1. Get the structure right before the brief
Pure PM, hybrid PM + leasing or pod model? Doors per PM? Admin support? Trust accounting in-house or outsourced? The role description follows the structure — not the other way around.
2. Write a brief candidates actually respond to
Strong PMs are choosy. Lead with culture, portfolio quality and progression — not just salary band. Be honest about workload. A specific, honest brief outperforms a generic one by 3–4x in response rate.
3. Screen on the right things
Tenancy legislation knowledge (specific to your state), conflict-handling, systems familiarity (PropertyMe, Console, Re-Leased, MRI Palace), arrears discipline and written communication. Behavioural questions beat hypothetical ones.
4. Onboard for the first 90 days
Pair them with a senior PM, set a 30/60/90 plan, and check in formally three times. Most failed PM hires fail in the first 60 days because they're left alone too early.
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