How to sell to Heads of People at Real estate companies
Heads of People in real estate focus on employee retention and talent acquisition metrics. They respond positively to outreach that demonstrates a clear understanding of the unique challenges in attracting top talent in a competitive market. Highlighting solutions that address high turnover rates or the need for specialized training in property management can capture their attention effectively.
Written and maintained by the SoloRiff team, who build outbound software and run outbound with it. The figures below are our own: we measured 562 real estate company domains over public DNS on 2026-09-03. Last updated 2026-09-03.
What actually hurts
- high turnover rates
- difficulty attracting talent
- skills shortages in property management
- ineffective onboarding processes
The playbook
- 01
Identify turnover hotspots
Use HR analytics tools to identify departments with the highest turnover rates within the last year. This data will help you focus your outreach on areas where the Heads of People are likely feeling pressure to improve retention strategies.
- 02
Research recent hiring initiatives
Look for news articles or press releases about recent hiring campaigns or talent acquisition strategies at the targeted real estate firms. Mentioning their specific efforts in your outreach will demonstrate that you are informed and relevant.
- 03
Address skills gaps in property management
Identify common skills gaps within the real estate industry, such as knowledge of regulatory compliance or advanced property management software. Tailor your messaging to show how your solution can help bridge these gaps, making it easier for them to attract qualified candidates.
- 04
Follow up on industry events
Track industry conferences or webinars that the target company has attended recently. Reference these events in your follow-up emails to create a connection and demonstrate your interest in their industry challenges.
- 05
Propose a benchmarking discussion
Suggest a brief call to discuss industry benchmarking for talent retention and acquisition. This approach positions you as a peer rather than a salesperson, making it more likely for them to agree to a conversation.
Can real estate companies even receive your mail?
We measured the DNS of 562 real estate companies, sampled evenly across company sizes, to see how many authenticate their own email. It matters in both directions: a domain that does not authenticate is a domain whose team is used to mail going missing — and if your own domain is in the gap, yours is the mail going missing.
Publishes a DMARC policy of quarantine or reject — the domain actually asks receivers to act on failures.
The gap is the finding: 25.2% of 1–10-person companies against 83.6% of the largest — 58 points apart. Small companies are where the unauthenticated domains are, and small companies are who most cold outreach is aimed at.
Where does your domain sit?
Same three lookups, run live against your domain. Nothing is stored and nothing is emailed to you.
How this was measured
Company domains were sampled within employee-count bands, then queried over public DNS for SPF (TXT at the apex), DMARC (TXT at _dmarc.) and MX. One domain per company, deduplicated. Anyone can reproduce any single row of this with dig.
DKIM is deliberately absent. A DKIM key lives under a selector that cannot be enumerated from outside the domain, so a company with flawless DKIM under a name we did not guess would be counted as having none. That would measure our guess list, not the industry.
Domains with no MX record are excluded rather than counted as failures — parked and redirect-only domains would otherwise drag every figure down and make the result an artefact of the sample.
Sampled within bands, so this describes the population of companies, not of employees: a 10-person company counts once, as does a 10,000-person one. Each band is at least 60 domains; bands below that are not published. Figures are percentages of the sample, not of the whole industry, and we publish no company names — only counts.
Measured 2026-09-03. Re-measured monthly.
The full census across every industry — sortable, with sample sizes, free to reuse under CC BY 4.0.
Subject lines that fit
- Improving talent retention strategies
- Addressing skills gaps in real estate
- Insights on recent hiring trends
Questions
- Why do Heads of People in real estate ignore outreach about training programs?
- They may perceive training programs as non-essential or too costly in a tight budget environment. Additionally, if the training does not directly address their specific pain points, they may not see it as a priority compared to other pressing issues.
- What challenges do Heads of People face when recruiting in real estate?
- They often struggle with high competition for talent, especially for specialized roles. Additionally, the need to comply with industry regulations can complicate the recruitment process, making it crucial for candidates to have the right qualifications and experience.
- What factors influence hiring decisions in real estate companies?
- Hiring decisions are heavily influenced by the current market demand for properties, the company's growth strategy, and the availability of qualified candidates. Economic fluctuations can also impact the urgency and criteria for hiring.
- How can outreach resonate with Heads of People in real estate?
- Outreach is more likely to resonate when it highlights specific solutions for their unique challenges, such as improving employee engagement or reducing turnover. Personalizing messages to reflect an understanding of the real estate sector's dynamics can significantly increase engagement.
Or have it run itself
SoloRiff does every step above on its own — finds the companies, finds the people, writes each of them individually, and handles the replies. Drop your URL and watch it work before you sign up for anything.
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