Real Estate and Construction Recruitment
International Real Estate and Construction Recruitment Agency
Recruit for the project, the property and the next stage of delivery
Global Recruitment Experts helps developers, contractors, infrastructure businesses and property firms recruit senior and specialist talent internationally. Searches can cover development, construction, commercial management, engineering and facilities operations through permanent appointments, contract and interim requirements, and executive search.
Each search starts with the role, project stage, location and experience the employer needs. GRE sources and assesses candidates, coordinates interviews and supports the agreed offer and onboarding process.
Real estate and construction roles
The right brief goes beyond a job title. A construction project manager, a commercial property development manager and a facilities leader bring different experience. GRE scopes the search around the responsibilities, project or asset type, and operating environment.
Development and real estate leadership
Development directors, development managers, regional leaders and real estate operations heads. Define the asset type, development stage, investment responsibilities and stakeholder relationships the hire will manage.
Construction and project delivery
Construction directors, project managers, programme managers, site managers, superintendents and project engineers. The brief should identify project scale, delivery stage, reporting lines and the balance of site and office responsibilities.
Commercial and cost management
Commercial managers, quantity surveyors, estimators, cost consultants, planners and contract administrators. Screening considers the candidate’s cost-management responsibilities, procurement exposure and experience with comparable project arrangements.
Design and technical coordination
Architects, civil and structural engineers, MEP engineers and BIM specialists. Set out the technical responsibilities, design coordination requirements and any professional registration or site-access requirements identified by the employer.
Commercial property, investment and operations
Asset managers, property managers, leasing managers, acquisition specialists, investment managers and real estate finance professionals. Define the portfolio, asset classes, commercial responsibilities and market experience required.
Facilities and building operations
Facilities directors, facilities managers, building operations managers and maintenance and engineering leaders. The search accounts for the property portfolio, maintenance responsibilities, vendor relationships and operating requirements.
Hire Smarter.
Hire Faster.
Ready to discuss your international real estate and construction recruitment needs? Contact our specialized recruitment consultants today!
What GRE Assesses Before Presenting Candidates
GRE reviews candidate experience against the employer’s brief, with attention to:
- Comparable projects or property portfolios, including asset type and scale
- The delivery stages and responsibilities the candidate has personally managed
- Team leadership, reporting lines and stakeholder responsibilities
- Technical background, commercial exposure and candidate-provided qualifications
- Location, notice period, compensation expectations and willingness to relocate
- Known licensing, work-authorisation and site-access dependencies identified for the role
This assessment helps employers judge relevance beyond a matching title. Formal technical testing, background checks, professional-status verification and eligibility decisions follow the responsibilities agreed for the engagement.
Have a role to fill? Send GRE the job description, project location and target start date.
Choose the recruitment arrangement
GRE’s international recruitment services include permanent appointments, contract and interim recruitment, and executive search. The arrangement is scoped around the role, responsibilities, hiring location and expected duration.
Permanent recruitment
For employers adding long-term leadership or specialist capacity. GRE defines the requirements, identifies and approaches candidates, assesses experience against the brief and coordinates interviews and offer discussions.
Contract and interim recruitment
For a defined project stage, temporary leadership requirement or additional specialist capacity. The search is scoped around assignment duration, location, responsibilities and start-date requirements. The engagement identifies the employing or contracting party and any agreed onboarding or relocation support.
Executive search
For development directors, construction executives and senior property or facilities leaders. The brief defines leadership responsibilities, project or portfolio scale, commercial expectations and stakeholder requirements before candidate outreach begins.
Our Global Reach
Active in 50+ countries across every major region.
Local compliance knowledge. In-country networks. Regional offices in North America, Europe, Asia Pacific, and beyond. Tell GRE where you are hiring so the search can be scoped around that market’s requirements.
Dubai
Define the development or construction environment, project stage, location and experience the role requires. Known mobility, documentation and site-access requirements are included in the search brief.
United Kingdom & Europe
Identify the destination country, language requirements, project or asset type and relevant experience. Requirements are scoped for the actual hiring location rather than treated as uniform across Europe.
Asia Pacific
Set out the hiring country, project environment, technical or leadership responsibilities and expected start date. Candidate assessment accounts for relevant project experience and mobility.
How GRE runs a real estate or construction search
GRE’s recruitment methodology starts with defining the requirement and carries through candidate assessment, interviews, offers and agreed onboarding coordination.
- Define the requirement.
Confirm the project, role, location, recruitment arrangement, required experience, timetable and compensation. - Map relevant talent markets.
Identify where candidates with comparable project, asset-class and regional experience are likely to be found. - Source and assess candidates.
Review career history, project exposure, leadership responsibilities, technical background, availability, mobility and candidate-provided qualifications against the brief. - Coordinate interviews and selection.
Prepare candidates, arrange interviews and maintain feedback between the employer and shortlisted professionals. - Support the offer and agreed checks.
Coordinate offer communication and the background, reference, licensing or documentation checks assigned in the engagement. Formal determinations remain with the responsible employer, authority or appointed provider. - Coordinate relocation and onboarding.
Track agreed candidate communications, travel, relocation, site-access and onboarding activities, with clear handoffs to the employer and specialist providers.
Clear responsibilities for international hiring
GRE builds the requirements identified for the role and destination market into the recruitment plan and coordinates the activities assigned in the engagement. The employer, relevant authorities and qualified advisers or appointed providers retain responsibility for formal legal, licensing, immigration, work-authorisation and regulatory decisions. The engagement defines who completes each check and relocation or onboarding activity.
Discuss your real estate or construction hiring requirement
Send GRE the role, project location and required start date. Include the experience, responsibilities and hiring constraints that will shape the search.
Common Questions
What employers ask before hiring across borders.
What real estate and construction roles can GRE recruit?
Searches can cover development and construction leadership, project delivery, commercial and cost management, design and technical coordination, commercial property, investment, and facilities operations. The final scope is agreed around the employer’s role and market requirements.
Can GRE support permanent, contract and executive hiring?
Yes. GRE supports permanent appointments, contract and interim requirements, and executive searches. The appropriate arrangement depends on the role, assignment duration, responsibilities and hiring location.
What does GRE review before presenting a candidate?
GRE reviews career history, comparable project experience, role-specific background, availability, location, compensation expectations and candidate-provided qualifications against the employer’s brief. Formal background, licensing, reference or right-to-work verification is completed by the party assigned in the engagement.
Does GRE manage construction licences or immigration applications?
GRE identifies known licensing, work-authorisation and immigration dependencies during recruitment and coordinates the information required for the agreed hiring process. Formal licensing decisions, immigration advice, application approval and regulatory compliance remain with the responsible authorities, employer and qualified advisers. Any specialist-provider involvement is defined in the engagement.
Can GRE support relocation for international construction hires?
Yes. GRE can coordinate agreed relocation and onboarding activities, including candidate communication and handoffs to the employer or appointed relocation and immigration providers. The engagement identifies who is responsible for each step.
How long will a recruitment search take?
The timetable depends on the role, hiring market, candidate availability, notice periods, compensation, employer decisions and any required checks or relocation steps. GRE agrees a working search timetable after reviewing the brief.
What should we provide to start a search?
Provide the job description, hiring location, project or asset type, delivery stage, number of vacancies, compensation range, recruitment arrangement and target start date. Include any known language, professional registration, site-access, work-authorisation or relocation requirements.
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Compliance Note
Cross-border recruitment must account for employment, credential, registration, immigration, sponsorship, data-protection, and onboarding requirements. GRE incorporates identified requirements into the recruitment process and coordinates candidate and employer communication. Formal verification, regulatory decisions, legal compliance, immigration advice, sponsorship approval, and authorization to work or practise remain with the responsible employers, authorities, and qualified advisers.
