Real estate hiring has an unusual quirk: the people who bring in revenue are often the hardest to evaluate from a resume. A strong property sales lead and a weak one can list the same developer, the same projects, and the same job title. The difference shows up in the pipeline they built, the clients who stayed, and how they behaved when a project slowed. Employers who hire well in this sector learn to look past titles and ask for evidence.
This guide covers the roles most in demand across Philippine property companies, the licensing and skills worth checking, what these roles typically pay, and where hiring tends to go wrong.
Who is hiring in Philippine real estate
Demand comes from several types of employers: residential and commercial developers, property management firms, brokerage houses, REITs and investment-focused companies, and the facilities and leasing operations that support office, retail, and industrial space. Each group needs a different mix of skills, and each competes with the others for experienced people.
Hiring tends to follow the project cycle. A developer preparing a launch needs sales, marketing, and project management staff months ahead. A property manager taking on a new building needs engineering and tenant-facing teams in place before occupancy. Planning headcount against that timeline, rather than reacting once a vacancy opens, shortens searches considerably.
Roles employers look to fill
| Function | Typical Roles | What Employers Look For |
| Sales and leasing | Sales managers, leasing executives, brokerage team leads | A track record of closing, a client network, and accountability for targets |
| Property management | Property managers, facilities managers, building engineers | Tenant relations, vendor management, and technical knowledge of building systems |
| Development and projects | Project managers, civil and electrical engineers, estimators | Experience delivering to budget and schedule on comparable projects |
| Marketing and customer experience | Marketing managers, digital marketers, customer experience leads | Launch experience and the ability to turn leads into site visits and reservations |
| Finance and legal | Finance managers, credit and collections, legal and compliance officers | Familiarity with property financing, titling, and contracts |
Licensing and skills to check
Under the Real Estate Service Act, brokers, appraisers, and assessors must hold the appropriate license from the Professional Regulation Commission (PRC), so it is worth verifying licensing early for brokerage and sales roles.
Many other property roles, particularly in marketing, operations, and customer experience, do not require a license. Our look at six real estate roles that don’t require a license covers those. Beyond licensing, a few capabilities consistently separate strong property hires from average ones:
Relationship building. Property transactions are large, infrequent purchases, and referrals matter. Candidates who can describe how their client base was built, and how many clients came back or referred others, usually perform better than those who talk only about volume.
Commercial and technical awareness. Roles in leasing, development, and finance benefit from a working understanding of costs, yields, and construction timelines, even when the role is not purely technical.
Digital fluency. Buyers research online first. Marketing, sales, and customer experience staff who understand lead tracking, virtual tours, and online inquiry handling are increasingly the baseline.
Resilience across cycles. Property is cyclical. Candidates who have worked through slower periods, adjusted their approach, and kept relationships intact tend to handle uncertainty better than those who have only known a strong market.
Salary expectations
| Level | Example Roles | Typical Monthly Salary Range (PHP) |
| Entry-level | Leasing associate, sales associate, junior property or facilities coordinator | 22,000 to 40,000 |
| Mid-level | Sales manager, property manager, project engineer, marketing manager | 55,000 to 100,000 |
| Senior-level | Head of sales, head of property management, project director, finance head | 130,000 to 250,000 and above |
Many sales and leasing roles include commissions or incentives on top of base pay, so total earnings can differ widely from the base figure. Ranges also vary by company size, location, and whether the employer is a developer, a manager, or a brokerage. Compare total compensation, not base salary alone, when benchmarking offers.
Where property hiring goes wrong
Hiring on network alone. A candidate who claims a large client list may not be able to take it with them, and may not be able to build a new one. Probe how relationships were formed and what the candidate is genuinely responsible for.
Overlooking property management. Developers often focus on sales and project roles and treat property management as an afterthought. Poor tenant experience becomes a reputation problem quickly, and experienced property managers are not easy to find at short notice.
Unclear compensation structures. Candidates in sales and leasing want to understand the base, commission, and incentive structure early. Vague answers cost you applicants who would have been a strong fit.
Slow decisions. Strong candidates in real estate are usually employed and well connected. A drawn-out process gives them time to receive another offer.
How a recruitment partner helps
A recruitment partner that works regularly in real estate knows which professionals are currently available, what comparable roles pay, and how to check licensing and track records efficiently. For senior roles, discretion also matters, because competing developers watch each other’s hires closely. The right partner can run a quiet search and present a short list of candidates who match the role in substance, not just in title.
Related articles to read
If property management is your priority, see why hiring a property manager is so difficult. For current pay benchmarks across sectors, including real estate, refer to A7’s Philippines Salary Guide 2026, and for the roles A7 recruits in this sector, visit our Real Estate industry page.
A7 Recruitment’s approach to property hiring
A7 Recruitment Corporation is a Filipino-owned talent solutions provider with offices in Makati and Cebu. We serve employers across Real Estate and several other industries through Permanent Placement, Executive Search, and Recruitment Process Outsourcing, and we focus on candidates whose experience fits the role as it is actually performed.
To discuss your hiring requirements with A7 Recruitment, contact our team at https://a7recruitment.com/contact-us/ or explore our services at https://a7recruitment.com/services/.
