H2 2025 Retail Property Talent Report: How Industry Leaders Are Redefining Hiring

Insights from Refit’s Interviews with 120+ Retail Real Estate Executives

The retail real estate sector is at a turning point. With institutional investors prioritizing asset performance over new development and hybrid work reshaping how teams operate, hiring strategies are evolving fast. At Refit, we’ve spoken with over 120 senior leaders from REITs, shopping centers, and mixed-use developments to uncover the talent trends shaping the second half of 2025. Our findings, drawn from proprietary recruitment data and aligned with broader industry shifts, offer a roadmap for building competitive teams in a dynamic market. Here’s what’s driving the future of retail property talent—and how your organization can stay ahead.

1. Localization: The Power of Regional Expertise

Local knowledge is now a cornerstone of retail property hiring. In 2025, roughly 84% of Refit’s successful placements were professionals based within 50 miles of the asset, highlighting the value of regional expertise.

Why It Matters:

• Quick Impact: Local hires hit the ground running, leveraging relationships with city officials, brokers, and retailers to drive results 30-50% faster than outsiders.

• Community Connections: Deep ties to local stakeholders—like municipal planners or regional tenants—boost property performance in competitive markets.

• Better Retention: Candidates with local roots show lower turnover, especially in secondary markets where community ties matter.

Takeaway: Map your regional talent pool, including competitors and adjacent industries, to secure top performers. But balance local focus with fresh perspectives to avoid insular thinking.

2. Hybrid Work: From Trend to Expectation

Hybrid work—typically three days onsite, two days remote—is now standard, even for hands-on roles like leasing and facilities management. This shift is redefining how value is created.

Why It Matters:

• Talent Magnet: Flexible arrangements attract top candidates, with many prioritizing work-life balance over higher pay.

• Smarter Operations: Hybrid teams rely on data-driven tools, like proptech platforms, to track performance remotely.

• Cost of Inflexibility: Companies mandating full-time onsite work lose up to two-thirds of candidates early in recruitment.

Takeaway: Invest in hybrid tools and metrics-driven management. Ensure on-site collaboration supports experiential retail without stifling flexibility.

3. Operations and Facilities: The New Core of Success

As the industry focuses on optimizing existing assets, operations and facilities roles are critical for driving net operating income and tenant satisfaction.

Why It Matters:

• Complex Demands: These roles now require skills in energy efficiency, experiential design, and vendor coordination.

• Talent Shortage: Finding professionals with technical expertise and customer service skills is tough, with turnover costs often exceeding industry norms.

• Strategic Shift: Leading firms treat these roles as high-value, offering competitive pay and direct access to leadership.

Takeaway: Elevate operations roles with robust training and compensation, but prepare for competition from other sectors vying for similar talent.

4. Mixed-Use Talent: Versatility in Demand

The rise of mixed-use developments is creating demand for professionals who can juggle retail, office, multifamily, and hospitality components.

Why It Matters:

• Cross-Sector Appeal: Talent from office, multifamily, or hospitality sectors brings fresh ideas to mixed-use projects.

• Skill Blend: Success demands project management and collaboration across asset types.

• Missed Opportunities: Narrowly focusing on retail-only candidates overlooks high-potential talent.

Takeaway: Expand your search to adjacent sectors, ensuring candidates can handle the unique challenges of mixed-use environments.

5. Compensation Trends: Stability Creates Opportunity

After years of volatile salaries, compensation for retail property roles has stabilized, offering predictability for hiring budgets.

Why It Matters:

• Realistic Expectations: Candidates are aligning salary demands with market norms, reducing bidding wars.

• Premium Skills: Expertise in hybrid management, regional markets, proptech, or ESG initiatives still commands higher pay.

• Hiring Window: Stable costs make now an ideal time to fill deferred roles.

Takeaway: Budget confidently, but allocate extra for specialized skills to stay competitive in high-demand markets.

6. Passive Talent: Unlocking the Hidden Market

The best property professionals rarely browse job boards. Most are embedded in stable roles but open to the right opportunity.

Why It Matters:

• Hidden Pool: Refit’s data shows 70-80% of senior professionals would consider new roles if approached thoughtfully, yet fewer than 20% actively search.

• Engagement Matters: Trusted intermediaries with industry credibility are key to reaching these candidates.

• What They Want: Passive talent prioritizes leadership quality, growth potential, and cultural fit over small pay bumps.

Takeaway: Build proactive recruitment networks to engage high-performers before roles open, but factor in economic uncertainties that may affect mobility.

Strategic Priorities for H2 2025

To thrive in the evolving talent landscape, retail property firms should:

• Map Local Talent: Identify regional competitors, emerging professionals, and adjacent-sector candidates.

• Embrace Hybrid Work: Adopt technology and metrics to support flexible, results-driven teams.

• Invest in Operations: Treat facilities and operations roles as strategic, with robust support and development.

• Diversify for Mixed-Use: Seek versatile talent from office, multifamily, or hospitality sectors.

• Target Passive Talent: Use specialized networks to reach high-performers who aren’t actively looking.

Navigating Risks in a Changing Market

While these trends offer opportunities, challenges loom. E-commerce continues to disrupt retail demand, and rising interest rates may pressure REIT valuations. Firms must balance local expertise with innovation and flexibility with operational discipline to stay competitive.

Conclusion: Build Your Edge with Strategic Hiring

The retail property sector’s talent landscape is shifting rapidly. Success hinges on viewing hiring as a strategic advantage—leveraging local knowledge, embracing flexibility, and engaging top talent proactively. Refit’s H2 2025 Retail Property Talent Report, based on our recruitment insights, equips you to navigate these changes. Ready to strengthen your team? Contact Refit today to discuss your talent strategy.

Disclaimer: This report draws on Refit’s proprietary interviews with 120+ industry leaders in H1 2025. Specific metrics reflect our recruitment experience and may vary by market. External sources, like CBRE and Deloitte, inform broader context but do not directly verify all findings.