Director of Talent Acquisition

MMG Real Estate Advisors • Kansas City, MO

1d • Remote

About The Position

This role carries clear, measurable output expectations reviewed weekly and monthly. The Director of Talent Acquisition will be responsible for building and executing a sourcing strategy targeting active and passive broker candidates across various asset classes nationally. This includes developing a referral network, maintaining a warm pipeline of prospects, and identifying, attracting, and qualifying candidates for both entry-level and senior broker positions. The role also involves managing the offer process, representing the company at industry events, and maintaining a strong employer brand through active LinkedIn presence and compelling job content. The ideal candidate will have a 'hunter mentality,' treating recruiting like sales with a focus on pipeline, activity, conversion, and closing.

Requirements

• 3–7+ years of full-cycle recruiting, ideally with exposure to sales, financial services, or commercial real estate talent.
• Demonstrated ability to manage 10–20+ active requisitions simultaneously while maintaining pipeline quality.
• Experience running structured outreach campaigns — you track your numbers and own your results.
• Knowledge of (or ability to quickly learn) MF, NNN, Land, Affordable Housing, and Structured Finance deals, broker compensation, and what makes a strong broker candidate.
• Proficiency with modern ATS platforms (Rippling) and LinkedIn Recruiter.
• Crisp written and verbal communication — your outreach messages get responses.
• A 'closer mentality': treat recruiting like sales: pipeline, activity, conversion, close. You don’t wait for candidates to apply.
• A 'hunter mentality': naturally proactive and competitive with a demonstrated ability to source, pursue, and engage passive candidates through persistent outbound outreach and relationship development.

Nice To Haves

• SalesLoft or similar outreach tools experience is a strong plus.
• Portable book of business is a strong plus for senior candidates.

Responsibilities

• Build and execute a sourcing strategy targeting active and passive broker candidates across MF, Land, NNN, Affordable Housing, Structured Finance, and Cross Market Capital nationally.
• Develop a referral network through industry contacts, CCIM chapters, broker associations, and social platforms.
• Maintain a warm pipeline of 30+ broker prospects at all times across experience levels.
• Identify, attract, and qualify candidates for entry-level and associate broker positions.
• Partner with the Associate Program Manager (if applicable) to align recruiting with the MMG National Associate Program pipeline.
• Source from universities, licensing programs, adjacent industries (finance, sales, insurance), and CRE entry networks.
• Recruit experienced investment sales professionals with verifiable production histories in MF, Land, NNN, Affordable Housing, Structured Finance, or Cross Market Capital.
• Conduct production-focused screening conversations — ask about deal volume, deal size, asset class specialization, and team structure.
• Manage senior candidate relationships with discretion and urgency; senior hires often require 60–120 day runways.
• Maintain ATS with accurate, current status on every candidate.
• Document candidate disposition for every outreach touch — no undocumented conversations.
• Own weekly hiring manager syncs: status, blockers, upcoming interviews, pending offers.
• Manage offer process from verbal to signed — track all steps and escalate delays immediately.
• Represent MMG actively at CRE events, conferences, and CCIM/SIOR chapter meetings.
• Maintain a consistent LinkedIn presence on behalf of MMG’s recruiting brand.
• Draft and post job content that speaks to brokers — not generic HR-speak.
• Achieve 75–100 personalized broker outreach touches per week via LinkedIn, email, phone, and referral networks.
• Present 8–12 qualified broker candidates to Investment Sales leadership per month with full profile summaries.
• Maintain an active, up-to-date pipeline in ATS at all times.
• Participate in weekly pipeline review meetings with hiring managers.
• Achieve 5 hires per quarter (blended junior/senior).
• Ensure first qualified candidate is submitted within 5 business days of a new requisition opening.
• Deliver a monthly 1-page broker talent market recap to leadership covering compensation trends, candidate supply, and competitive movement.

What This Job Offers

• Job Type: Full-time
• Career Level: Entry Level
• Education Level: No Education Listed