Job Description

MMG is actively growing its national investment sales platform and is seeking a high-output Director of Talent Acquisition to help drive strategic broker hiring across multiple commercial real estate verticals. This role will support recruiting efforts across MMG’s Multifamily Investment Sales, Land Advisory, National Net Lease Advisors (NNN), Affordable Housing, Structured Finance, and Cross Market Capital divisions. The position is focused on identifying, attracting, and leading the recruitment efforts of both emerging and experienced investment sales professionals who align with MMG’s entrepreneurial culture, production-driven environment, and collaborative national platform.

This is not a traditional HR coordination role. Recruiting at MMG is a sales and relationship-driven function centered around pipeline development, outreach activity, market intelligence, and long-term relationship cultivation. You will work directly with MMG leadership and sales management teams to proactively source candidates, manage recruiting pipelines, and communicate MMG’s platform advantage — including its national collaboration model, centralized operational support teams, cross-market referral network, and advisor-focused infrastructure designed to allow brokers to spend more time building relationships and executing transactions.

This role is heavily outbound and relationship-driven. Success will come from proactive sourcing, persistence, networking, and building long-term broker relationships — not waiting for applicants.

Production Expectations (Non-Negotiable)

This role carries clear, measurable output expectations reviewed weekly and monthly:

• New Outreach: 75–100 personalized broker outreach touches per week via LinkedIn, email, phone, and referral networks.

• Qualified Submittals: 8–12 qualified broker candidates presented to Investment Sales leadership per month with full profile summaries.
• Pipeline Reporting: Maintain an active, up-to-date pipeline in ATS at all times. Weekly pipeline review meetings with hiring managers — no exceptions.
• Hiring Targets: 5 hires per quarter (blended junior/senior). Quarterly targets set collaboratively with leadership.
• Speed-to-Submit: First qualified candidate submitted within 5 business days of a new requisition opening.
• Market Intelligence: Monthly 1-page broker talent market recap delivered to leadership covering compensation trends, candidate supply, and competitive movement.

What You Will Own

Broker Sourcing & Outreach

• Build and work 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.

Junior Broker Hiring

• 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.

Senior Broker Hiring

• 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.

Process & Accountability

• Maintain ATS with accurate, current status on every candidate. Stale records are not acceptable.
• 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.

Employer Brand & Outreach

• 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.

Candidate Profiles We Are Hiring

You will be recruiting for two tracks simultaneously across all MMG divisions:

• Junior Brokers

New entrants, recent grads, career changers from sales/finance. No prior CRE required — competitive, relationship-driven, financially curious, and motivated by production-based compensation environments.

Asset Classes: MF, Land, NNN, Affordable Housing, Structured Finance, Cross Market Capital

• Senior Brokers / Producers

Proven producers with 3+ years in investment sales. Must have verifiable deal history. Portable book of business a strong plus.

Asset Classes: MF, Land, NNN, Affordable Housing, Structured Finance, Cross Market Capital

Required Qualifications

• Experience: 3–7+ years of full-cycle recruiting, ideally with exposure to sales, financial services, or commercial real estate talent.
• High-Volume Comfort: Demonstrated ability to manage 10–20+ active requisitions simultaneously while maintaining pipeline quality.
• Outreach Discipline: Experience running structured outreach campaigns — you track your numbers and own your results.
• CRE Fluency: You know (or can quickly learn) what MF, NNN, Land, Affordable Housing, and Structured Finance deals are, how brokers are compensated, and what makes a strong broker candidate.
• ATS Proficiency: Comfortable with modern ATS platforms (Rippling) and LinkedIn Recruiter. SalesLoft or similar outreach tools a strong plus.
• Communication: Crisp written and verbal communication — your outreach messages get responses.
• Closer Mentality: You treat recruiting like sales: pipeline, activity, conversion, close. You don’t wait for candidates to apply.
• Hunter Mentality: Naturally proactive and competitive with a demonstrated ability to source, pursue, and engage passive candidates through persistent outbound outreach and relationship development.