Senior Recruiter

BBG is a high-growth, PE-backed, leading independent commercial real due diligence advisory firm, providing valuation, assessment and specialty advisory services to lenders, investors and institutional owners across the U.S. We are building the next generation of CRE valuation and assessment advisory: technology enabled, scalable and deeply trusted by sophisticated capital providers.

We’re unique because of our singular focus on real estate and our full-spectrum of services from acquisition to disposition.

Description

This is a hands-on, full lifecycle recruiting role responsible for building and executing pipelines for Analyst, Appraiser and Assessor roles across our Valuation & Assessment business.

This role requires strong sourcing capability, disciplined screening, and the ability to assess analytical talent and long-term career trajectory. You will manage a high-volume requisition load and partner directly with hiring managers to drive efficient, high-quality hiring decisions.

Key Responsibilities

Candidate Sourcing

• Generate a pipeline of qualified candidate pipelines through proactive sourcing, leveraging LinkedIn, industry networks, universities and professional organizations.
• Run intake meetings with hiring managers to understand requirements.
• Develop and execute sourcing strategies to identify high-quality candidates for open roles.
• Conduct targeted outreach to both active and passive candidates.

Candidate Screening

• Design and conduct structured phone screens to assess:

o Analytical capability and problem-solving ability

o Interest and commitment to CRE valuation/appraisal career paths

o Professional communication and client readiness

o Long-term potential and alignment with role requirements

• Deliver clear candidate recommendations and hiring insights to managers

Recruiting Process & Operations Management - optimize the recruiting process.

• Track candidate pipeline and identify trends/insights around candidate availability and quality, compensation competitiveness and recruiting trends.
• Ensure effective communication and a positive candidate experience, regardless of outcome.
• Train hiring managers on effective interviewing.
• Identify and track key recruiting metrics including pipeline health, time to fill and candidate conversion rates.
• Own continuous improvement of recruiting process, metrics and tools.

Operating Expectations

• Manage 15–25 active requisitions
• Conduct 20–30 candidate screens per week
• Build and maintain proactive sourcing pipelines across multiple markets