In today’s real estate market, mid-level talent has become the industry’s most valuable—and elusive—commodity. The demand for experienced VPs and principals is growing fast, yet the supply of professionals with the right mix of skills, relationships, and adaptability just isn’t keeping pace.
At High Ridge Search, we spend most of our time focused on this challenge in the opportunistic investing segment. Our clients are expanding, evolving, and facing the same conundrum:
- Do we go to market and hire externally?
- Or do we invest in the people we already have?
Across the board, frustration is high. After a decade of growth driven by low interest rates and easy capital, dealmaking today looks very different. The skill sets that defined success five years ago don’t necessarily translate to today’s environment. Dealmaking is more complex. Personal connectivity—the human interplay that drives great partnerships—has changed. The leaders who can navigate that change are rare.
Understanding the Talent Shortage
The market’s current talent gap didn’t happen overnight. Years of low-cost capital created an environment where scale, speed, and yield took precedence over mentorship and leadership development. Now, as interest rates rise and deal structures evolve, firms are realizing that their internal bench strength has thinned.
The result? A shortage of professionals capable of leading through uncertainty—those who can combine technical expertise with creativity, relationships, and strategic foresight.
Two Paths Forward: Buy It or Build It
1. Buying It
Hiring externally through a search firm can be effective, but today’s market is thin. The right VP or principal is hard to find, and the process can stretch six to twelve months. Success here requires speed, decisiveness, and a compelling narrative about your firm’s direction and growth potential.
2. Building It
Retooling your existing professionals may be the smarter long-term strategy. The people who already understand your firm’s DNA often just need focused investment—time, training, and mentorship. Development programs, targeted external coaching, and clear career paths can transform loyal team members into the next generation of leaders.
Even as a search firm, we often advocate for this “build-it” model. It strengthens culture, deepens loyalty, and aligns growth with your specific business goals.
The Bottom Line
Your best future leaders might already be sitting across the table from you. The question is whether you’ll invest in them before someone else does.
If you’re ready to address the VP/Principal gap strategically—through hiring, development, or both—we’re here to help.
High Ridge Search specializes in aligning today’s talent decisions with tomorrow’s opportunity. Contact us today to get started.
