Hiring strata and property managers who stay

Start with the portfolio, not the title

Before you describe the person, describe the work. How many lots, buildings or properties are in the portfolio? Is it mostly residential, commercial or mixed? How many evening meetings does it involve? Are there buildings with ongoing defects, major works or difficult committees? A candidate managing a comparable portfolio today will be able to tell you quickly whether the role is a fit — and you’ll avoid surprises in the first month.

Be clear about the support available too: assistant managers, accounts, administration and maintenance coordination. The same portfolio can feel very different with and without that support.

Check the practical requirements early

Property and strata roles in NSW often carry licensing or certification requirements, and the level required can depend on the role. Confirm what the position needs and ask candidates about their current status at the start, rather than discovering a gap at offer stage. The same applies to driving, car allowances and after-hours meeting expectations.

What to explore in interview

Ask candidates to describe their current portfolio and a typical week. Ask about a difficult meeting and how they handled it, a building issue that took months to resolve, and how they keep owners or committees informed. Ask how they manage their inbox and phone, because communication load is one of the most common reasons managers burn out.

For assistant or junior roles, look for organisation, clear writing and composure with upset callers. For senior and portfolio roles, look for judgement: knowing when to escalate, when to bring in specialists and how to keep a difficult relationship professional.

Why good managers move

Managers rarely leave because of one thing. More often it’s a combination of an oversized portfolio, too many evening meetings, limited support and a feeling that their workload isn’t understood. When you speak with candidates, ask what would make a move worthwhile for them — and be honest about what your business can offer.

Make the offer easy to accept

Clarity helps: the portfolio they will take over, the support around them, the salary and any allowances, flexibility, and how performance will be reviewed. A short, well-organised process signals a well-organised business, which is exactly what experienced managers are looking for.