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As Allison shared "We’re on the precipice of a huge generational shift in CRE, and our ability to recruit, retain, and succession plan around our top talent has never been more important.

”Thank you, Allison for the difference you're making in CRE and your shared commitment to developing the next generation of commercial real estate leaders!

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“I knew it was bad from a percentage standpoint,” she said, “but I’m not great at math. So I pulled out my calculator and realized one out of 14 is around 7%. That’s just unacceptable.”

“The caliber of women on this list is incredibly high,” Weiss noted proudly. “Many are executive leaders or C-suite professionals actively working in the field.”

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“ The questions are, what have I loved? What have I learned? And what do I need to leave behind? “

“  We're so focused on running away from things and we're not intentionally running towards the things that we want.”

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Weiss called The Goldie Initiative a “golden ticket” to help women gain access to a tight-knit professional network and access to CRE resources.

“For over a year, women have the opportunity to ask as many questions as they have, to absorb information and gain resources that will help them excel in CRE,” Weiss said.

Some women may change career paths either from one industry to another or with a different role in the same industry — something that can be challenging in a down market, Weiss said.

“2026 will be where the real explosion happens,” CRE Recruiting CEO Allison Weiss said. “The pendulum has kind of swung back from being a candidate's market to an employer's market, and I think because of that, there's some downward pressure on compensation. I do see some stagnation as it relates to compensation overall.”

“That's a really perilous kind of choice because Gen Z's percentage of our workforce is just growing every single day,” said Allison Weiss, the founder of CRE Recruiting.

“Gen Z is the most ethnically and racially diverse generation, and so I think from a value standpoint, they're going to value DEI … much more than any other preceding generation,” Weiss said. “They also have really strong convictions towards working for companies that align with their values.”

“There's a buildup of folks who are frustrated and ready to go, but the job market hasn't caught up,”

“The frustration level is pretty high. Companies are doing more with less, budgets are smaller, co-workers who left haven’t been replaced, and many are being called back into the office.”

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“You've definitely had an influx of folks that were maybe early to middle career, and so I think the market has balanced out a bit,”

“There was always kind of an inverse supply-demand situation, which meant that compensation in South Florida was higher than it normally would be in comparison to other major gateway markets,”

“There’s a certain type of broker who has a career goal of becoming a partner and that’s not possible at a lot of these publicly traded firms,”

“These keep people frozen in place,” said Allison Weiss, CEO of CRE Recruiting. “Sometimes that makes you decide that rather than trying to fight your employer, you’re going to leave the industry altogether or go into a different role, or even region, where they can’t enforce it on you.”

"Noncompetes are often confused by companies seeking a way to control their confidential information," Weiss told CoStar News. "Firms working with attorneys can be specific on what is your information and what is company information. Often, a well-structured confidentiality and non-disclosure agreement can help define that."

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“Why don’t I move somewhere else? Or why not take my connections, perhaps rehire my support staff and try and do it for myself.” 

“This has happened a lot in the last several years,”