The CAM Employment Process

The Hiring Process

By Marcy Kravit, CMCA, AMS, PCAM, CFCAM / Published February 2022

Editor’s Note: To see all articles that have been published in this series, visit The CAM Employment Process Overview.

In the last article in this series, we discussed the interview process. Now we will review the hiring process regarding the job offer, benefits, background check, salary negotiations, contract, and roles and responsibilities.

Most management companies will offer you an on-site position once the board at a property selects the manager contingent upon the outcome of a drug screening and background check. Once selected, depending upon the property, you may receive a phone call from HR, a talent acquisition department, a recruiter, the regional director, the board president, or via an informal email.

First and foremost, express your appreciation for the offer and be prepared to discuss the following items before you accept the job offer.

Benefits

• It is important to know what is included in the benefits package. These days, with the high cost of health care, it is important to know that you will be provided excellent health coverage and what your deductions will be for upgrading or adding family members.

Salary

• Depending on the property, employer, and who is offering the job, the salary may or may not be set in stone. Most management companies will tell you what the pay range is and whether it is negotiable. If you have earned designations in the industry, this is the time when you should use them to negotiate your worth.

Other Perks

• Ask about the working hours, vacation time, and if reimbursement for continuing education and additional training is offered. Some companies offer paid vacations once you have completed a certain amount of time. Some companies offer time off once you have accrued time. Ask if you can roll over unused vacation days and use them the following year. Find out if the company or property offers a bonus and what the criteria is for you to be eligible for the bonus.

Research the Company

• You can tell a lot about a company by looking online at Google, Indeed, and Glassdoor reviews and what others say about the company. If you find out that other employees are happy in their jobs, chances are you will be too!

After your initial informal conversations regarding the details ofthe position, you should receive an official written offer from the employer. You will need to respond to the formal job offer and ask for a timeframe for when they will need your response.

This can be a simple response like this… “Thank you for the offer, I am looking forward to reviewing the terms. When do you need a response?” It is perfectly acceptable to take one or two days to think about it and make sure you have a full understanding of the offer. If they ask you for an immediate response, ask politely if you can have 24 hours to review the terms.

If you are provided an employment agreement keep in mind that in Florida, it is an at-will state and therefore this means the employee and the employer have the right to end the working relationship at will. It is recommended that you consult with legal counsel regarding the agreement and any non-compete issues.

If the details for your offer are not in line with what you had anticipated, it is suggested that you contact the employer to set up a time to discuss the changes you would like to request. You can keep it simple and professional by saying something like this… “I have reviewed the offer and would like to discuss the details more carefully. When can we set up a time to speak?”

Be prepared to ask for what you want changed and provide the facts to support it. If you wish to negotiate your salary, you could give a range that is in line with the area, the type of property, the number of units, and encompasses your value and experience.

If you are unsure about whether the salary you are asking is appropriate you can visit FLCAJ’s Salary survey.

When the employer comes back with the decision, don’t try to go for another renegotiation. If the employer has agreed to your request and you are comfortable with the terms, express your sincere appreciation and intent to sign the offer as soon as possible. If the employers decline, politely thank the employer for considering you and decline the offer.

Once you accept the offer, it is acceptable to send your acceptance back in an email. If the employer sends you a formal offer letter, send it back signed and proofread your response.

A simple question like, “Is there anything you need, or should I wait for you before giving my current employer notice of my planned departure?” Before you put in your two weeks’ notice (or required notice by your current employer), make sure you have completed the following:

• Formally accepted the written offer letter with a confirmed start date.
• Signed all documents from your new employer that makes your offer official.
• Cleared any final steps such as reference conversations and/or background checks.

Make sure you both have a full understanding of the offer to include the start date, expectations, and who you will be reporting to, especially if you need to resign from your current position and give two weeks’ notice.

After you have informed your current employer of your resignation, be prepared to transition. Remain positive and professional during your last two weeks of your employment.

According to Indeed.com, as much as you might be eager to update your job status on social media and professional networking websites, it is advised that you wait to ensure that the new position is a good fit, and all is in order.

It is the board of directors’ responsibility to understand the role of the manager and allow him or her to supervise employees and coordinate and manage the operations without interference. Each board member needs to support the manager and all work as a team.

When you start your new job, you will want to learn as much as you can and get into a rhythm to learn the dynamics of the board, property, staff, and operations. Having a plan and being flexible and professional will show your commitment to the position and help in developing long-term relationships, which will effectively go a long way!

Marcy Kravit, CMCA, AMS, PCAM, CFCAM

Education Program Director

Marcy Kravit has 20-plus years’ experience managing community associations in South Florida. She has established a reputation as being passionate about service, driven by challenges, and undeterred by obstacles. Marcy is committed to providing five-star service and educating others in raising the level of professionalism in the industry. She works for Hotwire as director of community association relations. Marcy has earned every higher education credential offered by CAI and is recognized by Florida Community Association Professionals (FCAP) as a CFCAM. Marcy is a contributing writer to theFlorida Community Association Journal (FLCAJ)and serves FCAP as their education program director.

This article is part of a multi-part series as an overview of the CAM profession and the employment process.