RILA Recruitment is a specialty Construction and Real Estate Development search firm. Our experienced team takes a personalized approach to meet the unique staffing needs of this dynamic sector. Our expertise lies in connecting construction companies with exceptional mid to executive-level talent across the various sectors of the construction industry. We work with General Contractors, Developers and Owner's Reps.
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San Francisco Bay Area, CA, US
🩷 💐 Happy Mother's Day from RILA!!! 💐 🩷
A belated Happy Mother's Day to mothers of all forms- birth moms, stepmoms and work moms! 💐 Mothers are the ultimate multitaskers, it's amazing how many things we can juggle at all times. Constantly busy, stretched thin, tired, yet always showing up with a full heart for the ones they love. Becoming a mom has been the most beautiful gift and job of my life and I'm grateful for it every day. 🩷
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I’ve noticed a new trend. Companies aren’t just losing one employee, entire teams are leaving together. A PM, Super and PE who have been working closely together build a trust and way of operating that is hard to break. So when one gets a great opportunity, they’re often trying to bring their teams with them. The impact of this is much larger than one vacancy, it can disrupt the flow of an entire project requiring leadership teams to step in and fill in the gaps. This hurts the project, client relationships, internal morale and culture, and pulls leadership away from focusing on moving the business forward. It’s a good reminder that retention isn't individual anymore, it is team based. Something to think about. How connected are your teams, and how supported do they feel?
This is a topic we try to address early with all of our clients.
If you’re not fully clear and aligned internally on a new hire, it will almost always cost you more in the long run. I see this happen when roles aren’t fully thought through. Sometimes it is a new position for the company. A few questions I ask my clients: Have you thought through what success looks like for this person? What are the non-teachable skillsets that this person needs to have? How does this role fits into the broader team? When there isn’t true clarity on what the new person needs to succeed, it makes for a much harder transition once they join. It’s not fair to the new hire, and it’s not good for the business either. The most successful hires happen when the role has been thought through properly from the start. Clear expectations, internal alignment, and a real understanding of what is needed make all the difference. 💫
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Leadership changes don’t hurt teams, but the lack of communication around them does. And I’ve been seeing more of this lately... One of the biggest things that impacts culture and retention is leadership changes that go unexplained. When there isn’t transparency around what’s changing or why, people start to question their own stability and growth within the company. And when there isn’t clear communication, people fill in the gaps themselves. I’ve seen this lead to a lot of uncertainty around roles, growth, and what the future looks like. Transparency doesn’t mean having all the answers. But it does mean bringing people along, sharing context, and creating a space where people feel comfortable asking questions. The teams that handle change best are the ones where people feel informed, included, and choose to stay.
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A quick thought on negotiating offers. You absolutely should advocate for yourself and get what you are worth. But there is a balance. I’ve seen situations where candidates ask for significantly more than what their experience supports, and it can make clients pause or even walk away. Not because they don’t like the candidate. But because it creates doubt around alignment. The goal of a negotiation isn’t to “win.” It’s to find a place where both sides feel good moving forward. Ask thoughtful questions. Understand the full package. Know your value, but also be realistic about where you sit in the market. The best outcomes I see are when both sides feel like it’s a fair deal. That’s when people join excited, motivated, and set up for success. 😊
Great insights here. There’s definitely a shift happening in SF right now. Still some challenges, but also a lot of opportunity.
“Don’t hate me because I’m beautiful, SF.” 🌉 🥰 This was my favorite quote from Tamsen Plume at last week's Commercial Real Estate Women - San Francisco (CREW SF) 2026 Economic forum. Another big theme: the new normal is volatility. And there’s real acceptance around that. A few quick takeaways: • AI is driving 30–45% of office leasing • SF is seeing positive population growth again • Crime is down ~40% in downtown • New mixed-use developments are in the works At the same time, consumers are still cautious, and not all conversions pencil (office to residential continues to be tough). There’s a lot of change, but also a lot of belief in where SF is headed. 💫
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Never hire out of desperation. I know how tempting it can be when a role has been open for a while. Everyone on the team is spread thin and you just want to fill the seat and move on. But the wrong hire will always hurt you much more than it will help fill your current gaps. Sometimes the best thing you can do is pause, listen to the feedback you are getting, and adjust the search based on what the market is telling you. Maybe the salary being offered isn’t realistic. Maybe the skillset you are looking for is really two different roles. Whatever the reason, pause and revise according to what is out there. Be intentional with every hiring decision, and always trust your gut.
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Something I’ve observed over the years working in recruitment. If someone on your team doesn’t work out, it’s rarely just their fault. As leaders, we have to take a little bit of that responsibility too. Did we screen properly? Did we clearly explain expectations? Did we set them up with the right support and guidance once they joined? Sometimes a mismatch isn’t just about someone being a bad fit. It can come down to misalignment, miscommunication, or even how they were brought into the team. The best leaders I see take a moment to reflect when something doesn’t work out. Not to place blame, but to learn and improve the process for the next hire. Hiring is a shared responsibility. When it works, it strengthens the entire team. And when it doesn’t, there’s usually something valuable to learn. 😊
Great conversations and thoughtful insights from the Bisnow event on the future of Multifamily development in the Bay Area.
I had a great time at the Bisnow Multifamily & Affordable Housing Conference last week. Always interesting to hear how developers, owners, and contractors are thinking about the current market. A few highlights: • Capital is starting to come back to San Francisco, which could help unlock more development • Insurance rates are dropping 10-15%, helping some projects move forward • Cap rates still have not moved enough, which continues to slow development • New construction costs remain high, with tariffs impacting pricing Affordable housing and alternative housing solutions were a big focus: • Student housing funding • Hotel conversions • ADUs and tiny home communities Despite the challenges, there is still plenty of work but a real labor shortage, pushing the industry to explore modular construction, AI, and other creative solutions.