, transaction bonuses, performance bonuses, carried interest or investment-related compensation.

A residential agent and a real estate investment director therefore cannot realistically be compared using one industry wage.

Geography also matters enormously.

Within the European Union alone, statutory national minimum wages in January 2026 ranged from €620 per month in Bulgaria to €2,704 in Luxembourg, while five EU countries did not have a national statutory minimum wage.

For that reason, the following figures should be treated as international recruitment-planning ranges rather than official salary scales.

Estimated 2026 Net Hourly Real Estate Salaries

Important Salary Methodology

These figures are approximate employee net hourly equivalents used for recruitment planning.

They are not legal minimum wages, contractual recommendations or guaranteed take-home salaries.

Actual net pay depends on:

tax residency, employee deductions, pension contributions, working hours, bonus arrangements, commission, benefits and personal circumstances.

Real estate agents require particular caution because commission can make monthly and hourly earnings extremely volatile.

Real Estate Salaries in Norway

Official Statistics Norway data demonstrates the relatively high earnings potential of specialised property occupations.

The SSB earnings series for real estate agents and property managers showed an average monthly salary of NOK 82,000 and a median of NOK 69,250 in the displayed 2024 figures.

Updated 2025 data based on the same SSB series reports a median of approximately NOK 72,090 per month for the occupation.

Net calculations require care.

Foreign employees participating in Norway’s PAYE programme generally pay 25% tax in 2026, but the scheme is limited to annual employment income of no more than NOK 725,050. Higher-paid real estate professionals can exceed this threshold and fall under ordinary taxation instead.

Employers should therefore calculate take-home pay individually rather than simply deducting 25% from every property salary.

Real Estate Salaries in Qatar

Qatar’s property market includes residential leasing, commercial property, development, hospitality assets and large mixed-use projects.

Current salary data provides several useful benchmarks.

Indeed reported approximately QAR 7,110 per month for real estate agents in Qatar in September 2026.

Leasing consultants averaged approximately QAR 6,606 monthly, while leasing managers averaged approximately QAR 10,793.

Facilities managers averaged approximately QAR 8,524 per month.

Property managers in Doha were reported at approximately QAR 7,996 monthly.

Qatar does not impose income tax on employed individuals’ salaries, wages and allowances.

Base cash salary is therefore comparatively close to take-home pay, although contractual deductions and benefits can still affect the final package.

Commission is especially important for brokerage and leasing roles.

Real Estate Salaries in Saudi Arabia

Saudi Arabia’s rapidly developing property market creates recruitment demand across development, facilities management, leasing, investment and property operations.

Current salary reporting shows significant differences by seniority.

Indeed reported average Property Manager pay of approximately SAR 14,434 per month in August 2026.

Facilities Managers averaged approximately SAR 8,591 per month in September 2026.

Real Estate Managers averaged approximately SAR 18,826 per month, although the reported sample for that occupation was small and should therefore be treated cautiously.

Saudi Arabia currently does not impose individual income tax on earnings derived solely from employment.

Employers should nevertheless present the total package clearly, including:

housing allowance, transport allowance, insurance, annual flights, commission and performance incentives.

Real Estate Salaries in the United Arab Emirates

The UAE—particularly Dubai and Abu Dhabi—is one of the world’s most internationally oriented property-employment markets.

Real estate compensation can nevertheless vary dramatically.

Indeed reported approximately AED 3,279 per month in base salary for real estate agents across the UAE in September 2026.

That base figure should not be interpreted as the agent’s full earnings because many UAE brokerage roles are heavily commission-dependent.

Property Managers averaged approximately AED 6,375 per month, with substantial variation between employers.

Facilities Managers averaged approximately AED 5,372 per month.

Real Estate Managers averaged approximately AED 7,052 per month.

The UAE currently has no personal income tax on employment wages.

This makes gross-to-net comparison simpler than in Europe, but employers should still identify whether:

housing, transport, health insurance, flights and commission are included in salary or provided separately.

Real Estate Salaries in the United Kingdom

The UK National Living Wage for workers aged 21 and over is £12.71 gross per hour from 1 April 2026.

Current property-market salary data shows higher averages for specialised property professionals.

Indeed reported average Property Manager salaries of approximately £33,671 annually in September 2026.

Facilities Managers averaged approximately £42,188 annually.

Real Estate Managers averaged approximately £59,122 annually.

Real Estate Agent salary data showed approximately £49,748 annually, although the exceptionally wide advertised salary range reflects the commission-heavy nature of agency work.

UK take-home pay depends on Income Tax and National Insurance.

For 2026/27, the standard employee National Insurance rate is 8% between the primary threshold and upper earnings limit, falling to 2% above that level.

The net hourly estimates above therefore represent approximate planning figures rather than employee-specific calculations.

Real Estate Salaries Across the European Union

The EU contains some of the world’s highest-paying property markets as well as significantly lower-cost markets.

Employers recruiting for:

Germany, France, Ireland, Luxembourg, the Netherlands or Belgium should not expect the same salary structure as employers recruiting for Bulgaria, Romania, Hungary or Croatia.

Eurostat’s January 2026 minimum wage data demonstrates the scale of this difference: statutory national minimum wages ranged from €620 in Bulgaria to €2,704 in Luxembourg.

Professional property salaries vary just as significantly.

Consequently, an employer should benchmark each role according to:

destination country, city, property sector, portfolio size, professional qualification and seniority.

The EU salary ranges in this article deliberately cover a wide spectrum because a single precise figure would be misleading.

Commission-Based Real Estate Salaries Require Special Treatment

Employers recruiting real estate salespeople internationally should distinguish between three separate numbers:

guaranteed base salary, realistic expected commission and maximum theoretical earnings.

These should never be presented as though they are the same thing.

A candidate relocating internationally needs to understand what income is guaranteed if no transaction closes during the first several months.

The employer should therefore explain:

commission percentage, when commission is paid, whether it is calculated on gross or net brokerage revenue, whether leads are provided, whether marketing costs are deducted, how cancellations are treated and whether a base salary is guaranteed.

Transparent compensation structures can significantly reduce candidate misunderstandings after relocation.

Total Compensation in International Real Estate Recruitment

Real estate professionals often assess the entire employment package rather than salary alone.

Relevant components may include:

commission, annual bonus, accommodation, housing allowance, transportation, company vehicle, fuel allowance, medical insurance, annual flights, mobile-phone allowance, professional membership, certification costs and relocation assistance.

Senior investment and development employees may also assess:

long-term incentive plans, profit-sharing and carried-interest arrangements.

Facilities managers may care about:

on-call allowances, overtime and site responsibility.

Employers should therefore provide recruiters with a complete compensation structure before candidate interviews begin.

How Real Estate Employers Should Prepare an International Recruitment Campaign

Define the Real Estate Sector

Do not request simply a “property manager.”

Specify whether the portfolio is:

residential, offices, retail, industrial, logistics, hospitality or mixed-use.

Define Portfolio Size

State:

number of units, square metres, properties, tenants and locations.

Clarify Financial Responsibility

Specify whether the employee handles:

budgets, service charges, capital expenditure, valuations or investment analysis.

Define Software Requirements

Identify:

Yardi, MRI, ARGUS, Excel, Salesforce or other critical platforms.

Establish Professional Requirements

Separate:

mandatory licence, legally recognised qualification and employer preference.

Define Languages

Real estate is highly relationship-oriented.

Client-facing roles may require strong local-language or English capability.

Explain Compensation

For brokerage roles especially, specify:

base salary and commission separately.

Verify Local Licensing

Before recruiting internationally, establish whether the candidate can legally perform the proposed property activities in the destination market.

Screening Real Estate Candidates from the Balkans

Candidate assessment should reflect the real responsibilities of the vacancy.

For agents and leasing consultants, employers can evaluate transaction history, lead conversion, property type, CRM experience, languages and negotiation.

For property managers, assessment can cover portfolio size, tenant relationships, budgets, contractors, service charges and occupancy.

For facilities managers, screening may include HVAC, electrical, fire systems, preventative maintenance, contractor management, CAFM platforms and health and safety.

For investment professionals, testing can include Excel modelling, DCF, IRR, NPV, yield calculations and investment memoranda.

For valuers, employers should assess methodology, professional recognition and relevant local standards.

For development managers, assessment should examine project size, development stage, budgets, programme management and consultant coordination.

Real Estate KPIs Employers Should Discuss During Interviews

Experienced property candidates may be expected to understand performance indicators such as:

These metrics can help employers distinguish candidates who merely understand terminology from professionals who have actually managed property performance.

Recruitment for Large Real Estate Developments

Large development projects can require entire multidisciplinary teams.

A mixed-use development might need:

Development Managers, Project Managers, Commercial Managers, Quantity Surveyors, Planning Specialists, Leasing Managers, Property Managers, Facilities Managers, Asset Managers, Marketing Specialists, Financial Analysts and HSE personnel.

International recruitment can be structured around the complete development lifecycle.

Early-stage recruitment may focus on:

land, investment, design and development.

Pre-opening recruitment may focus on:

leasing, marketing, facilities and operations.

Operational recruitment then shifts toward:

property management, tenant relations, asset management and maintenance.

This workforce planning approach can be more effective than recruiting each occupation independently.

Recruitment for Property Management Portfolios

Portfolio owners may need recurring recruitment rather than one-time hiring.

A growing residential portfolio could require:

Property Administrators, Property Managers, Building Managers, Maintenance Coordinators, Tenant Relations Specialists and Regional Property Managers.

Commercial portfolios may additionally need:

Lease Administrators, Facilities Managers, Service Charge Accountants, Asset Managers and Sustainability Specialists.

Balkans Recruitment can organise candidate sourcing by:

role, seniority, language, destination and property type.

Recruitment for Real Estate Agencies

Brokerage businesses may need large sales teams, particularly during rapid expansion.

Recruitment can include:

Real Estate Agents, Leasing Consultants, Off-Plan Consultants, Sales Managers, CRM Administrators, Marketing Specialists, Transaction Coordinators and Branch Managers.

The most important recruitment question should not simply be:

“Has this person worked in real estate?”

Employers should establish:

which property segment, price level, client type, lead source and compensation environment the candidate understands.

A high-performing residential rentals consultant is not automatically an experienced commercial investment broker.

Recruitment for Institutional Real Estate Investors

Investment firms need a smaller but highly specialised workforce.

Potential roles include:

Analysts, Associates, Investment Managers, Asset Managers, Portfolio Managers, Fund Managers and Investment Directors.

These candidates may need combinations of:

financial modelling, market analysis, valuation, debt analysis, transaction execution and investor reporting.

For internationally mobile candidates, employers may particularly value:

RICS, CFA, CCIM, advanced ARGUS capability and strong English-language financial reporting skills.

Sustainable Real Estate Recruitment

Sustainability requirements are creating additional real estate positions.

Employers increasingly recruit:

ESG Analysts, Sustainability Managers, Building Performance Specialists, Energy Managers and Sustainable Development Consultants.

Relevant qualifications can include:

LEED and BREEAM credentials.

LEED AP qualifications measure knowledge of green buildings and specific LEED rating systems.

BREEAM distinguishes the Advisory Professional role from licensed Assessors who can formally undertake assessments for certification.

For employers, sustainability knowledge is becoming relevant not only to dedicated ESG positions but also to:

asset management, property management, development and facilities management.

Why Recruit Real Estate Professionals Through Balkans Recruitment?

Balkans Recruitment gives employers access to candidates across several Balkan labour markets through one international recruitment partner.

Our recruitment capabilities cover:

professional, commercial, financial, technical, operational, administrative, managerial and general workforce categories.

Depending on the assignment, recruitment support can include:

candidate sourcing, vacancy advertising, database searches, CV screening, qualification assessment, experience screening, language assessment, interview coordination and candidate communication.

Employers retain the final hiring decision.

Our goal is simple:

help employers recruit the people they need, where they need them, quickly and efficiently.

Hire Real Estate Professionals from the Balkans

If your company is developing new projects, expanding a property portfolio, opening a brokerage office, strengthening its facilities operation or looking for specialist investment talent, international recruitment can significantly widen the candidate pool.

Balkans Recruitment connects employers with real estate professionals from Albania, Bosnia and Herzegovina, Kosovo, Montenegro, North Macedonia, Serbia and other Balkan countries.

We support employers recruiting for:

the European Union, Norway, Qatar, Saudi Arabia, the United Arab Emirates and the United Kingdom, subject to applicable immigration, licensing and professional requirements.

Recruitment can cover:

property sales, leasing, property management, facilities management, investment, asset management, development, valuation, surveying, finance, PropTech and senior leadership.

Whether your organisation needs an individual specialist or a larger real estate team, the recruitment strategy can be designed around your property type, market, workforce numbers and development plans.

Contact Balkans Recruitment to discuss your real estate vacancies, destination country, required qualifications, compensation package and expected start dates.