As part of WERC’s member spotlight series, we spoke with Bonnie Cameron, CRP, CLHMS/GUILD, corporate procurement specialist at Aires. Cameron shares her professional journey, offering perspectives on the evolution of relocation real estate, the impact of industry shifts, and the balance between innovation and personalized service. Her experiences highlight the dedication and expertise that drive the talent mobility sector forward, as well as the diverse career journeys shared by many mobility professionals.
How did you get started in the global talent mobility space?
I began my real estate career as a single mother in 1989 at a small company in Michigan. I loved the industry and the joy of placing people in a residence that would benefit their future and their family! I built my business over the years, became a broker, and then, in 2005, became the managing broker for a new startup company. Unfortunately, the timing was not right, and we were wiped out by the extensive market crash in Michigan.
I then worked as a document control manager for an Abu Dhabi project at Yamasaki Associates, an architectural firm, prior to their reorganization, and then in the financial industry, which brought me to Pittsburgh. It was there that I met up with Aires!
I started with Aires in 2011 as a program manager and moved to my current position managing our real estate partners in 2015. I find this role exciting and challenging as I keep up to date on all developments in the relocation real estate industry throughout all 50 states, U.S. territories, and Canada.
What are some of the key milestones or achievements in your career?
I have had nine lives with several very enjoyable careers. I studied justice, morality, and constitutional democracy at Michigan State University’s James Madison College, with a dual major in psychology. Later, I did two years in radio/television journalism at the University of Detroit. I snuck in some time at the University of Michigan, so I can cheer for whichever team is winning.
My first post-college job was public relations director for a small private college where I oversaw their marketing department, produced alumni news, and reported on school events. I returned to Michigan and worked as an office manager for a plastic surgery clinic and then at a local hospital.
From there, I was a ballet producer with the Michigan Ballet Foundation, working with the Detroit Symphony Orchestra, and was a homeschooling mom. I ran monthly meetings, produced a newsletter, and planned weekly field trips for homeschooling families. I started in real estate after my divorce in 1989.
I have achieved many major milestones, such as being the first in Michigan to achieve a Certified Luxury Home Marketing Specialist (CLHMS™) designation with GUILD status; working as an expert witness in court for property settlements; a real estate coach for new agents; and working with zoning boards and architects for private new construction. My real estate experience taught me much about wetlands, land use, construction materials, zoning issues, engineered fields, and the like. I love architecture and construction.
Working at Aires, I achieved my Certified Relocation Professional (CRP) designation in 2013—that achievement opened relocation up to me in so many new ways, giving me an even stronger appreciation for the nuances of the industry.
I was elected to the Relocation Directors Council (RDC) Advisory Board in 2019. RDC is an amazing resource for information and direction in relocation real estate. Here, I found the movers and shakers in the real estate side of relocation, and I have learned so much through my participation there. I love those people!
I plan and carry out Aires’ annual Aires Broker Network Summit conference. It is my joy to present achievement awards to our best partners each year. Each individual partner’s success in our network is important to me.
What do you see as the biggest challenges and opportunities in this industry?
The main challenge I see is to find and maintain balance in light of recent lawsuits regarding buyer agencies. At first, I was alarmed at the required changes—and I still have some concerns—but overall, it seems that the value of buyer representation will be better understood by customers. The most qualified agents should end up with fair, perhaps better, compensation for their effort and expertise. Fiduciary duty should be much stronger when a buyer compensates the person who represents them directly. The public will learn the value of expert representation, something many do not seem to understand presently. The less qualified and less able agents will opt out of the industry, and those who have established their value will do well.
The second biggest challenge I see is to find and maintain that “sweet spot” between technology and personal service. Technology is important and will keep improving how the public connects with property, property owners, and real estate agents. Generally, “high tech” creates a greater need for “high touch” follow-up. People want, need, and deserve to feel cared for.
Are there any emerging trends or innovations in talent mobility that excite you or that you believe will shape the future of the industry?
During the COVID-19 pandemic, many companies began work-from-home programs. With the availability of fast internet and online meetings, there was often no real need for employees to return to the office on a full-time basis a few years ago. I could see this trend continuing in some capacity with clients assigning transferees to weekslong temporary destination assignments as opposed to moving them permanently, and perhaps corporations purchasing apartments or condominiums in their most traveled areas. While some companies may choose this route permanently, our experience has been mixed with many companies halting remote-only positions and urging, or even mandating, employees back to the office in some capacity. There might not be a traditional ‘5-days in the office’ for all companies. Still, they find the value in having the interpersonal connections that can only come when people are interacting in-person in their workplace.
Along that line, I see a trend towards more rental programs, as some transferees prefer not to lose a 3% mortgage in exchange for a 6-7% loan. Along with that, of course, comes the need for a more sophisticated property management program.
It will be interesting to see how new legislation alters regulation of international business, including the accessibility of visas and whether more countries will restrict non-citizen purchase of real estate.
As a talent mobility professional, how do you manage stressors resulting from your work? Are there any self-care habits you practice?
I get up at 5:30 a.m. each day, take my dog for a brief walk, and get dressed and ready for the day. I then like to spend the rest of my morning with faith-based reflection and reading to help alleviate the stressors of the day.
I walk approximately 2 miles each day and use a rowing machine when I remember to put it in my schedule! Same with the community pool; I get there when I plan ahead.
The Atlantic Ocean is a short walk from my home, and I often run down to the beach in the evening just before sunset to soak in the sky and roaring waves.
I make a point of spending time with quality friends, many of whom are fairly new to Florida themselves, and together we enjoy exploring all that this beautiful state has to offer.
Do you have any recommendations or advice for aspiring leaders in this industry?
Read everything you can, attend everything you can. Never hesitate to help someone who may be seen as your competitor; it will come back to you. Relocation will take all your waking hours, but the personal reward of satisfied clients is worth the effort.