Your people are the business. We help you hire, keep, and lead them well.
EqualAccess is a management consulting firm focused on everything that touches your people: hiring, retention, leadership, and the operational workflows that hold it all together.
Building Talent.
Strengthening Operations.
Elevating Performance.
Hiring
How we partner with you
Four ways to work with EqualAccess, whether you need one great hire or a full people operation built around you.
Find the right people
From frontline hires to retained executive search. Direct hire, contract, temp-to-hire, and the leadership searches other firms cannot close.
Explore recruiting ›Build the operation
Leadership development, SOPs, HR infrastructure, and the change management to roll it all out.
Explore consulting ›Run people operations
Embedded payroll and HR that run on your systems and stay compliant, plus the immigration support to hire across borders.
Explore payroll and HR ›Develop and open access
The Doorway Project widens access to opportunity, and Leadership Bootcamps build the managers your team needs next.
Doorway Project ›Leadership Bootcamps ›The work, and the people behind it.
Seven months, eight candidates, no hire. We closed it in 33 days.
A PE-backed manufacturer needed to replace its founding president. The firm they had used for seven months could not deliver. We ran the search differently.
"The best candidates I've seen in this entire search, including the last seven months of the other firm being retained."
Don't take our word for it.
See what we are building, in real time.
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Questions, answered.
Real estate and property management is our home turf, and we run searches and engagements across manufacturing, financial services, startups, development, and the nonprofit world.
Both. We handle recruiting and executive search, and we consult on leadership development, HR infrastructure, SOPs, and change management. We can also run your payroll, HR, and immigration support.
It is a retained, high-touch process: on-site discovery, behavioral assessment, weekly reporting, and a shortlist of people who truly fit. We recently closed a search in 33 days that another firm could not fill in seven months.
Yes. Post-placement coaching is included with every placement, because the goal is a hire that lasts, not just a hire that starts.
An employer, foundation, and philanthropy funded placement and coaching program that opens doors for people with the drive but not the network.
Email info@equalaccess.io or use any "Talk to us" button on the site. We will set up a short call to understand what you need and point you to the right solution.
Latest from our newsletter.
Landing an affordable unit in NYC
Highlights from our latest webinar helping applicants and property managers navigate the process.
Read more ›Property management hiring in 2026
Where demand is, which roles are hardest to fill, and what it means for pay.
Read more ›Why we coach every placement
The case for staying after the hire, and what it does for retention.
Read more ›Everything that touches your people, in one place.
From a single executive search to a fully run people operation, here is how EqualAccess can help. Pick a service or program to go deeper.
The day-to-day work of your people operation.
Find the right people
Direct hire, contract, temp-to-hire, and retained executive search for the roles that matter most.
Explore recruiting ›Build the operation
Leadership development, SOPs, HR infrastructure, and the change management to roll it all out.
Explore consulting ›Run people operations
Embedded payroll and HR on your systems, plus immigration support to hire across borders.
Explore payroll and HR ›How we widen access and build leaders.
Open doors to opportunity
An employer, foundation, and philanthropy funded placement and coaching program.
Explore the Doorway Project ›Build managers, not just titles
Small-group, high-impact programs that turn strong performers into leaders.
Explore bootcamps ›Proof, not promises.
A look at the work behind the results. Real engagements, start to finish, with the numbers that came out the other side.
Placed in 33 days, after another firm spent 7 months
PE-backed precision manufacturer, aerospace and industrial, New Jersey. 139 candidates sourced, 22 fully vetted, offer accepted in four weeks.
Read the case study ›Launched a property management company in 6 months
JST Management, residential property management, New York. 50+ operational documents built, 8 leaders trained, 7 vendors procured.
Read the case study ›How we placed an executive leader in 33 days after another firm spent 7 months.
PE-backed precision manufacturer · Aerospace and industrial · New Jersey
The challenge
A PE-backed manufacturer in New Jersey needed an executive leader to succeed its founding president and eventually scale the business nationally.
They had already engaged another recruiting firm. That firm spent seven months on the search and produced eight candidates. None met the bar, and the founder's succession clock was running.
What made it hard
- ✓ An owner-led, hands-on culture that rejected corporate, delegation-first profiles on sight
- ✓ A growth mandate, so downsizing and rightsizing backgrounds were wrong by default
- ✓ Compensation expectations that needed calibrating against a $210K to $275K market
- ✓ Daily on-site presence required at a 25-person NJ facility, with no remote option
Our approach
Thirty-three days from contract to accepted offer.
Signed February 6, 2026. Offer accepted March 11, 2026. In that window we sourced 139 candidates, presented five finalists, and closed the placement.
| Prior firm | EqualAccess | |
|---|---|---|
| Time on search | 7 months | 33 days |
| Candidates presented | 8 | 5, all qualified |
| Client feedback | None met the bar | "Best I've seen" |
| Behavioral assessments | None | DiSC on all five |
| Weekly reporting | No | Yes |
| Comp calibration | No | Market-validated |
| Post-placement coaching | Not offered | Included |
Have a search no one else can fill?
If a role has stalled or the stakes are too high to get wrong, this is exactly the kind of search we run.
Start a conversation
Tell us about the role and we will tell you how we would run it.
How we helped launch a property management company in 6 months.
JST Management · Residential property management · New York
The challenge
JST set out to launch a residential property management company from nothing. No handbook, no documented processes, no brand, no vendors, no trained management bench. Just a founder and a clear vision.
Standing up a company is a dozen jobs at once, most of them outside any founder's expertise. JST needed an operating system built from scratch, a leadership team trained to run it, a brand to go to market, and a full vendor bench negotiated from zero.
What made it complex
- ✓ A full company launch, not a single project, with everything built in parallel
- ✓ Legal exposure from day one, where undocumented process turns into liability
- ✓ A brand-new leadership bench, some seasoned and some managing for the first time
- ✓ Every vendor relationship starting at zero, with no incumbent contracts to lean on
Our approach
An idea became a running company in six months.
EqualAccess built JST's operating system, trained all eight leaders, created the brand and go-to-market materials, and sourced seven vendor partners. The founder launched with the systems, people, and partners already in place.
"EqualAccess felt like a true right hand through this entire build. For the first time, I wasn't doing it alone. They handed me the systems, trained my people, and lined up the partners I needed to actually run the business."
| Before | With EqualAccess | |
|---|---|---|
| Employee handbook | None | Complete (v1.2) |
| Operating documents | None | 50+ built |
| Hiring process | None | Documented checklists |
| HPD violation response | None | Standardized SOPs |
| Leadership readiness | Untrained managers | All 8 trained |
| Brand & materials | None | Wordmark, site, signage |
| Vendor bench | No vendors | 7 sourced and negotiated |
Building or rebuilding an operation?
Whether you are launching from zero or fixing what is held together by your best person's memory, this is the work we do.
Start a conversation
Tell us where the gaps are and we will map the build with you.
Payroll and HR that just run, without the headcount.
We become your embedded payroll and HR operations team, and we help you hire across borders with confidence. Senior people-ops support and clean, compliant systems, without building it all in-house.
What we run for you
- ✓ Payroll processing and oversight, including multi-state
- ✓ Onboarding and offboarding workflows that hold up
- ✓ Benefits administration coordination
- ✓ HRIS setup and clean, audit-ready employee records
- ✓ Policy, documentation, and compliance
- ✓ Work authorization and immigration support for global hires
Who this is for
Growing teams that have outgrown a spreadsheet and a part-time bookkeeper but are not ready to hire a full HR and payroll department. We fill that gap and scale with you.
Up and running in weeks, not months.
Discovery and alignment
We map your team, pay cycles, states, and compliance needs.
System design
We set payroll, HRIS, and policy up on the right platform for you.
Implementation
We migrate, configure, and run the first cycles alongside you.
Ongoing management
We run it and keep it compliant as your team grows.
We run on the platforms you already use.
Hire the talent you want, wherever they are from.
A great candidate's visa status should not be the reason a hire falls apart. We help you build a sponsorship-ready process, drawing on more than a decade in immigration staffing.
What we help with
- ✓ H-1B strategy, timing, and cap planning
- ✓ Hiring STEM OPT and CPT candidates the right way
- ✓ Building a sponsorship-ready hiring and offer process
- ✓ Clear communication with candidates on status and timelines
- ✓ Compliant onboarding for foreign national hires
- ✓ Tracking and renewals coordinated with your counsel
Who this is for
Employers competing for STEM, tech, and specialized talent who keep losing candidates over visa questions, and teams that want a repeatable way to hire across borders.
Build managers, not just titles.
High-impact, small-group programs led by senior operators. We turn strong individual performers into leaders who can run a team, give feedback, and hold a standard, with practical tools they use the next day.
The four things strong managers actually do.
Every bootcamp is built around these. A title does not make a leader. These habits do.
Delegate.
Pick the program that fits your team.
New Manager Bootcamp
The jump from doing the work to leading the people who do it. Delegation, feedback, one-on-ones, and the habits that hold a team together.
Frontline Leadership for Property Management
Practical leadership for the people running buildings and teams day to day. Built for supers, property managers, and building services leads.
Operations and Workflow Leadership
Lead teams that run on systems, not heroics. Turning SOPs and processes into how your people actually work, every day.
What every bootcamp delivers
- ✓ Small groups, led by senior operators who have done the job
- ✓ Practical tools your team uses the next day
- ✓ Content shaped around your industry and your team
- ✓ Optional coaching follow-up to make it stick
Bring a bootcamp to your team
We run these for individual companies and for groups. Tell us who you are developing and we will shape a program around them.
We find people who do the job, not just match the keywords.
We started in real estate and property management and now run searches across manufacturing, financial services, startups, development, and the nonprofit world. The same rigor, every industry.
Different roles call for different searches.
Not every hire is the same, so not every search should be. Here is how we match the method to the moment.
For the seat you cannot afford to get wrong
Retained, high-touch search for leadership, succession, and the roles that decide where the company goes. On-site discovery, behavioral assessment, weekly reporting, and a shortlist of people who actually fit.
The people you build around
Permanent, full-time placements. We source, vet, and bring you a real shortlist, not a stack of resumes to dig through.
Talent on your timeline
Flexible talent for projects, surges, and coverage. Here as long as you need them, with none of the long-term overhead.
Try the fit before you commit
Work together first, commit second. A low-risk way to be sure the fit is real before you make it permanent.
You choose, we carry the admin
Already found someone? Put workers you have chosen on our payroll and we handle onboarding, compliance, and paperwork.
What you get, every search
- ✓ Search led by people who understand the work, not a resume filter
- ✓ A real shortlist, vetted against the job and the team
- ✓ Post-placement coaching included with every placement
- ✓ Clear communication and a clean process from brief to start date
Where we go deep
Property management and affordable housing remain our home turf, from building services and compliance to back office and executive roles. We bring that same depth to manufacturing, financial services, startups, and nonprofits.
The systems that let a growing team stop firefighting.
Hiring fills the seats. Leadership and operations make them work. We develop your leaders and build the systems that turn a busy company into a steady one.
Leadership development & alignment
Leadership workshops, DiSC behavioral assessments, and one-on-one coaching that build a shared way of leading and hold the team accountable to it.
HR infrastructure
Employee handbooks, policies, hiring checklists, and the documentation that protects the company and the team.
Operational systems & SOPs
Operations manuals, role-based playbooks, and onboarding roadmaps so the work runs the same way every time, not just when your best person is in.
Change management & adoption
We help leadership roll out new systems and habits in a way that sticks, with internal champions and real implementation support.
Recruiting & hiring optimization
Sharper hiring workflows, clearer role definitions, and coaching for hiring managers so every hire is a better hire.
Ongoing partnership
Retainer engagements that keep building, from a single project to a long-term strategic partnership.
We built a property management company from zero.
JST Management, launched in 6 months
50+ operating documents, 8 leaders trained, 7 vendors procured, all from scratch.
Talent is everywhere. Access is not. We close that gap.
The Doorway Project is a placement and coaching program funded through a mix of employer partners, foundations, and philanthropy. Together they cover the placement and the support, so a door opens for someone who was ready all along.
How it works
- ✓ Funding comes from employers, foundations, and philanthropic partners
- ✓ We recruit, vet, and match candidates to real openings
- ✓ Every placement comes with coaching to support the first months on the job
- ✓ Candidates step into careers, and partners gain talent and a story worth telling
Partner with us, or fund the work
Hire through the program, sponsor a cohort, or back the mission as a foundation or funder. We will find the right way for you to take part.
A model that works because everyone has a stake.
Employer partners
Companies fund placements and gain a pipeline of motivated, coached talent ready to contribute from day one.
Foundations and philanthropy
Grants and gifts fund cohorts of candidates and the coaching that helps them stay and grow in their roles.
Nonprofit and workforce partners
We work with organizations already serving the community to find candidates and surround them with support.
CPCCommunity PreservationCorporation
Find your next role.
Every role below is one we are actively working. Browse, filter, and apply right here. Questions about a posting? Email recruiting@equalaccess.io.
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We exist to give people access to what careers are actually built on.
Not just a job listing. The social capital, the mentorship, and the opportunity that decide who gets ahead. EqualAccess was built to put that within reach for more people, and to help good companies hire and run better while they do it.
We started with one idea: make social capital accessible to everyone.
Careers are not built on resumes alone. They are built on the relationships, the mentorship, and the access that most people are never handed. EqualAccess exists to change who gets that access.
So we launched NYC's first property management driven workforce development program, built not around training but around what actually moves people forward: mentorship and coaching. That belief still runs through everything we do, from a single executive search to a full workforce cohort.
The principles behind the work.
Access over pedigree
We bet on potential and grit, not just the name at the top of a resume.
Coaching that sticks
We stay after the hire. Coaching is the reason our placements last.
Mentorship multiplies
Relationships and mentorship are what careers are actually built on.
Straight talk
No filler, no fluff. We say what we mean and do what we say.
The impact so far.
The people behind it
BBBrandon Bates
Brandon has spent more than fifteen years in talent, staffing, and workforce development, from technical and immigration recruiting to senior roles building SaaS workforce platforms. He came up through minority-owned organizations, which is where his conviction about access took root. At EqualAccess he leads growth, client work, content, and the mission to put opportunity within reach of more people.
EBEric Barron
Eric is the former CEO of Keller Williams NYC and Chief Revenue Officer at Triplemint, with deep roots in New York real estate and sales leadership. He sets the standard for how EqualAccess shows up with clients: direct, relationship-first, and free of filler. As CEO he steers the firm's strategy and its most important searches.
The people we lean on.
Operators and leaders who know this industry from the inside and help keep our work honest, grounded, and ambitious.
KGKirk Goodrich
Chairman of the New York State Association for Affordable Housing, with more than thirty years in affordable housing finance and development. Kirk opened the door to property management for EqualAccess, and his guidance continues to shape how we serve the industry.
KKeron
Keron founded JST Management and built it with EqualAccess as his right hand, from operating systems to a trained leadership bench. He advises us with a frontline operator's view of what property management teams actually need.
LSLisa Skye
Founder of SkyeCo, a global business networking organization built on leadership training and real relationships. Lisa has driven deals for top NYC real estate teams, built one of the largest BNI chapters in the world, and launched WeWork's first community model. She brings deep expertise in networking, leadership, and community.
From a founding idea to a growing firm.
A quick history. Tap any moment to read more.
Funded and founded in New York City, with a mission to make social capital, mentorship, and opportunity accessible to all.
Our first placement created real opportunity for both an employer and an individual in NYC, proving the model works.
We added consulting, helping clients build the HR and operational infrastructure behind good hiring.
We rolled out branding and marketing services and hosted more than five Zoom webinars for property managers, helping New Yorkers access housing.
Erica Kolodny joins as the first employee of EqualAccess.
We officially partnered with more than twelve organizations across NYC for our services.
We added retained executive search to take on the leadership roles other firms cannot fill.
We signed our first executive search client and welcomed Michelle Gambale-Vasquez as our second employee.
We signed our second full-time consulting partner, deepening our retained work.
Turn funding into careers, not just training hours.
A workforce cohort takes a group of motivated people and moves them all the way through: recruited, matched, trained, placed, and mentored on the job. We build the program, run it end to end, and report on what actually happened. Foundations, government, and nonprofit partners fund the work.
Why a cohort works when training alone does not
Most workforce programs stop at a certificate and hope a job follows. We are a recruiting firm first, so we measure ourselves on placements that hold.
- ✓ We recruit against real openings, not hypothetical ones
- ✓ Every candidate is matched with a DiSC behavioral read, not just a resume
- ✓ Placements carry a replacement guarantee, so partners are protected
- ✓ Mentorship continues past the start date, when people actually need it
Built for funders and workforce nonprofits
If you fund this kind of work or already serve a community, a cohort gives you placements you can point to and a model you can run again. We handle recruiting, matching, training, placement, and mentorship as one program.
Five stages, start to finish.
Two paths into property and building careers.
Keep the building running
Supers, porters, handypersons, and maintenance staff. The hands-on roles owners struggle to fill with reliable people, and the ones with a clear ladder to grow.
Keep the portfolio organized
Leasing, compliance, administrative, and operations support. The back-office roles that keep a portfolio compliant, documented, and on schedule.
Targets we hold ourselves to.
You pay for outcomes, not promises.
Milestone based
Partners fund a fixed investment per participant, released across milestones as the cohort hits its recruit, match, placement, and retention targets.
Repeatable
A model your organization can run again, with the kind of reporting funders expect and a clear record of where people landed.
Capacity building
We also run a workshop for your career staff, so the recruiting and matching skills stay in your building after the cohort ends.
Tell us what you are working on.
Hiring, building out your operation, or funding a cohort. Send a note and the right person gets back to you, usually within one business day.
Reach us directly
- ✓ Business and clients: brandon@equalaccess.io
- ✓ Candidates and open roles: recruiting@equalaccess.io
- ✓ Phone: 646-450-0202
Office
260 Madison Ave, 8th Floor
New York, NY 10016